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Director, Human Resource Consulting Operations
1 month ago
Job Description:
Responsible for shaping talent strategies to address business priorities and operationalize objectives. The role will also be responsible for delivering world-class people operations services that are cost-optimized, effective, and scalable. The role requires deep expertise in HR strategy, operating model support, and service delivery, as well as highly developed stakeholder engagement skills to drive meaningful change across a complex, matrix organization. This leadership position has functional responsibility to lead the improvement and development of the strategic human resource business partner led consulting delivery model at UTMB. The Director HR Consulting Operations collaborates across the strategic business units and functions throughout UTMB and will partner with those stakeholders to optimize the impact of human resource talent strategies at all levels in the organization. This role will also serve as a coach, advisor, and partner within the human resources function and with leadership throughout the institution.
Essential Job Functions:
Human Resource Operations – Leads a world class team of HR Business Partners in the development and execution of all core business operations processes and programs across the institution. Manages, coaches, supports, and develops a team of HR consultants to enable the strategic people priorities; develops and implements data-driven solutions that shape manager capability; and collaborates across a matrix of HR and Legal partners to define local policies, compliance practices, etc.
Professional and Organizational Development - Delivers an integrated learning and professional development strategy across the institution to support strategic workforce capabilities to assure UTMB’s position as a regional employer of choice.
Culture – Revises and refreshes the UTMB Employee Value Proposition to ensure UTMB consistently attracts, develops, and retains exceptional talent to provide world class care and education to the communities and students it serves.
- Resolves escalated issues with the highest complexity, visibility, and risk.
- Addresses misconduct and other serious employee behaviors in partnership with leadership, peers in Human Resources, and Legal profession; establishes and manages the internal escalation process and ensures all escalations are addressed within agreed timelines.
- Provides reporting to external agencies as required; establishes a partnership model to address employee relations issues and provides consultation globally.
- Identifies the appropriate approach and leverages resources to enhance manager capability; guides the team to provide one-on-one consulting/coaching with senior/executive business leaders or by engaging relevant stakeholders and Human Resource (HR) partners in capability building conversations.
- Leads the HR Business Partner team to partner with HR Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes; manages Human Resources processes by aligning talent plans with business strategic goals.
- Guides and oversees the identification of needs to design and implement local Human Resource (HR) projects or programs (e.g., critical positions retention, mid-year performance checkpoint) in partnership with business leaders and Human Resource (HR) partners; oversees project planning and execution.
- Gathers and interprets industry trends about Human Resources programs and processes and identifies execution or communication gaps; develops and proposes action plans to address the gaps in collaboration with Human Resources Business Partnership and business leaders.
- Interprets and advocates UTMB values and compliance with Human Resources policies; identifies/raises needs to mitigate potential risks by collaborating with Legal advisors; provides guidance to create standardized/scalable approach for enhancing compliance.
- Identifies the strategy for the localization/update of policies and procedures related to managed projects and programs; gains approval from business leadership in partnerships with Human Resources policy owners and Human Resources Business Partners (HRBP).
People and Organizational Analytics - Provides opportunities through human resource business partnership to leverage human capital technology and people analytics that build a culture of data-driven decision making, enabling confident fact-based decisions and innovative solutions. Delivers employee listening tools, processes, data outcomes and action plans to optimize retention and culture enhancement strategies.
Marginal or Periodic Functions:
- Adheres to internal controls and reporting structure.
- Performs related duties as required.
