Reference #: 9310645 In collaboration with the Reginal AVP of Human Resources, the Director of Human Resources is a strategic member of their region#39;s management team and is responsible for the daily HR operations of their region. This position ensures that all Human Capital Services are being properly communicated and rolled out to their employees, leaders, and physicians so that they can properly utilize such services. The Director ensures that all HR goals and objectives are met for their region. This position also provides guidance on human resources strategic plans, leads regionalal projects and participates on enterprisewide projects as necessary. ESSENTIAL FUNCTIONS: bull; Strategic HR Business Partner to the identified Leadership Team of assigned region. bull; Serves as the key resource on HR issues to designated regiona. bull; Participates in developing strategies for the regionsrsquo;s business goals, strengths and opportunities. bull; Builds strong win-win relationships with partners to deliver on key goals. bull; Articulates how current HR practices match customized needs of assigned division, making recommendations for improvement. bull; Advises managers in establishing clear standards for excellent performance (i.e. job descriptions, competencies). bull; Recommends approaches that maximize the potential performance and creativity of every employee. bull; Provides direct management of the regional HR Business Partners, HR Coordinators and HR Generalists. bull; Interacts with co-workers, visitors, and other staff consistent with the values of Jefferson. OTHER FUNCTIONS AND COMPETENCIES needed in addition to Essential Functions: Change Management bull; Champions change; communicates effectively by building commitment and overcoming resistance. bull; Adapts to change and develops workable implementation plans. bull; Monitors and evaluates plans and adjusts approach as necessary based on results. Operational Excellence bull; Aligns work with strategic goals and understands business impact. bull; Sets and achieves challenging goals. bull; Develops processes and systems that ensure consistently high performance. bull; Establishes and maintains collaborative relationships at all levels of the organization. bull; Challenges the status quo; encourages innovative ideas and new ways of doing things. bull; Steps forward to address difficult issues. Decision Making bull; Makes choices and timely decisions that are in the best interest of the organization. bull; Includes appropriate people in decision making process. bull; Gathers and analyzes information skillfully. Develops alternative solutions and explains reasoning for decisions. bull; Exhibits sound and accurate judgment in decision making. Leading and Developing People bull; Identifies and selects the best applicants for jobs; effectively onboards to maximize retention. bull; Supports employee growth and development. bull; Ensures that productivity levels are maintained and makes changes to staffing patterns accordingly. bull; Resolves conflict effectively. bull; Coaches and counsels employees to encourage excellent performance. bull; Motivates employees to do their best through the use of reward and recognition. bull; Provides clear, challenging, and achievable performance goals and holds employees accountable through regular employee feedback. bull; Manages employees fairly; deals effectively with diverse workforce. Planning and Organizing bull; Plans effectively to ensure that all work is completed accurately and efficiently. bull; Determines project/assignment requirements by breaking them down into tasks and identifying types of equipment, materials, and people needed; develops timelines and milestones. bull; Regularly reassesses priorities and competing demands and adjusts allocation of time and resources to increase efficiency and effectiveness. bull; Implements systems and processes that enable others to perform work in ependently. Strategic Thinking and Visionary Leadership bull; Looks at the #39;bigger picture#39; and thinks ahead when developing strategies and business plans. bull; Understands the success factors critical to the organizationrsquo;s long-term profitability and competitiveness. bull; Uses knowledge of industry and market trends to develop and champion long-term strategies. bull; Communicates a compelling and inspired vision and rallies others behind the vision. bull; Inspires and manages others to achieve and perform at a higher level. bull; Demonstrates principled leadership and sound business ethics. Strategic HR Business Partner to the Management Team bull; Builds strong win-win relationships with partners to deliver on key goals. Serves as the key resource on HR issues to designated department. bull; Articulates how current HR practices match customized needs of assigned department, making recommendations for improvement. bull; Advises managers in establishing clear standards for excellent performance (i.e. job descriptions, competencies). bull; Recommends approaches that maximize the potential performance and creativity of every employee. Coaching and Consulting bull; Provides appropriate advice, feedback and development resources to improve the effectiveness of Revised 05/06/14 individuals and teams. bull; Takes active measures to coach and/or provide training to management team members with a goal to increase their leadership, best practices and HR competencies/expertise. bull; Engages assigned management team members in problem solving approach that encourages their development in examining available options and arrives at a collaborative solution that balances the needs of involved parties and the organization. bull; Performs appropriate information-gathering interventions (e.g. in-depth interviews) to determine customer issues and needs. bull; Demonstrates ability to translate data into meaningful recommendations. bull; Provides honest, behavioral feedback to customers about performance development opportunites and problems. bull; Provides advice that leads others to act in new, more productive ways. Uses good judgement in sharing information and maintaining confidentiality. HR Compliance bull; Applies an understanding of key legal precedents, policies, and practices to protect the interests of the organization and individual employees. bull; Provides effective direction and advice to management on the interpretation and application of the following: HR policies and procedures, FLSA, FMLA, ADA, TJC/State licensing, EEO, sexual harassment, corporate compliance, and collective bargaining agreements. bull; Challenges policies or practices that don#39;t make sense. bull; Monitors internal and external changes in the law, policies, and practices to define and confront risk to employees and the business. bull; Responsible for the timely and accurate development of system and site specific workforce policies and procedures in compliance with governmental, legal and regulatory requirements. Ensures all new policies are clearly communicated to staff and leadership in a timely manner. Employee/Labor Relations bull; Reviews complaints; performs fact-finding and advises management on the preparation of disciplinary and adverse action, grievance, and other responses. bull; Demonstrates knowledge of a wide range of HR concepts, laws, policies and practices related to employee and labor relations. bull; Reviews, translates and negotiates union proposals, counter proposald and settlemen