Position: Chief Human Resources Officer (CHRO)
ORGANIZATION: Alameda County Medical Center (ACMC)
LOCATION: Oakland, CA
REPORTING RELATIONSHIP
The Chief Human Resources Officer reports to the Chief Executive Officer, Wright Lassiter. Direct reports include a Director of HR Operations and Managers of: Training, Employee Health/Workers Compensation, Recruitment and Compensation, Financial Services, HRIS, and Labor Relations. The Human Resources team employs approximately 26 FTE's. ACMC is supported by a staff of over 2500 FTEs.
COMPANY BACKGROUND
Alameda County Medical Center has been meeting the needs of East Bay families for over 130 years. Fairmont Hospital opened its doors in San Leandro in 1864, and Highland Hospital was established in Oakland in 1927. Since joining together with Alameda County's Ambulatory Care division in 1998 as Alameda County Medical Center, the organization continues to be committed to maintaining and improving the health of all County residents, regardless of their ability to pay. No other hospital or health care system in Alameda County shares this unique mission.
At ACMC, you can see a top specialist in over 25 medical and surgical specialties. The center excels in such areas as breast cancer, HIV/AIDS, and sexual assault treatment. ACMC offers the most advanced treatments available. In the event of an emergency, Highland Hospital, a level II trauma center, provides world-class trauma and emergency treatment around the clock.
The teaching programs continue a tradition of excellence. Physicians have been training at Highland Hospital since it opened its doors in 1927. Through affiliations with the University of California - Davis, the University of California - San Francisco, and the University of the Pacific Medical Center, Highland offers residency programs in Emergency Medicine, Internal Medicine, Primary Care, Surgery, and Oral-Maxillofacial Surgery, and a one-year Transitional Internship program.
ACMC employs a multi-lingual staff providing culturally-sensitive care, offering interpreter services in over 26 languages. No other health care system in the East Bay has these language capabilities. Approximately 85% of the workforce is unionized. The following are the major unions at ACMC: Services Employees International Union (SEIU), Alameda County Management Employee Association (ACMEA), Union of American Physicians and Dentists (UAPD), Building and Trades, California Association of Interns and Residents (CAIR), and PACE.
POSITION SUMMARY
ACMC has completely transformed the leadership team in the last year. The Chief Executive Officer, Wright Lassiter, is leading the team to pursue excellence in every aspect of the medical center's business. Annual corporate goals are focused on operations improvement in fiscal stewardship, quality, service, growth, access to care, community outreach and workforce development. The search for new human resources leadership will focus on candidates who are progressive, dedicated, personable, and have a passion for excellence.
The next Human Resources leader for ACMC will be an imaginative human resources leader who is challenged by designing a strategically engaged, innovative, and operationally sound Human Resource (HR) function for one of the Bay Area's largest and most complex health care organizations. Beyond HR strategy and operations, the Human Resources leader will be asked to participate in leading significant change initiatives that impact organizational growth and transformation in accordance with the mission, vision, and values of Alameda County Medical Center.
An integral part of the ACMC senior management team, the CHRO will partner with the Chief Executive Officer, and other members of the senor management team to effectively drive the people strategy of the organization. The CHRO has overall responsibility for the planning, organizing and direction of the Human Resources Department. He/She will oversee the day to day and strategic operation of human resources, as well as, to provide advice and consultation to administration and management staff. The CHRO is expected to be an active partner in managing the overall business and, in addition, is expected to be an advocate for employees and the HR team.
INITIAL PRIORITIES
- Review and simplify processes, systems, and procedures (i.e., electronic document management in regards to open requisitions and employee files). Improve HR productivity while eliminating waste, reducing redundancies and cycle time.
- Review the structure of the Human Resources department within ACMC in regards to departmental organization, stabilization and classifications.
- Establish connections with, and a healthy respect for, labor representatives.
- Structure the HR department as a user friendly department and promote a doctrine of outreach to employees.
- Partner with management to improve employee and patient satisfaction.
- Develop a workplace safety program that supports the promotion of a safe work environment and promotes reduction of workplace injuries.
- Establish HR as a high performing function that is appreciated by management, labor, and all employees.
- Implement customer service trainings for Human Resources staff members. Create systems to ensure effectiveness within ACMC.
- Coordinate and initiate an employee-based committee to develop and recommend a comprehensive reward and recognition program to increase and sustain employee morale.
CORE ACCOUNTABILITIES
- Manage and direct the ACMC human resources staff to ensure personnel and payroll functions are provided accurately and efficiently, meeting established policies and deadlines. Manage effective Human Resource programs, including Workers' Compensation, ADA accommodations, employee training, employee activities, Compensation/Classification, Recruitment and Retention, and other special projects as necessary.
- Develop and maintain ACMC training programs to ensure competency of staff. Maintain performance review monitoring to assure JCAHO competency compliance.
- Promote a customer service attitude among HR department managers and employees. Provide accurate, professional and legally sound advice, guidance and information to ACMC managers and employees on a variety of employee relations issues.
- Interpret a myriad of memoranda of understanding (MOU) with numerous labor organizations, the appropriate salary ordinance, personnel rules and regulations, state and federal regulations and pertinent rules and regulations accurately and knowledgeably.
- Represent the interests of ACMC effectively in collective bargaining.
- Directly, and working through subordinate HR management; represent ACMC in the grievance process; mediate and resolve grievances at the lowest possible level using sound personnel practices and working effectively with labor organizations.
- Manage a program of effective discipline at ACMC, including conducting pre-disciplinary hearings and settlement conferences.
- Work directly with ACMC to implement several initiatives to focus on beginning culture change related to enhancing the customer service focus of the organization.
- Facilitate the initiation of a leadership development academy program to provide management and leadership enhancement programs for middle managers across the system.
KEY ATTRIBUTES
The preferred candidate will be a bright, seasoned, charismatic and highly qualified human resources leader whose experience includes, balancing strategic issues with HR operations. The ideal candidate's management style must exhibit integrity, collaboration, openness and an orientation for results.
- Generate unique and progressive ideas; uses these ideas to develop new or improved approaches, systems, or processes; is seen as a champion for change as necessary.
- Ability to work collaboratively with organized labor.
- Partners well with senior leaders; demonstrates confidentiality and sound business judgment.
- Bring focus and direction to the HR function. Advocate for HR staff and resources, and be willing to take a strong position.
- Holds HR to a high standard of customer service and process improvement.
- Promote cooperation and teamwork while working to achieve collective outcomes, is inclusive of peers and/or key stakeholders when making decisions that affect organizational operations.
- Demonstrate ability to inspire confidence and trust through communications and leadership.
- Is a dynamic, energetic, highly respected, motivated, and results-oriented individual with the ability to balance a multitude of short and long-term priorities.
- Skills in team building and developing consensus are critical.
- Ability to lead change. Effective in selling ideas and influencing thought process across the organization.
- Possess unquestionable professional and personal integrity and has an honest candid style which reflects credibility, compassion and inspires confidence.
- Demonstrate fortitude and does not hesitate to introduce novel ideas or take risks.
- Comfortable with, and adept at maneuvering within, a large organization with complex, matrixed, relationships that require expert negotiation skills and an ability to manage through influence.
CANDIDATE QUALIFICATIONS
- Minimum of seven years experience managing human resources functions in a hospital/health care environment with a successful track record in increasingly responsible roles.
- In depth knowledge of federal, state and local rules and regulations as pertain to human resource administration.
- Strong background in labor relations and proven working relationships with labor unions. Broad background as a generalist.
- Knowledge of recruitment and retention techniques and practices, position analysis and classification, compensation practices, grievance handling, disciplinary action procedures, workers compensation, etc.
- Depth of experience building pay practices, benefit programs and other HR initiatives that affect the organization's competitiveness, as well as the bottom line is essential.
- Excellent communication skills, both oral and written.
- A sense of humor is essential to the success of the human resources leader.
EDUCATION
- An undergraduate degree in human resources, organizational development, business or related field. A graduate degree in human resources, organizational development, business or health administration, is strongly preferred.
Kate Kingsley or Barbara Walker
KLKingsley Executive Search
1333 No. California Blvd., Suite 570
Walnut Creek, CA 94596
Email: kate@klkingsley.com or barbara@klkingsley.com
Web: www.klkingsley.com
Phone: 925-934-4306
Fax: 925-934-4327
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