Facility: AU Medical Center, Inc.

Job Summary:

The Assistant Vice President of HR, (AVPHR) is expected to be a credible leader and an engaged partner with leadership teams of Wellstar Health System. Leading HR means developing and maintaining a high-quality, comprehensive human resources program that supports the institution's mission, values and strategic plan. This is a high visibility, hands-on leadership role with opportunity for significant organizational impact. Deliverables include: Developing an HR Strategic Plan Creating a more effective human resource organization Achieving HR Service Delivery & Operational Excellence Building Organizational Capability and Talent Bench Strength Workforce Planning & Management Driving an "Employer of Choice" initiative Guiding Leaders on the Trust Journey to ensure a culture of high engagement and Trust Oversight and Implementation of successful programs for employee relations, employee/management counseling and coaching, employment and on-boarding, EEOC charges, unemployment hearings, legal issues, employee complaint investigations, employee activities, the exit interview process analysis, human resources relative metric analysis such as turnover analysis, etc. Expertise in all HR functional areas such as change management, performance management, talent management, engagement strategies, and process improvement strategies is required. Responsible for strategic and tactical balance, and achievement in driving HR service delivery and operational excellence.

Core Responsibilities and Essential Functions:

Strategic Planning and comprehensive leadership of all HR Functions a.Accountability for human capital, financial, programmatic and quality performance, regulatory oversight, standardization related to human resources b.Sets prioritization of operations to achieve system objectives while assuring continuous quality improvement and outcome excellence for the Human Resource Function c.Develops operating and capital budgets; monitors to insure variance analysis and resolution d.Identifies high risk areas for regulatory compliance; trains staff, monitors and insures compliance e.Monitors HR performance outcomes via benchmark analysis and facilitates accountability via defined expectations and goals f.Develops departmental/Division strategic plans and works with leadership to facilitate goal achievement Organization Development/Culture a.Identify and facilitate proactive problem resolution of Employee Relations hot beds and day-to-day issues b.Lead, create and sustain, through partnership with the operating units leadership, a culture that supports WellStars Strategic Plan (i.e., its mission, values alignment and organizational effectiveness) and by building and sustaining performance management rigor (i.e. assuring that the right people are hired, trained, developed, supported for career and performance growth) c.Integrate organization development and culture development to support the Employer of Choice strategy for WellStar Health System d.Create and reassure the effectiveness of a communications infrastructure within WellStar which would effectively achieve employee & management communication objectives HR Consulting a.Lead and align the training and development of WellStars supervisors, managers, directors, and senior leadership b.Proactively analyze the root causes of issues (before they become major or spread). Build open and strong relationships with line management, performing on-going assessment plus organization diagnosis; and implement strategies, tactics appropriate to OD interventions to address and measure the effectiveness of HR work. Through careful analysis of trends, treat problem (not symptoms) and resolve issues before they negatively impact business operations (i.e., recruitment, staffing, retention, conflict resolution, labor cost escalation and productivity goals) and in order to improve and positively impact WellStars performance c.Strategically partner with other HR & System leaders, especially in the areas of Benefits, Compensation, HRIS, Learning, Quality, Cultural Competence, Compliance and Recruitment in developing, communicating and championing programs designed to achieve system and operational objectives d.Promote integrated system focus (we/we = win/win), while balancing operating unit needs. e.Establish mechanism for ongoing and effective communication to leaders on key organizational or site specific initiatives Core HR Functions a.Regularly assess HR departmental operations effectiveness, including constantly surveying and improving customer satisfaction b.Ensures compliance with EEO, OSHA, Immigration Laws, FLSA, JCAHO and other regulatory bodies c.In conjunction with above, monitor the effectiveness and impact of Human Resource policies. Provide supervision and counsel to HR Consultant staff for employee relations and policy interpretation issues d.Assume line management department responsibilities for WellStar and HR operations. (budget) e.Provide leadership and creativity and innovation for WellStar recognition programs and other employee functions, including measuring the effectiveness of such programs f.Participate in workforce development activities, i.e., long range recruitment and retention strategies. Other a.Maintain metrics to determine effectiveness of HR programs b.Hold monthly department meetings with HR Teams c.Assist organizational leaders with Town Halls and other presentations as it relates to overall staff knowledge and engagement d.Participate in multi-disciplinary teams to improve performance as indicated e.Establish department specific recruitment, retention, and staff engagement plans f.Interact in professional and positive manner with all levels of health care providers including physicians. g.Create atmosphere of accessibility and availability as subject matter expert on HR issues include: legal, risk management, and other disciplines as appropriate in HR matters that impact organizational risk

Required Minimum Education:

• Bachelors Human Resources Management or Bachelors Business Administration/Management or Bachelors General

Required Minimum License(s) and Certification(s):

All certifications are required upon hire unless otherwise stated.

• Prof in Human Resources-Preferred or Sr Prof in Human Resources-Preferred

Additional License(s) and Certification(s):

Required Minimum Experience:

Minimum 7 years 9 years human resource management experience in all functional areas of Human Resource. (preferably in a healthcare setting) Required and Experience in a large health care setting and/or high performing organizations Preferred and Experience with all facets of HR, including but not limited to employment practice, Joint Commission Requirements, immigration, recruiting, employee development, employment law, and workforce planning. Required and Experience dealing with strong personalities and balancing the interests of many for mutually beneficial outcomes. Required

Required Minimum Skills:

Backgrounds from complex and consensus oriented environments are valued. Excellent written and verbal communication skills required. The core competencies required are integrity, teamwork, results orientation with a strong sense of urgency and responsiveness. Must possess sound business and financial acumen. Deep understanding of state and federal employment law, JCAHO requirements, and governance requirements for not-for-profit organizations. Labor relations and union avoidance. Extensive employee relations experience, compliance, regulatory, and management experience Must have exceptional organizational, critical thinking, and interviewing skills. Must be able to communicate effectively with all levels of personnel and maintain excellent customer service. Must be familiar with employment law, recruiting, performance review programs, and progressive counseling. Must be able to handle matters in discrete and confidential manner. Must be able to maintain quality documentation of all consulting procedures.