Vice President, Hr Technology And Analytics

ABOUT US:
At Children’s Health, we value the role each team member plays in helping us deliver on our mission of making life better for children. We take pride in providing rich and rewarding career opportunities that enable team members to reach their highest potential.
Since 2009, we have held the ANCC Magnet ® designation for nursing excellence. We are nationally ranked in all 10 pediatric specialties by U.S. News & World Report, serve as the primary pediatric teaching facility for University of Texas Southwestern Medical Center and are recognized for quality care in every specialty.
For ten consecutive years, Children’s Health has been recognized as one of the 150 top places to work in health care by Becker’s Hospital Review. This esteemed list features healthcare systems which offer professional development, growth, excellent benefits and promotion of diversity above and beyond other organizations.
ABOUT THE JOB:
The Vice President of Human Resources, Technology & Analytics, is responsible for strategically leading the design, development, and implementation of all HR information systems, technology, and analytics. This position will build and execute a technology roadmap that meets the strategic and operational needs of HR both short- and long-term in alignment with CHST's mission and business objectives. This role reports directly to the SVP, HR Operations with a dotted line to the Chief Information Officer (CIO).
RESPONSIBILITIES INCLUDE:
Develop a strategic roadmap to optimize HRIS systems and analytics capabilities to support our growing business and inform people strategy
In collaboration with the CIO, participate in the development of CHST technology strategy to include AI and other technological advancements to influence decisions impacting HR, HRIS, and required budgets
Create and provide oversight to a governance structure that serves to prioritize and structure work requests from clients (business, leaders, and HR consulting and COEs) while being mindful of established SLAs, team resources, and budget
Lead HRIS decisions that are best-in-class to ensure scalability, advancement of our ESS/MSS model, increased data accessibility and ease of use to employees, business leaders and HR COEs
Ensure integration and optimization of HRIS technologies throughout the business to automate manual processes and increase the efficiency of workflows particularly in Talent Acquisition and other HR COEs
Build reporting capabilities and high-impact, actionable dashboards, delivered analytics, and requested reports that illustrate and inform HR and leaders about trends, enabling the ability to identify the needs of their business (enablement of insights) in partnership with HR Consulting team
Drives to streamline and integrate multiple key HR systems by researching and exploring industry best practices and available options
Work closely with CIO to ensure integrity and security of all people data that transmits to and from HR databases; employs comprehensive auditing practices and procedures to monitor accuracy of data distributed to both internal and external customers and partners
Lead end user education and training requirements for successful change management and communication needs related to medium to large scale implementations and technology enhancements; lead data architecture and development of data framework for the HR function
Oversee contracts and relationships with third party vendors that support HRIS and ensure compliance with SLA; provide input to relevant contract negotiations in partnership with procurement and legal colleagues as needed
Recruit, manage, coach, and develop HRIS team members and support the continuous professional development and personal growth of team
Support new and existing systems/processes, driving process standardization, automation, and improvement in controls, while ensuring process efficiency, effectiveness, and compliance
Responsible for ensuring compliance requirements and data integrity, including executing accurate auditing procedures and practices, of the HRIS database and appropriate distribution of key data as required by leaders and other key executives
Ensure appropriate metrics are in place to measure and manage services levels, business risks and to inform and improve decision making.
Act as key resource for any technology integrations relating to HRIS systems and act as primary point of contact and collaborating with IT team
EXPERIENCE AND EDUCATION:
At least 10 years progressive leadership experience in HRIS, preferably in a healthcare setting, is required.
A four-year bachelor’s degree or equivalent experience, preferably in Human Resources, IT, or business-related field, is required.