Vice President Human Resources

POSITION: Vice President Human Resource

SITE: Aurora Health System part of Advocate Health

LOCATION: Greater Milwaukee-Multiple Hospitals

SCHEDULE: Monday-Friday with 24/7 Facility Accountability

Advocate Aurora Health and Atrium Health have come together to do more, be better and go faster to help more people live well. Together, we can deliver the best health outcomes and make care more accessible and affordable for all.

Together, we're reimagining how health care should be.

• 3rd largest non-profit in the US
• Nearly 150,000 teammates-21,000 doctors and 42,000 nurses
• Serving 6 million patients

Headquartered in Charlotte, North Carolina, Advocate Health has a combined footprint across six states – Alabama, Georgia, Illinois, North Carolina, South Carolina and Wisconsin. We’re working to advance health equity and improve access and affordability for the people and communities we serve.

• 67 hospitals and more than 1,000 sites of care

How You’ll Make a Difference:

As the Vice President of Human Resource for Greater Milwaukee, you will provide expert level consultation to executives and management on business related issues and aligns business objectives in designated areas, leveraging a solid grounding in HR programs and practices and business literacy about the operation’s financial position, mid and long-range plans, culture, competition and its customers.

Delivers value added service and workforce strategies and programs to meet the future business objectives of the organization. Effectively balances acting as a caregiver champion with leader's needs, ensuring accountability and strong performance of goals. Assesses and anticipates business needs requiring Human Capital Management (HCM) related solutions, ensuring effective application of programs, tools and best practices. Collaborates with business partners to ensure human resources strategies and programs effectively attract, retain, onboard, develop, recognize and reward top executive, leadership and caregiver talent.

Major Responsibilities:

• Primary business HR strategic partner to assigned areas, functioning as HCM lead consultant on

business and HR related matters. Utilizes a strong grasp of organizational expectations and culture, translating the brand in how HR services are delivered. '

Ensures human resources strategies and programs effectively attract, retain, onboard, develop, recognize and reward top executive, leadership and caregiver talent.

• Effectively drives strong partnerships of the HRBP function with centers of expertise and shared

services, to assure collaboration in proactively working with executives and management to deliver

value added service and workforce strategies and programs to meet current and future business

objectives of the organization.

• Guides both short and long-term decisions within assigned areas, utilizing knowledge of workforce planning and development with sound succession planning processes and programs.

Provides guidance and support for refining or developing new organizational design and implementation of restructures.

Researches and analyzes trends and metrics in partnership with other HR centers of excellence, leading to the development of sound HR solutions, programs and policies to help leaders meet business challenges.

• Provides a balance of the ability to appropriately challenge leaders, while maintaining strong business partnership and relationships with assigned business unit/executives and leaders, applying a high degree of confidence and expertise as an advanced HR leader.

• Researches and provides a basis for creative and innovative ideas and solutions that will help assigned areas meet business objectives utilizing depth of knowledge and expertise in HR and business strategies. Designs proactive strategic initiatives and drives the strategic direction and framework of the HR delivery model.

• Works closely with management and caregivers to improve work relationships, build morale, increase productivity and to develop and implement retention strategies for key and emerging talent needs. Identifies development needs for business units and individual executives including coaching needs, assuring effective follow-up and results.

• Provides effective performance management guidance to management (coaching, counseling, career development, corrective action, discharge) which serves to drive business results. Effectively coach leaders on how their actions reflect and drive the culture, and weave cultural standards into practices and processes.

• Manages and resolves highly complex employee relations issues not handled by shared services, with other HR centers of excellence, often requiring effective, thorough and objective investigations. Ensures processes are standard, fair and consistently applied.

• Leverages understanding of succession management and compensation strategies to assure individuals

are effectively encouraged to enter, move within or exit the organization.

• Maintains an in-depth knowledge of policies, procedures and legal requirements related to day-to-day management of caregivers, reducing legal risks and ensuring compliance. Builds a strong partnership with HR centers of expertise, HR Service Center and legal department to assure compliance with policies, labor and employment related law.

• Performs human resources responsibilities for staff which include interviewing and selection of new employees, promotions, staff development, performance evaluations, compensation changes, resolution of employee concerns, corrective actions, terminations, and overall employee morale.

• Develops and recommends operating and capital budgets and controls expenditures within approved budget objectives.

• Responsible for understanding and adhering to the organization's Code of Ethical Conduct and for ensuring that personal actions, and the actions of employees supervised, comply with the policies, regulations and laws applicable to the organization's business.

What You Will Need:

Licensure, Registration, and/or Certification Required:

• None Required.

Education Required:

• Bachelor's Degree (or equivalent knowledge) in Human Resources or related field.

Experience Required:

• Typically requires 15 years of experience in organizational development consulting, resolving complex employee relation issues, and developing, facilitating and leading human resources strategies, functions and initiatives which align with business goals and objectives.

Leadership Experience:

• Includes 10 years of management experience in human resources strategic planning, directing and leading comprehensive human resources functions within a complex organization.
• Experience working in a complex healthcare organization is preferred.

Knowledge, Skills & Abilities Required:

• Demonstrated advanced consulting skills and ability to effectively develop, implement and apply

organizational strategies to address complex business challenges including change/succession

management, workforce planning, leadership development and organization design.

• Advanced knowledge and expertise of multiple human resource disciplines and business practices

including compensation practices, organizational diagnosis, employee/union relations, diversity,

performance management, regulatory compliance and employment laws.

• Demonstrated leadership and excellent communication, presentation and interpersonal skills. Ability to build/foster strong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieve results. Ability to advise leaders on how to successfully lead people through change.

• Acute analytical ability and business, industry and financial acumen; understands the role caregivers and leaders play in driving financial performance.

• Must be self-directed, self-motivated, flexible. Ability to take initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.

• Expert knowledge in the use of data, evidence-based research, benchmarks, HR and business metrics to make critical decisions.

Physical Requirements and Working Conditions:

• Exposed to a normal office environment.

• This position requires travel so may be exposed to road and weather hazards.

• Operates all equipment necessary to perform the job.

This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent.

Incumbent may be required to perform other related duties