Divisional Human Resources Business Partner – Vice President, Tampa FL

  • Adventist Health System
  • Tampa, FL, USA
  • Oct 08, 2017

Job Description

If you want to be a part of a place that provides nothing less than extraordinary compassionate care, then Adventist Health System is the place for you!

We are currently seeking qualified candidates for a Divisional Human Resources Business Partner - Vice President position that will be based in our West Florida Division department. This position is based in Tampa, FL.

This position provides the opportunity to serve as strategic partner to Divisional leadership by developing and delivering proactive, practical and valued HR solutions. The DHRBP will possess strong skills for building relationships, analyzing problems, advising, influencing and guiding on the HR implications of business decisions. The DHRBP will manage the HR metrics and benchmarks for evaluation of the effectiveness and efficiencies of HR programs and processes, and drive changes as needed. DHRBP will align facility HR Business Partners and ensure collaboration on initiatives execution. The DHRBP is a member of the divisional senior leadership team and actively supports discussions, strategic direction and executes against the best practices across all HR functional areas throughout in the region. The DHRBP must be collaborative and understand how to influence business leaders to assess and manage their current workforce opportunities while preparing for the workforce needs of their businesses in the future. The position contains multiple stakeholders divisionally and the incumbent must be able to successfully manage multiple priorities and stakeholders at one time.

Specific job duties include:
  • Using a deep knowledge of the business drivers to create a strong leadership pipeline of talent; implementing actions within the division to manage the demographic risk of loss of skill and expertise from retirement or other retention issues (utilizing workforce analytics to understand and develop strategies to mitigate short-term and long-term work force demands).
  • Division HR leader for Division Office Employees
  • Coordinate Division Entities HR policies and procedures to a common platform, if appropriate.
  • Be responsible for the coordination of Division Entities Pay practices, Job Classifications, Benefits, and wage scales, if appropriate.
  • Engage with division's talent (not on Corporate payroll) to assess job satisfaction and development needs to improve retention and development of the talent.
  • Understand the business strategy and recommend corresponding HR strategy to achieve business objectives.
  • Act as a strategic thinking partner for senior leadership; advise managers on strategy and challenges (debate/challenge/be creative).
  • Provide expertise to business on organizational design to achieve short, mid and long term strategic goals.
  • Has responsibility for ensuring operational HR initiatives designed by Centers of Expertise are successfully implemented in the division.
  • Collaborate with facility management and Talent Acquisition teams to drive workforce planning initiatives within designated divisional teams. Conduct gap analyses and collaborates with Organizational Effectiveness COE to ensure appropriate career development programs and initiatives are aligned with critical skill development and succession planning for designated functional teams.
  • Completes staffing analysis for assigned division, review and make recommendations to adjust staffing mix ensuring the right team members are in the right place at the right time; monitors turnover and temporary labor ensuring that the most efficient and cost-effective resources are being utilized.
  • Monitor key HR metrics and lead improvement in partnership with facility leadership and facility HR Business Partners
  • In partnership with Talent Acquisition proactively build relationships with key colleges and schools within the division to support strong clinical talent pipeline development.
  • In partnership with the Total Rewards COE develop and implement the compensation strategy for the division.

Experience Requirements:
  • Minimum of ten years of experience in HR
  • Minimum of five years of managerial experience as an HR professional
  • Demonstrated leadership abilities within a corporate environment
  • Demonstrated experience in executing corporate HR policy, surveying team member engagement, and developing programs to increase retention

Educational Requirements:
  • Minimum Bachelor's degree required, preferably in Business, Human Resources, or a related field; Master's degree preferred
  • Senior Professional in Human Resources (SPHR) or SHRM Senior Certified Professional (SHRM-SCP) designation preferred

If this position sounds like a great match for your skills set and experience, please apply online now!