Fairview Health Services

  • Human Resources Strategist

    Job Locations US-MN-Saint Paul
    Requisition Post Information* : Posted Date 2 weeks ago(1/9/2019 1:30 PM)
    Requisition ID
    2019-28772
    Profession
    Non-Clinical Professional
    Speciality
    Accounting/Finance/Human Resources
    Location
    HealthEast Corporate
    Shift
    day
    Hours per 2 weeks
    80
    Department
    HR Strategists
  • Overview

    The Human Resources Strategist is responsible for human capital strategies and consulting services within assigned Acute Care & Nursing departments. Proactively seeks to understand the organizations they support to effectively partner with business and clinical leaders in development of strategies and initiatives that align to Fairview mission, and solve human capital issues with their assigned entities/regions. This includes identifying, designing, and implementing long term solutions for desired strategic outcomes in areas such as talent management, human capital effectiveness,  culture and engagement, performance management, leadership development, change management, organizational design, and talent retention. 

     

     The following competencies are essential to the role of the HR Strategist;

    • Displays a high level of technical knowledge of HR principles, practices, and functions to deliver highly effective results within the healthcare organization.
    • Displays a leadership focus that connects Fairview’s core values with personal integrity, and business accountability. Directs and contributes to system initiatives, and processes.
    • Displays a broad business understanding of healthcare that contributes to Fairview’s strategic plan and applies knowledge as a respected business partner.
    • Displays strong communication skills, and abilities which allow for the exchange of information with key leaders, HR colleagues, employee groups, as well as internal and external business stakeholders.
    • Displays ability to quickly establish relationships and demonstrate strong collaboration within a matrix environment.

    Responsibilities/Job Description

    • Uses Workforce Analytics to drive Human Capital Strategies;
    • Uses data, and metrics to analyze and solve Human Capital challenges,
      • Maintains knowledge of evidence based research, use of data, benchmark and business metrics to assist leadership in making critical decisions,
      • Demonstrates awareness of healthcare industry both internally and externally, and applies human resources best practices to proactively manage challenges and solve problems,
      • Educates and advises leadership on strategic HR issues to enhance decision-making,
      • Delivers aligned HR strategic solutions that integrate with Fairview initiatives,
      • Serves as change catalyst by appropriately challenging current assumptions, and recommending alternative solutions to existing human capital needs,
      • Uses HR technology to improve processes, and deliver customized solutions to solve business problems,
      • Evaluates Human Capital needs and trends. Identifies and communicates findings and best practices,
      • Consults on best practices to ensure organizational effectiveness, structure, and effective financial management of labor,
      • Interprets data and metrics and translates to opportunities and strategies to address business needs, and improve performance,
      • Understands and ensures adherence to regulatory compliance including The Joint Commission, CMS, and Department of Health etc.,
      • Partners with Labor Relations on union negotiations, risk areas, positive employee relations initiatives, and ongoing relationship management with collective bargaining units.
    • Understands employee/provider culture, and implements engagement & retention strategies and initiatives;
      • Focuses on quality and patient experience as central drivers of culture,
      • Analyzes annual engagement surveys, exit interviews, cultural assessments, and other appropriate measurements, to determine gaps in engagement, and recommends counter measures to key leaders,
      • Partners with recruitment and talent acquisition to identify gaps in key talent needs and develop solutions. Leverages shared knowledge to focus on creation of culture that retains new and top talent within the organization. Leverages knowledge of business to identify talent and organizational interventions that result in actionable counter measures to improve talent decisions, and business performance,
      • Drives change, and fosters engagement through consultation with leaders, and partnership with Organizational Development and Learning to create and deliver appropriate interventions, and education to providers and staff. 
    • Fosters a culture of equity, and inclusiveness;
      • Champions a culture of inclusiveness at Fairview, with respect to others’ cultures, backgrounds, perspectives, and experience,
      • Analyzes EEO/AA data, identifies gaps and opportunities, and partners with leaders on effective action planning,
      • Partners with OD&L – Equity and Inclusion on necessary education and intervention opportunities,
      • Facilitates critical conversation amongst key leaders, and stakeholders to reach optimal outcomes towards diversity, equity and inclusion,
      • Encourages a culture of engaging and effective interactions across a variety of teams, unions, and leaders. 
    • Consults with leaders to ensure effective performance management, talent development, and succession planning;
      • Provides guidance to senior leaders on annual measurement of leader performance,
      • Consults on key talent/performance discussions at sr. leader/executive level,
      • Provides guidance on needed performance interventions/corrective action as needed at senior leaders/executive level,
      • Identifies needs for leadership development and partners with ODL to implement resources, programs, and interventions,
      • Facilitates ongoing review of key talent and development needs, implements strategies to drive towards successful pipeline of talent for key roles, and identifies opportunities for movement of key talent across organization,
      • Facilitates annual talent review/succession planning with assigned leaders, conducts calibration, and has critical conversations to ensure accurate representation of key talent, development opportunities, and succession planning for key roles.
    • Effectively Partners with HR Shared Services & Centers of Excellence to deliver a seamless HR experience to leaders and stakeholders,
      • Identifies comprehensive strategies that deliver long term solutions and improves overall performance,
      • Partners with, and ensures coordinated aligned efforts in areas including but not limited to;
        • Organizational Development & Learning
        • Recruitment
        • Labor Relations
        • Employee Relations
        • Employee Services
        • Total Rewards
        • Talent Acquisition/Workforce Development

    Qualifications

    Required

    Education:

    • Bachelors degree in Human Resources, Business or related field, or equivalent 

    Experience:

    • Minimum of 5 years progressive Human Resources experience.
    • Experience in a complex organization with multiple employee groups.
    • Healthcare, or relevant industry, experience. 

    Preferred

    Education:

    • Masters degree

    Experience:

    • 8+ years of progressive Human Resources Experience.
    • Experience in union environment.
    • Experience with matrix organizations.

    License/Certification/Registration:

    • PHR/SPHR or SHRM-CP/SHRM-SCP
    • Coaching certification

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