Executive Director of Human Resources
34700 Valley Rd, Oconomowoc, Wisconsin
As the Executive Director of Talent Experience, you will align business objectives with key Human Resources functions that directly impact the employment experience for Rogers Behavioral Health staff. This position serves as a coach to the HR Business Partners and management, as an advocate for the employees, and as a steward for the organization's HR compliance. The position will leverage a strong foundation in employment law and lead the system's efforts to increase employee retention. This position incorporates a drive for results and achievement of the system's strategic plan using focused coaching practices, creative problem-solving, continuous improvement tools, and a teamwork approach to lead positive human resources support and culture initiatives to enhance performance, retention, and engagement initiatives to ensure a supportive and rewarding talent experience for employees at Rogers Behavioral Health.
Job Duties & Responsibilities
- Coach and advise a dispersed team of Human Resources leaders or HR Business Partners. Monitor for and identify trends for continuing education needs of the group.
- Advanced staff consulting with the ability to effectively apply organizational strategies to address business challenges including change management, workforce planning, leadership development, retention, and organizational design.
- Acute analytical and business acumen; understands the role that caregivers and leaders play in the driving of operational performance.
- Ensure the talent experience aligns with the system's focus on quality patient care.
- Maintain an in-depth knowledge of policies, procedures, and legal requirements related to the day-to-day leading of staff reducing legal risks and ensuring compliance. Build a strong coalition with HR centers of expertise to assure compliance with policies, labor, and employment-related law.
- Lead company compliance with all existing federal and multi-state governmental parties. Ensure compliance with employment, legal, and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the , the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor (DOL), worker compensation, the Occupational Safety and Health Administration (OSHA), etc. Maintain minimal company exposure to lawsuits.
- Maintain responsibility for the departments and organization's compliance with federal, state, and local legislation pertaining to all people matters.
- Manage and resolve complex employee relations issues not handled by or escalated by the HRBPs or other groups. Often requires effective, thorough, impartial, and objective investigations ensuring processes are standard, fair, and consistently applied. Conduct self in a professional and impartial manner.
- Maintain and use the HRIS system to develop people reports and develop people analytics to support system strategic objectives. Guide and support the work of the HR systems analyst.
- Direct the leave management function and serve as the liaison for the interactive process in the event of requests for reasonable accommodations connected to leave, return to work, or requests based on other circumstances.
- Maintain audit readiness by conducting spot audits and random quality checks across human resources and other departments.
- Annually review and recommend to executive management improvements of the organization's policies, procedures, and practices on people matters.
- Maintain knowledge of industry trends, hospital compliance requirements, and employment legislation and ensure the organization's compliance.
- Use continuous improvement tools to partner with Talent Development to develop and implement strategies and key initiatives to promote and achieve a culture of service excellence and employee engagement. Track results on a regular basis to increase retention.
- Support the organizational culture, translating the brand into how HR services are delivered. Ensure human resources strategies and programs are focused on the enhancement of the Talent Experience seeking to effectively attract, retain, onboard, develop, recognize, and reward talent.
- Support workforce planning and succession planning processes and programs. Provide guidance and support for refining or developing new organizational programs.
- Direct the preparation of information requested or required for compliance with employment laws. Approve all information submitted. Serve as the primary contact with the company's corporate counsel for escalated employment investigations.
- Work closely with management and caregivers to improve working relationships, build morale, increase productivity, and develop and implement retention strategies for core and emerging talent.
- Build people metrics data set, utilize engagement survey results and exit interviews, etc. in concert with other departments to develop and implement best-practices programs that retain and develop the best possible talent. Benchmark industry leaders and use data in establishing goals and results milestones. Lead the system's engagement survey action planning.
- Monitor and advise managers in there progressive discipline system of the company. Monitor the implementation of a performance improvement process with non-performing employees.
- Review, guide, and approve management recommendations for employment discharges or escalate to the next level for review.
- Monitor trends and gaps to encourage the ongoing development of the Human Resources staff.
- Assist in developing and monitoring the annual budget and annual department plan.
- Must be based in Southeastern Wisconsin and willing to travel up to 10% of the time.
Education and Experience
- Bachelor's degree and 15 years related experience in human resources, or equivalent combination of education and related experience. Master's in HR or related field preferred.
- HRCI or SHRM professional certification required (PHR/SPHR/SHRM-CP/SHRM-SCP).
- Experience managing a dispersed group of HR leaders across a multi-state organization required.
- Strong knowledge of various employment laws and practices and the ability to educate oneself on the continual shifts in these laws and practices across the areas in which Rogers Behavioral Health operates required.
- Experience creating and administering an employee engagement, talent experience, or inclusion survey required.
- Strong emotional intelligence and fundamental emphasis on the concept of "team" required.
- Specialized training in employment law, employee relations, or engagement preferred.
- Knowledge of hospital compliance regulations preferred.
- Must pass pre-employment background and drug screen.
- Comprehensive benefits package (medical, dental, vision, etc.) for positions of 30 hours or more per week.
- Childcare reimbursement offered for positions of 20 hours or more per week.
- Gainshare bonus based on company goals.
- 401k with matching contribution that is fully vested from day 1.
- Loan relief, tuition reimbursement and scholarship opportunities.
ABOUT ROGERS BEHAVIORAL HEALTH
Rogers Behavioral Health is a nationally recognized, not-for-profit provider of highly specialized psychiatric care. Rogers offers evidence-based treatment for children, teens, and adults with OCD and anxiety, addiction, depression and other mood disorders, eating disorders, trauma, and PTSD. Backed by more than a century of experience, Rogers is leading the way on measurement-based care and use of clinical outcomes. Rogers provides residential care and has three inpatient facilities located in southeastern Wisconsin. Rogers also offers outpatient services in a growing network of communities across the U.S.
The System also includes , which supports patient care, programs, and research; and , an initiative that works to eliminate the stigma of mental health challenges. For more information, visit .