It's fun to work in a company where people truly BELIEVE in what they're doing!
We're committed to bringing passion and customer focus to the business.
Role:
The Vice President of People Operations (PO) leads the People Operations, Compensation, Benefits, Workers' Compensation, HRIS, Talent Acquisition, Talent Management, and Employee Relations teams. The Vice President of People Operations provides key leadership in the dissemination of the values and mission of the Organization through his/her leadership in planning, developing and implementing the People Operations, non-clinical training and development talent management, long range and short term human capital plans to support the Organization's strategic and operating goals while providing programs and services designed to ensure successful acquisition, retention, and development of the Organization's most important asset, its employees
Qualifications:
• Bachelor's degree in Human Resources, Business Administration or other relevant field; Master's degree preferred
• Seven (7) to ten (10) years of progressively responsible management level experience in human resources functional areas
• Three (3) years' healthcare experience preferred
• Broad knowledge and experience in employment laws, compensation, benefits, organizational planning and development, and strong employee relations skills and knowledge
• Effective written and verbal communication skills including public speaking/presentation skills
• Problem solving skills and the ability to connect
• Interpersonal, collaboration and mediation skills
• Excellent business acumen and analytical skills
• Strong goal/outcome orientation
• Proven commitment to education and staff development
• Demonstrated ability to effectively lead staff and to establish and accomplish goals and objectives
• Ability to maintain accountability, work independently, and work effectively within a team
• Intermittent Driver - Valid driver's license and automobile insurance per Company policy
• Some travel to/from Home Office (Tampa) required
Leadership Factors:
• Communication. Express thoughts and ideas clearly. Adapt communication style to fit audience.
• Initiative. Originate action to achieve goals.
• Management Identification. Identify with and accept the problems and responsibilities of management.
• Judgment. Make realistic decisions; consider company resources.
• Planning, Organizing and Controlling. Establish course of action for self and others to accomplish a specific goal; plan proper personnel assignments; allocate appropriate resources; monitor results.
• Leadership. Use appropriate interpersonal styles and methods in guiding others toward task accomplishment.
• Work Standards. Set high goals or standards of performance for self and others. Compel others to perform.
• Tolerance for Stress. Maintain stability of performance under pressure and/or opposition.
• Innovativeness. Generate and/or recognize imaginative, creative solutions in work related situations.
• Delegation. Allocate decision making and other responsibilities effectively and appropriately.
• Staff Development. Develop the skills & competencies of subordinates.
• Organizational Sensitivity. Perceive the impact and implications of decisions on components of the organization.
• Ethics. Model highest standards of conduct and ethical behavior, adopt a strong position against fraud and abuse.
• Regulatory Compliance: Educate and monitor staff regarding their own and the organization's responsibilities for regulatory compliance.
Competencies:
• Satisfactorily complete competency requirements for the position.
Responsibilities of all employees:
• Represent the Company professionally at all times through care delivered and/or services provided to all clients.
• Comply with all State, federal and local government regulations, maintaining a strong position against fraud and abuse.
• Comply with Company policies, procedures and standard practices.
• Observe the Company's health, safety and security practices.
• Maintain the confidentiality of patients, families, colleagues and other sensitive situations within the Company.
• Use resources in a fiscally responsible manner.
• Promote the Company through participation in community and professional organizations.
• Participate proactively in improving performance at the organizational, departmental and individual levels.
• Improve own professional knowledge and skill level.
• Advance electronic media skills.
• Support Company research and educational activities.
• Share expertise with co-workers both formally and informally.
• Participate in Quality Assessment Performance Improvement activities as appropriate for the position.
Personal and Professional Attributes:
• Honest and a highly ethical team player.
• An extremely organized, disciplined, hands-on, and process-oriented leader who is not afraid of digging into details when necessary.
• Initiative, self-confidence, good judgment, and the ability to make decisions in a timely fashion.
• Highly engaged, energetic, focused, and execution-oriented.
• Willing and able to roll up sleeves and do hands-on work one minute and discuss strategic positioning and the "big picture" the next.
• Strategic vision and thinking. Ability to position the Organization for the future, looking beyond the present situation to conceptualize key trends and identify changing market demands.
• Strong business acumen, intelligence, and capacity; able to think strategically and implement tactically.
• Open leadership style. Actively seeks out and supports collaborative thinking and problem solving with others in the Organization. Does not view collaborative dialogue around decisions as a personal attack on abilities.
• Problem-solves and approaches work from a "return on investment" perspective.
• Knowledgeable of how decisions impact all aspects of the business. Approaches his/her work as an interconnected system. Ability to understand major objectives and break them down into meaningful action steps.
• A "failure is not an option" mentality and demonstrated proactive management style.
Job Responsibilities:
General Management and Administration
• Serves as the thought partner for the Chief People Officer and the Executive Team on strategic workforce planning and organizational effectiveness issues.
• Leads the People Operations department/team and deploys and leads the development of the broad PO strategy, focusing primarily on workforce planning by collaborating with senior leaders and others to determine staffing and skill needs. Leverages insights to inform both internal and external recruitment processes, maintaining alignment between broad PO policies and specific departmental needs.
• Develops deep understanding of client group businesses, including leadership capabilities and bench strength, performance requirements, and change or cultural challenges in the business.
• Actively participates as a member of the Executive Leadership team.
• Acts as a change agent supporting delivery of PO programs and changes.
• Develops talent development strategy in collaboration with Talent Management team.
• Acts as a coach to leaders during the annual performance review process.
• Provides critical business intelligence and feedback; liaises with Executive Team and/or Centers of Competence for future programs/service development and team member relations.
• Coordinates, facilitates and manages executive searches.
• Manages and facilitates the Home Office Leadership meetings and acts as a liaison between such and the Executive Team.
• Models leadership behaviors for the Organizations' employees, volunteers and public.
• Ensures direct reports continue to meet the Organization's required education, health and safety requirements.
• Manages the performance of staff, including timely formal evaluations and professional coaching. Develops skills and competencies of department team members.
• Prepares budget recommendations that meet departmental and organizational goals and objectives.
• Effectively manages and controls department costs and use of resources.
• Ensures standardized operating procedures and practices are developed.
• Remains current with Joint Commission regulatory standards and other appropriate accreditation bodies.
• Leads short term and strategic planning activities.
• Directs the performance of department's initiatives, continually evaluating results and revising strategy, as necessary.
• Ensures department activities are complemented by effective customer service and People Operations team.
• Ensures that self and department members comply with administrative requirements such as completing performance reviews, competencies, education and training, and documentation by due dates.
• Facilitates organization-wide leadership and managerial decision-making by providing analysis and evaluation of information regarding developments and trends occurring within department's scope of responsibilities.
• Promotes Quality Assessment and Performance Improvement (QAPI) objectives of the Organization to create an overall culture in which quality is essential.
People Operations
• Oversees the development, implementation and evaluation of Senior Staff compensation, incentive, and benefit plans and programs.
• Recommends and establishes broad, overall PO strategies, plans, budgets, policies and procedures for the Organization.
• Provides for guidance and assistance to management staff to ensure uniformity of application and interpretation of policies and procedures and other matters within the VP's scope of responsibility.
• Ensures organizational compliance with PO and other related regulations, laws and professional guidelines.
• Approves and oversees development, implementation and evaluation of programs and services related to HR information systems, staffing, compensation, benefits, performance management, employee relations, management training, staff safety and workers' compensation.
• Establishes departmental internal operating procedures and practices.
• Builds organizational capability through the development and implementation of programs designed to create and build a culture of stellar leaders, managers and supervisors aimed at achieving an end result of greater employee effectiveness and engagement.
Other
• Assumes other responsibilities as requested by the CPO and/or President/CEO.
• Performs other duties as assigned.
$Competitive per HOUR Employment Type: Not specified