Chief Human Resources Officer

JOB SUMMARY:

The Chief Human Resources Officer (CHRO) is responsible for leading the Human Resources function of the organization, creating and implementing Human Resources (HR) strategies that support the organization's goals and objectives, and fostering a culture of excellence, inclusiveness, and innovation across the organization. The CHRO will report directly to the Chief Executive Officer.

DEPT. SCOPE OF SERVICE:

The Human Resource Department provides operational leadership in Human Resource management to all employees of Brattleboro Memorial Hospital. Human Resource policies, procedures and practices are in accordance with the hospital’s mission and strategies, prevailing state and federal employment laws and Collective Bargaining Agreement. Human Resources provides the full spectrum of Human Resource services to managers and employees including: employee and labor relations, compensation and benefits management, recruitment/selection/placement, performance management, development planning and organizational effectiveness, and education service support.

The Human Resource Department provides services Monday through Friday from 8:00 a.m. to 5:00 p.m. The department interfaces with department heads and employees across all departments, senior management, medical staff, community members, legal counsel and various staff/federal governmental agencies.

•  Develop and implement an effective HR strategy that aligns with the organization's goals and objectives, while supporting the overall vision and mission of the organization.
•  Lead the HR team in developing and implementing best practices, policies, and procedures to support the organization's talent management, employee relations, employee development, compensation, benefits, labor relations, employee support services, and other HR functions.
•  Oversee the design and execution of a comprehensive employee engagement program, including employee recognition and rewards, and development initiatives.
•  Develop and implement programs and initiatives to foster a diverse, inclusive, values-based and respectful workplace culture.
•  Lead the development of performance development systems that drive performance, engagement, and career development for employees.
•  Ensure compliance with all legal requirements and regulations related to HR and employee relations.
•  Develop and manage HR budgets, forecasting, and reporting, ensuring efficient and effective use of Resources.
•  Partner with senior leaders to develop and execute workforce planning and talent acquisition strategies to ensure the organization has the right talent in the right roles at the right time.
•  Ensure effective management of HR systems, technology, and data analytics to support the business needs of the organization. 
•  Explore trends in Human Resources to enhance the employee experience, meet evolving organizational needs and create innovative programs.
•  Responsible for personnel management activities such as: scheduling, personnel actions (hiring, promotions, transfers, etc.), training and development, providing regular direction and feedback on performance, disciplinary actions and preparing and delivering annual performance and salary reviews.
•  Develop short- and long-range operating objectives, organizational structure, staffing requirements and succession plans for the group.
•  Develop and recommend departmental budget and authorize expenditures.
•  Develop and oversee the implementation of departmental training programs, including orientation.
•  Ensure adherence to pertinent regulatory requirements. 
•  Perform all other related duties as assigned.

DETAILED SKILLS DESCRIPTION:

•  Strategic thinking: The ability to think critically and develop long-term plans that align with the organization's goals and vision.
•  Leadership: The ability to inspire and motivate teams to achieve their best and to drive change within the organization.
•  Talent management: The ability to attract, develop, and retain the best talent, including the ability to identify skills gaps and develop strategies to address them.
•  Organizational design: The ability to design and structure the organization to optimize performance and achieve business objectives.
•  Communication: Excellent communication skills, including the ability to articulate complex ideas to both technical and non-technical audiences.
•  Change management: The ability to lead and manage change initiatives and to drive adoption of new processes and systems.
•  HR expertise: Deep knowledge of HR processes and practices, including compensation and benefits, performance management, and employee relations.
•  Business acumen: Strong understanding of the business environment, including industry trends, financial metrics, and the competitive landscape.
•  Analytical skills: Ability to analyze and interpret data and use this information to drive decision-making and business strategy.
•  Cultural sensitivity: A strong understanding of diversity and inclusion, and the ability to create a culture of respect and inclusion within the organization.

EDUCATION:

• BS Degree Management – required.
• MS Degree in Human Resources, JD, or MBA Preferred. 

EXPERIENCE:

• Minimum of 10 years’ experience in Human Resources and/or Business with at least five (5) years in a healthcare setting.
• Compensation, Benefits, Talent Acquisition, and Compliance required.
• Direct work in developing a just, values-based culture highly preferred.
• Previous experience supervising HR staff required.

LICENSURE/CERTIFICATION(S):

• SHRM Certified Professional (SHRM-SCP) and/or Senior Professional in Human Resource (SPHR) preferred.