Team Member Experience Director

Position Title:Team Member Experience Director

Employment Status: Full-time

Reports to: EVP and People and Culture Officer

Creation Date: 3/27/2022

Agency Division: People & Culture

FLSA Status: Exempt

Pay Grade: 10

Revision Date: 3/11/2024

SCI Summary: SCI supports people with disabilities, behavioral challenges, medically complex needs, transitioning youth, the elderly, and other populations using Maryland Department of Health's Targeted Case Management and Supports Planning work models as well as a concierge level geriatric care management and care partner model.

Position Summary: Reporting to the Executive Vice President and Chief People and Culture Officer, the Team Member Experience Director is an essential senior leader who will impact various facets of the People and Culture Department within a culture of Shared Leadership, leading and directing routine functions and operations; including but not limited to; workforce planning, talent management, Team Member relations, organization and performance management, compliance with relevant laws and regulations, and associated policy/procedure development using analyses of human capital data and industry trends as a guide. The Team Member Experience Director will provide oversight and leadership to the Talent Acquisition and Team Member Experience teams and will support the Chief People and Culture Officer as a key driver of strategy development and implementation in the learning and growth areas of SCI's strategic plan. The Team Member Experience Director serves as a member of the Senior Leadership Team (SLT).

SCI Team Member Expectations: All SCI Team Members are expected to: Ensure services provided follow the organization's mission statement, core operating values and policies and procedures. follow HIPAA, confidentiality and security procedures and principles; collaborate with peers, leadership, and support areas of the organization; actively participate in and contribute to leadership and other staff meetings and trainings; maintains compliance with federal, state, and local employment laws and regulations; follow self-direction and person-centered planning procedures and philosophy; and to foster a culture that values diversity.

Essential Duties:

HR Strategy, Planning, and Monitoring

Implement appropriate human capital strategies and policies for the organization

Ensure alignment of all HR strategies and policies to meet business goals and ensure compliance with applicable labor laws and regulations

Manage the execution of work plans to align and support the needs of the business, including change management, workforce planning, resource allocation, organization design/development including culture enhancement initiatives, talent assessment, recruitment, and eam Member engagement

Support the approach for performance management, talent management and associated review processes

Create a talent pipeline that ensures succession strategies and plans for key leadership roles

Continue to grow an organizational culture that recognizes the value of the collective sum of individual differences and support efforts to strengthen SCI's inclusion, diversity, equitability, and accessibility (IDEA) initiatives at all levels within SCI

Collaborate across various levels and departments of the organization to develop and monitor key performance metrics, analyze and share observations, and develop data driven recommendations and solutions

Team Member Relations

Partner with leaders on issues related to organizational effectiveness, change management, performance management, and other matters

Identify and implement an effective Team Member engagement measurement tool and partner with leadership to implement, measure and monitor appropriate priority action plans

Balance the needs of the organization with the best interest of Team Members in accordance with People and Culture policies, procedures, Federal, State, and local laws, and regulations

Provide guidance to Chief People and Culture Officer and other executive Team Members on Team Member relations issues

Measure, monitor, and modify EthicsPoint incident management system and support resolution of any Team Member legal matters and complaints of mistreatment including but not limited to discrimination, harassment, and retaliation, in partnership with legal counsel

Develop, measure, monitor and maintain People and Culture policies and procedures in line with best practices. Co-lead the Team Member Experience Advisory Committee and report dashboard metrics including key performance indicators

HR Management and Compliance

Partner with all departments to evaluate the organization's resource needs and develop plans to meet those needs

Ensure compliance by monitoring legal and regulatory requirements and government reporting regulations affecting People and Culture functions

Maintain knowledge of competitive practices, legislation and regulatory changes affecting Team Member Experience and recommend changes accordingly

Other Duties:

Complete special projects or perform other duties as needed to meet departmental goals

Meaningfully participate in the strategic planning process, lead initiatives and goals within committees wherever appropriate

Work collaboratively with organization leadership to create a culture of People First that starts with and extends from the people receiving our services and includes the Team Members supporting the provision of services

Participate in meetings and training sessions that offer learning opportunities and that promote and enhance skills and professional development

Ensure that assigned organizational project objectives are met

Perform all duties as described, and others as required, using the foundation of the organization's philosophies and values

Supervisory Duties:

Provide leadership and direction to the Talent Acquisition and Team Member Experience teams

This position provides guidance and direct supervision to the Talent Acquisition Manager and the Team Member Experience Managers within the framework of creating a culture of People First

In addition to process accountability, mentor Team Members to ensure professional development, leadership growth, and workforce planning

Provide constructive and timely performance evaluations for Team Member Experience team

Education Required:

Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Management or related field is required

SHRM or PHR Certification strongly preferred

Experience Required:

Minimum 7 years' relevant and progressive experience in Human Resources, talent acquisition, employee relations and engagement, strategic planning, developing and implementing initiatives fostering a culture of inclusion, and supervision of leaders and senior leaders

Minimum 3 years of supervisory experience, 5 years preferred

Demonstrated experience developing high performing cohesive teams and leaders

Direct service, nonprofit experience preferred but not required

Strong skills in MS Office Suite

SCI Value Related Competencies:

People Come First (Customer Focus): Thinks and acts with people we support in mind when making decisions. Dedicated to meeting the expectations and requirements of internal and external shareholders, uses information and feedback to improve services.

Building Relationships and Connections: Interpersonal savvy. Relates to all kinds of people. Builds appropriate rapport, uses diplomacy and tact, diffuses high-tension situations comfortably. Establishes and maintains meaningful connections within the community and the organization (internal and external stakeholders)

Education (Informing Others): Quickly finds common ground to solve problems. Is seen as a cooperative team player. Provides coaching and mentoring to Team Members. Consistent communicator, provides Team Members with the tools they need to perform their jobs in a timely manner. Explores all available options to make the best decision for internal and external holders

Diversity: Values, appreciates and honors the ways in which cultural differences can create value in organizations. Is service oriented: Demonstrates a commitment to the philosophies for services and the goal of independence for the people we serve. Raises awareness in communities to appreciate the similarities and unique gifts of each person. Interacts with all kinds of Team Members equitably, deals effectively with all races, nationalities, cultures, disabilities, ages, and genders, supports equal and fair treatment and opportunity for all.

Driving Solutions (Perseverance): Pursues all initiatives with energy, drive, and the goal to succeed.

Job-Specific Competencies:

Builds Effective Teams: Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals

Financial Acumen: Interpreting and applying understanding of key financial indicators to make better business decisions

Being Resilient: Rebounding from setbacks and adversity when facing difficult situations

Courage: Stepping up to address difficult issues, saying what needs to be said

Values Differences: Recognizing the value that different perspectives and cultures bring to an organization

Instills Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity

Collaborates: Building partnerships and working collaboratively with others to meet shared objectives

Communicates Effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences

Attracts Top Talent: Attracting and selecting the best talent to meet current and future business needs

Courage: Stepping up to address difficult issues, saying what needs to be said

Situational Adaptability: Adapting approach and demeanor in real time to match the shifting demands of different situations

Develops Talent: Developing people to meet both their career goals and the organization's goals

Drives Engagement: Creating a climate where people are motivated to do their best to help the organization achieve its objectives

Plans and Aligns: Planning and prioritizing work to meet commitments aligned with organizational goals

Strategic Mindset: Seeing ahead to future possibilities and translating them into breakthrough strategies

Physical Demands: Generally, presents standard office environment. Must be able to remain in a stationary position >95% of the time. Continually operates a computer, keyboard and mouse, and other office productivity machinery, such as a calculator, copy machine, printer, and mobile Smartphone device. Constantly positions self to comfortably maintain computer equipment. May occasionally be required to move about in an office setting or position office equipment weighing between 10-25 pounds. Vision abilities required by this job include close vision. Ability to operate a motor vehicle. The person in this position frequently communicates with other people. Must be able to exchange accurate information in these situations.

IT Roles must be able to position self to maintain computers and equipment, including under desks and in server room(s). Frequently moves equipment weighing up to 50 pounds.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job.

This job description is subject to change at any time.

#INDSCIO