EXECUTIVE DIRECTOR-HUMAN RESOURCES

Oaklawn-Hospital; Marshall (MI); In loco; USD 140.000 - 200.000; Tempo pieno

Descrizione del lavoro

Oaklawn-Hospital in Marshall, MI seeks an Executive Director of Human Resources to serve as the senior HR leader and strategic advisor to the President & CEO. This role will shape people strategy, workforce planning, engagement, and leadership development across the organization.

The EDHR will lead a team supporting roughly 1,200 staff, ensuring compliant, values-driven programs and an employer of choice in healthcare. Strong collaboration with clinical and operational leaders is essential.

Competenze

• Bachelor's degree in HR, business, organizational leadership, healthcare administration, or related field.
• SPHR, SHRM-SCP, or equivalent senior HR certification within one year of hire.
• Seven years of progressively responsible HR leadership experience.
• FEMA courses (IS-100.HCb, IS-200.HCa, IS-700.a, IS-800.b) within 90 days of hire.
• Experience leading HR strategy within a complex organization.

Mansioni

• Serve as senior human capital executive and strategic advisor to CEO and Leadership Team.
• Develop and execute a comprehensive people strategy aligned with Oaklawn's mission and priorities.
• Lead HR operations including workforce planning, talent acquisition, engagement, and development.
• Oversee compensation, benefits, employee relations, compliance, and analytics.
• Partner with leaders to foster a culture of accountability, engagement and service excellence.

Conoscenze

Strategic thinking

Executive collaboration

Leadership

Workforce analytics

Communication

Change management

Employee engagement

Formazione

Bachelor's degree in HR, business or related field

SPHR or SHRM-SCP or equivalent

Descrizione del lavoro

• Location 215 E Mansion Street,Marshall, MI, 49068,United States
• Employee Type FT Exempt

Contact information

• Name Summer Liston
• Email [e-mail]

Description

POSITION TITLE: Executive Director

DEPARTMENT: Human Resources

FLSA STATUS: Exempt

REPORTING RELATIONSHIP: Chief Executive Officer

Job Summary: The Executive Director of Human Resources (EDHR) serves as Oaklawn's senior human capital executive and strategic advisor to the President & CEO and Senior Leadership Team. The EDHR is responsible for developing and executing a comprehensive people strategy that advances Oaklawn's mission, vision, values, and strategic priorities. The EDHR provides executive leadership for all aspects of human resources, including workforce planning, talent acquisition, employee engagement, organizational development, leadership development, compensation and benefits, employee relations, regulatory compliance, workforce analytics, and culture transformation. The EDHR partners with leaders throughout the organization to ensure Oaklawn attracts, develops, engages, and retains a high-performing workforce capable of delivering exceptional patient care and service excellence. This role leads a team responsible for supporting approximately 1,200 staff and plays a critical role in positioning Oaklawn as an employer of choice and a destination workplace within the healthcare industry. The EDHR is responsible for human resources strategy, programs, and services for Oaklawn employees, leaders, and affiliated workforce members. While the EDHR collaborates closely with physician and operational leadership regarding workforce planning, recruitment, engagement, and retention of employed providers, primary oversight of provider performance, clinical practice matters, compensation plans, and employment agreements remain under the direction of Oaklawn Medical Group leadership.

Essential Functions: Consistently uses an outward mindset and puts forth exemplary effort in accomplishing his/her goals and objectives in a manner that helps others to achieve their goals and objectives.

Executive Leadership & Strategic Partnership

• Serves as a member of the Executive Leadership Team and actively participates in organizational strategy development, enterprise initiatives, and long-range planning.
• Advises executive and operational leaders on workforce implications of strategic decisions and organizational priorities.
• Develops and implements a comprehensive human capital strategy aligned with Oaklawn's mission, strategic plan, and future workforce needs.
• Partners with organizational leaders to foster a culture of accountability, engagement, collaboration, innovation, and service excellence.
• Leads organizational change management efforts associated with strategic initiatives, growth opportunities, operational redesign, and workforce transformation.
• Consistently demonstrates an outward mindset, promoting collaboration and supporting organizational success through service to others.

Workforce Planning & Talent Management

• Leads enterprise workforce planning initiatives to ensure Oaklawn maintains the talent, leadership, and workforce capabilities necessary for long-term success.

· Develops and executes strategies to recruit, retain, and develop clinical and non-clinical talent in support of Oaklawn's mission, strategic priorities, and long-term workforce needs.

• Develops talent acquisition and employer branding strategies to attract and retain exceptional employees throughout the organization.
• Oversees succession planning processes for leadership, management, clinical, and mission-critical positions.
• Partners with leaders to identify future workforce risks and implement proactive talent solutions.
• Supports workforce development efforts that strengthen organizational capacity and employee career growth.

Culture, Engagement & Organizational Development

• Serves as a steward of Oaklawn's culture and employee experience.
• Develops and implements initiatives that promote employee engagement, retention, recognition, wellbeing, and professional growth.
• Leads organizational development strategies that enhance leadership effectiveness, team performance, and operational excellence.
• Guides efforts to strengthen communication, trust, accountability, and employee satisfaction throughout the organization.
• Promotes a welcoming and inclusive workplace where all employees are respected, valued, and empowered to contribute to Oaklawn's mission.

Leadership Development

• Oversees leadership development programs designed to strengthen leadership capabilities across the organization.
• Establishes processes to identify, develop, and prepare future leaders.
• Coaches executive and operational leaders on organizational effectiveness, talent management, and employee engagement strategies.
• Promotes continuous learning and professional development opportunities for leaders and employees.

Total Rewards

• Provides strategic oversight of compensation, benefits, wellness, recognition, and employee development programs.
• Ensures compensation and benefits programs remain competitive, equitable, financially sustainable, and aligned with organizational goals.
• Evaluates market trends and workforce data to support recommendations regarding compensation structures and employee benefits.
• Oversees educational assistance, employee wellbeing, and workforce support programs.

Human Resources Operations

• Provides executive oversight of healthcare workforce practices, including recruitment, retention, credentialing support processes, workforce compliance, contract labor utilization, and agency staffing strategies.
• Collaborates with clinical and operational leaders to develop workforce solutions that support patient care, quality outcomes, regulatory compliance, and operational performance.
• Monitors and manages contract labor and agency staffing utilization, working with organizational leaders to reduce dependency and optimize workforce sustainability.

Workforce Analytics & Performance

• Utilizes workforce data, metrics, and analytics to drive organizational decision-making.
• Monitors employee engagement, turnover, retention, vacancy rates, labor expenses, and other workforce indicators.
• Provides actionable recommendations to executive leadership based on workforce trends and organizational performance.
• Develops dashboards and reporting tools that support strategic workforce planning and operational effectiveness.

Compliance & Risk Management

• Partners with organizational leaders to support workforce-related requirements associated with accreditation, regulatory surveys, and healthcare compliance standards, including DNV accreditation readiness.
• Oversees policies, procedures, and employment practices to mitigate organizational risk.
• Serves as a key advisor regarding employment law, workforce compliance, labor relations, and employee relations matters.
• Maintains compliance with ADAAA, EEO, FMLA, FLSA, USERRA, OSHA, and other applicable regulations.
• Collaborates with legal counsel and organizational leaders on complex employment issues and risk mitigation strategies.

Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Healthcare Administration, or related field. SPHR, SHRM-SCP, or equivalent senior-level Human Resources certification within one (1) year of hire. Seven (7) years of progressively responsible Human Resources leadership experience, including senior leadership responsibilities. Demonstrated success leading Human Resources strategy within a complex organization. Required FEMA Courses to be completed within 90 days’ of hire:IS-100.HCb, IS-200.HCa, IS-700.a, IS-800.b

Preferred Qualifications: Master's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or related field. Ten (10) or more years of senior Human Resources leadership experience. Healthcare Human Resources leadership experience. Experience leading organizational change, workforce transformation, leadership development, and culture initiatives.

Knowledge, Skills & Abilities

• Strategic thinker with the ability to align people strategy with organizational priorities.
• Demonstrated ability to influence and collaborate with executives, physicians, leaders, and boards.
• Ability to lead effectively through complexity, change, and growth.

Communication

• Exceptional verbal, written, presentation, and interpersonal communication skills.
• Ability to communicate effectively with employees at all levels of the organization.

Organizational Effectiveness

• Strong understanding of healthcare workforce dynamics, culture development, organizational design, and change management.
• Ability to develop practical solutions to complex organizational challenges.

Workforce Analytics

• Demonstrated ability to utilize workforce data and metrics to support decision-making and organizational improvement.
• Ability to translate data into strategic recommendations and measurable outcomes.

Relationship Building

• Exceptional ability to develop trusted relationships throughout the organization.
• Skilled facilitator of collaboration, consensus building, and conflict resolution.

Professional Judgment

• Exercises sound judgment, discretion, integrity, and professionalism in highly sensitive situations.
• Demonstrates flexibility, resilience, and adaptability in a rapidly changing environment.

Working Conditions: Work is generally performed within an office and healthcare environment with frequent interaction amount employees, physicians, leaders, patients and community stakeholders. with standard office equipment available.

Physical Requirements: Constantly sit, see/visual acuity, handle/grasp/feel, talk/hear. Frequently stand, walk, reach. Occasionally lift/carry 1 to 25 lbs