Hospital Human Resources Director - DMC Huron Valley

Market Summary

DMC Huron Valley-Sinai Hospital, Commerce Township, Michigan

Located in Commerce, Michigan, a suburb 25 miles northwest of Detroit, DMC Huron Valley-Sinai Hospital is one of eight hospitals/institutes composing the Detroit Medical Center. Huron Valley-Sinai Hospital is a full-service community teaching hospital with 158 licensed beds, including 6 pediatric beds in a partnership with Children’s Hospital of Michigan. The hospital is staffed by more than 420 physicians (288 active including 40 employed), 330 nurses, and 800 support staff servicing more than 40,000 patients annually.

The hospital annually has more than 9,500 admissions and performs more than 2,500 inpatient and 5,000 outpatient surgeries. Huron Valley-Sinai Hospital features the Harris Birthing Center, a regional specialty center, the Charach Cancer Treatment Center, surgical suites, cardiac services, and comprehensive inpatient and outpatient diagnostic care. The hospital is located in Oakland County, among the ten highest income counties in the United States with a population over one million people. Oakland County is comprised of 61 cities, townships and villages. The communities served by Huron Valley-Sinai Hospital are mostly suburban and rural, and the area features dozens of lakes, and state and county parks, and is a recreational destination for hundreds of thousands in Southeast Michigan.

The Hospital's busy emergency department treats more than 33,000 patients each year. Cardiology services include all surgical procedures except transplant, with four cardiac cath labs available. Orthopaedics and oncology are also core service lines, with on-site radiation oncology services and a chemotherapy/infusion clinic. Obstetrics care includes high-risk pregnancy management, maternal/fetal medicine, and complete labor and delivery services. Critical care units treat cardiac, surgical, trauma, and medical cases.

In addition to its main hospital facilities, Huron Valley-Sinai Hospital operates two outpatient clinics, including the Charach Cancer Center and an imaging center in Novi, a suburb 10 miles southeast of the hospital. Huron Valley-Sinai Hospital was founded in 1986, and grew quickly thanks to the generosity of William Carls and the Carls Foundation. To honor this philanthropic history, Huron Valley-Sinai Hospital is located on 1 William Carls Drive.

Huron Valley-Sinai Hospital is fully accredited by the Joint Commission on Accreditation of Healthcare Organizations (JCAHO). The Joint Commission assesses the quality of care and safety for more than 15,000 health care organizations. The Joint Commission conducts an extensive on-site review at least once every three years whose purpose is to evaluate the organization's performance in areas that affect patient care. http://www.hvsh.org/

Organizational Leadership - Expectations & Requirements

Use Astute Judgment

• Collaborates with corporate, regional and A-Team members to achieve business results (e.g. HR Leader call, monthly HR regional meetings) and shares best practices and successes with others
• Viewed by and sought after by leaders as an HR advisor and expert with ability to influence decision of others; trusted confidante to CEO (e.g. sought out for personal and professional advice and counsel)
• Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions
• Provides leadership in building loyalty, trust and commitment throughout the organization (e.g. leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility)
• Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e.g. uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner)
• Demonstrates business acumen when managing competing priorities (e.g. presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders instead of changing pay practices)
  
  

Develop Organizational Talent

• Participates in workforce planning to ensure an adequate, competent and productive workforce. Create/implement programs supporting the organization’s future workforce needs (e.g. provides factual/current market position information, outlines obstacles/challenges and proposed solutions, creates annual long-term strategic workforce plan for facility, includes diversity/inclusion strategies in all aspects of business)
• Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan ensuring continuity of business operations (e.g. creates development and succession plans for all leaders)
• Effectively leads the pre-boarding, onboarding, orientation and assimilation process for new employees (e.g. ensures 30/90 day reviews are conducted)
• Leads goal setting and performance review process for facility. Conducts needs assessments and develops training and development programs to ensure goals are attained (e.g. ensures all processes are timely and accurate, development plans are created and followed up on, recommends T and D classes as needed, ensures mandated education is fulfilled without T/O due to timeliness)
• Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required
  
  

Aligns the Organization

• Attends and contributes to the facility business planning process; ensures that the business plan aligns with the “people plan” as described in the HR workforce plan
• Creates, defends and implements creative/innovative cost reduction strategies for the workforce ensuring that employee engagement and recruitment and retentions strategies are not compromised
• Provides global outlook on decisions and aligns with facility business plans when managing competing priorities; delegates to others as required and holds others accountable for results as demonstrated by timely, complete and effective outcomes
• Provides timely responses to corporate and regional leadership ensuring timetables are consistently met (e.g. EAL complaints, Tenet Heroes submissions, TRIPP reports, .edu requirements, etc.)
  
  

Optimize Execution

• Consistent and timely administration and communicating of policies, regulations and legal mandates as stated by effective dates on document/policies, etc. Ensure responsible parties understand changes and any related actions
• Actively participates in and executes acquisitions and divestitures. HR lead for the facility in manpower planning, benefit and compensation transitions, all on-boarding and off-boarding , as well as RIF notifications as required
• Completes and communicates final investigative results of ER/Labor relations or EAL complaints, or reasons for delay in issuing final results, within 48 hours of receipt
• Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs (e.g. annual enrollment, new hire and termination requirements, wellness initiatives, etc.)
• Collaborates with legal and ethics/compliance departments on matters related to the enforcement of policies and procedures as well as Tenet’s “Standards of Conduct”; leads HR in all internal and external audits (e.g. Joint Commission, internal audits, etc.)
  
  

Drive Organizational Success

• Strategically develops and executes creative initiates to increase participation in the annual employee engagement survey; takes the lead in creating and driving facility action plans to completion through focus groups, training and development, etc.
• Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies. Plans seamless transitions ensuring minimal disruption of workplace
• Understands and articulates HR policy, procedures, and protocols and is able to defend and support organization’s position relative to same and confidently communicate changes
• Works with A-Team members to collaborate and deliver cross-functional programs and processes (e.g. cost reduction strategies, quality and volume related incentive programs, etc.)
• Leads and is held accountable for the “People Pillar” initiatives for the facility; actively participates in hardwiring and delivering retention strategies for the facility (e.g. leads TRIPP programs including bi-weekly calls as required)
  
  

Candidate Experience, Attributes And Education Requirements

• Experience of at least 5 years in a top HR leadership position.
• Acute hospital experience is required.
• Demonstrated track record of driving high organizational performance and high employee engagement.
• Union experience is highly preferred.
  
  

Professional Attributes

• A solid strategic thinker with a strong operational focus, good judgment, and a detail-oriented perspective.
• A well-organized, decisive, and self-directed individual with a strong ability to develop an organizational culture that fosters teamwork.
• Excellent work organization skills, ability to appropriately set priorities, and manage multiple demands.
• The ability to communicate effectively with diverse groups and to deliver high quality written and verbal presentations. Excellent oral and written presentation skills, as well as strong PC skills.
• Must listen actively and accurately, encourage input from others. Must coach and correct constructively to improve the performance of team members.
• Provide clear directions. Maintain an ongoing dialogue with employees to ensure continual progress. Bring out the best in employees.
• Interpersonally savvy, relating well to diverse groups of people throughout the organization. Able to build rapport and form constructive relationships. Experience with C-suite and physician leadership.
• Excellent at team building and motivating people. Skilled at accomplishing goals through others. Proficient at being a teacher, mentor, and coach.
• Ability to earn the trust of co-workers, maintain confidences, and put the organization’s interest above one’s self.
  
  

Personal Attributes

• A high-energy individual with a strong work ethic and high expectations for performance. A person who leads by example and sets strong professional and personal standards for every activity.
• Someone who values employees at all levels, treating all with dignity and respect. An individual who is able to relate easily to people from all walks of life; empathetic and compassionate.
• Self-confident and assured with significant presence and charisma, but with a balanced ego.
• An individual of highest personal and professional integrity, principle and knowledge, earning respect and support when making difficult decisions and choices. Able to establish immediate credibility with peers, senior leadership, and the medical staff.
• An individual with a contagious passion for his/her work.
  
  

Education/Certifications

• BS degree in Business, HR Management, or a related field is strongly recommended.
• Master’s degree or SPHR preferred.
  
  

Compensation

A competitive compensation program will be tailored to the selected candidate. Base salary will be supplemented by a performance bonus and comprehensive, well-rounded benefits program, which includes relocation assistance.

Tenet complies with federal, state, and/or local laws regarding mandatory vaccination of its workforce. If you are offered this position and must be vaccinated under any applicable law, you will be required to show proof of full vaccination or obtain approval of a religious or medical exemption prior to your start date. If you receive an exemption from the vaccination requirement, you will be required to submit to regular testing in accordance with the law.

Travel

Limited travel.

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Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship.