Dignity Health is committed to furthering the healing ministry of Jesus. Resources are dedicated to: delivering compassionate, high-quality, affordable health services; serving and advocating for our sisters and brothers who are poor and disenfranchised; and collaborating with others in the community to improve the quality of life.
A. P OSITION PURPOSE
The Human Resources Manager, San Francisco System Office provides significant professional, analytical and technical support to the Human Resources Vice President in developing, implementing and maintaining human resources practices and programs designed to enhance employee relations in a manner consistent with the Mission and Values of Dignity Health. The incumbent will support System office employees located in the Dignity Health corporate headquarters in San Francisco, California. The HR Manager, San Francisco in partnership with facility Site Leaders and the VP of Human Resources provides direction and counsel for issues impacting the Dignity Health headquarters location, including fostering communication and collaboration among departments. The incumbent is considered the primary Human Resources leader on site, and is accountable for all human resource/employee relations issues within the facility including employee/labor relations, consultation for organizational effectiveness, employee on-boarding.
NATURE AND SCOPE
1. Reporting Relationships
This position reports to the Dignity Health Vice President System Offices
This position supervises HR Coordinator function
As the primary HR representative at the facility, the Human Resource Manager, San Francisco has broad accountability and responsibility to ensure that the San Francisco operation, our corporate headquarters, operates effectively and in keeping with the Mission and Values of Dignity Health. The incumbent is accountable for ensuring that functional leaders build effective communication vehicles within the facility, so that a culture of cooperation and accountability is fostered. The incumbent is expected to provide support to Senior Level Executives and functional leaders and employees in the areas of strategic initiatives, policy development and interpretation, employee relations issues, regulatory environment.
The Human Resources Manager, San Francisco supports the facility functional leaders in achieving business goals, assuring that human resource implications of business plans are identified, and actions are taken to manage them appropriately and at the proper levels.
1. Subordinate Positions
Internal: All levels of Dignity Health HR leadership, Internal Legal Counsel, Dignity Health System and local functional department leaders department managers, supervisors and employees.
External: Vendors, Community agencies, schools, legal counsel, health and welfare benefits TPA’s, HR consultants
The San Francisco System Office is the corporate seat. Located within the facility are Dignity Health Executives (ELT) and other key senior leadership. While ELT and some KERP leaders are not all considered the primary clients of the incumbent, nevertheless the incumbent must be able to navigate through the often complex authority and decision making paths within this group to ensure effective communication exists within the facility. The incumbent will partner with the Vice President of HR and the Chief Administrative Officer, Site Leader and Mission Integration Leaders to ensure the culture within the facility is reflective of the mission and values of Dignity Health.
FREEDOM TO ACT
The incumbent utilizes independent judgment to advise leadership and employees in the application of employee relations internal and regulatory policies and practices.
This position has the accountability to enforce internal and external regulations (EEO, Worker’s Compensation, ADA, FMLA) governing employee relations and to recommend departmental procedures for positive employee relations.
ADDITIONAL KEY ACTIVITIES
· Develops, coordinates, and implements special functional and/or Dignity Health-wide projects as required or requested.
· Serves as the primary HR support for the Dignity Health System Office Human Resource department in managing leave administration processes and activities in conjunction with HR Transformation.
· Serves as the primary HR support for the Dignity Health System Office Human Resource department in managing HR workforce analytics data reporting and information requests in conjunction with HR Transformation.
· Provides secondary support for transactional activities to support On boarding and other administrative support for Key Executive Retention Program (KERP) members.
· Ensures that all actions taken and methods used to produce the results outlined above incorporate and promote the Mission and Values of Dignity Health.
- Establish and maintain effective communication with all functional leaders to embed a culture of positive employee engagement within the facility.
- In conjunction with VP of Human Resources the HR Manager will assist in identifying leadership development competency gaps and work with others to develop and present programs addressing those needs to assist leaders in dealing effectively and legally with their staff.
- In partnership with Dignity Health System Offices HR team, takes ownership and accountability for coordinating HR activities (policy updates, HRIS process flow challenges, etc) that ensure quality and timely processing of information and consistent HR practices.
- Advises employees and leaders in policy interpretation, collective bargaining agreements, Affirmative Action program, employment law, and wage & hour law in order to ensure compliance with internal policies and external regulations, and enhance awareness to reduce cost of legal activity.
- Prepares complex reports utilizing the HR database/report writing tools. Analyze data and compiles reports and statistics based on the analysis.
- Conductsinvestigations and gathersrelevant data for sexual harassment or other discrimination matters, employee relation’s issues, or compliance agency review to ensure a fair and objective resolution of the issue.
Is the primary source for the identification and problem resolution of employee relations climate and individual problem areas and advises the Dignity Health Human Resources Vice President of appropriate interventions for the purpose of maintaining a productive environment.
- Maintains current and complete understanding of all Federal and State Human Resources related laws, including: EEO, human rights, release of employment information, pregnancy disability act, Fair Labor Standards Act, ADA, Family Rights Act, and any other applicable laws and regulations. Must be familiar with State regulations for California.
- Develops and maintains a professional relationship with all levels of the organization, including Administration, Directors, Managers, Supervisors, and employees by ensuring a sense of mutual trust, concern, respect, and teamwork.
1. Specific Knowledge
· Human Resources Theory and Management Principles – including broad knowledge of process consultation, and other organizational consulting and diagnostic models.
· Demonstrated knowledge/skills as outlined in Dignity Health Human Resources leadership competencies
· Demonstrated ability to analyze and effectively use HR Metrics as tool to enhance effectiveness of HR service delivery, and to provide leadership with tools to improve organizational performance outcomes
· Demonstrated ability to administer and coordinate leave of absence programs from a multi-facility/functional perspective
· Principles of preventive labor relations
· Effective oral and written communications skills
· Demonstrated skills with Human Resources Information Systems and applications
· State & Federal laws pertaining to equal employment, affirmative action, wage & hour, benefits, and standard personnel practices and procedures
· Proficiency with personal computer operations and software (Word, Excel, Power Point)
· Excellent Interpersonal skills
· Facilitation and presentation skills
2. Special Qualification
· A Bachelor’s degree in Human Resources, Business Administration or Behavioral Science or a related field or the equivalent combination of experience and education is required; plus 5 years demonstrated Human Resources leadership experience demonstrating knowledge of human resources consulting, policies and practices and applicable laws and regulations.
I. KEY COMPETENCIES :
1. Business Partnering
Demonstrates the ability to leverage situations and relationships to produce optimal outcomes. Utilizes a strong understanding of business operations and the human landscape to predict impact of and drive processes to successfully realize desired outcomes. Develops or enhances organizational effectiveness to achieve business results. Demonstrates the ability to challenge existing or proposed business processes in a manner that encourages innovative thinking and creativity. Enhances the success of the business initiatives by thoroughly understanding and articulating the benefits of initiatives to leadership and staff, and employing effective change management strategies.
2. Interpersonal Savvy and Integrity
Relates well and models core values at all levels, both inside and outside Dignity Health. Builds rapport and establishes a high level of credibility with business partners, both at Dignity Health and the Service Area. Anticipates conflicts and plans accordingly, persists in spite of resistance. Ability to maintain composure under pressure. Diffuses tension through effective communication. Uses diplomacy and tact to maneuver through complex political situations. Is tenacious and has the courage of conviction to manage resistance despite overwhelming challenges. Is sensitive to how people and organizations function.
3. Execution and Results Orientation
Establishes clear goals, formulates action plans and is able to multi-task. Makes timely decisions while considering cross-functional implications and ensuring alignment with mission, values and strategy. Establishes a record of producing high quality results which are done on time and within budget constraints. Sets priorities according to criteria such as urgency, perceived value of outcome, ease of completion and importance. Knows how to organize people and activities, understanding how to separate and combine tasks into an efficient work flow. Knows what to measure and how to measure it, and knows how to interpret and use results.
4. Tolerates Ambiguity
Effectively copes with and manages change. Makes decisions and acts on change assignments absent a guaranteed outcome and/or direction. Identifies and shifts priorities effectively. Effectively multi-tasks, tolerating incomplete projects as necessary. Manages work while decisions are still pending. Manages risk and uncertainty. Achieves balance within a matrix reporting relationship. Defines and proposes alternative solutions to seemingly unsolvable problems. Able to articulate mission and values impact of various alternatives in decision making.
5. Critical Thinking
Uses systems thinking to recognize issues, synthesize, analyze, problem solve, evaluate, in decision-making and formulate ideas and business plans for improvement and growth. Applies past performance and factors in future related decisions and recommendations. Sets priorities according to criteria such as mission, alignment with strategic plans, urgency, perceived value or outcome, ease of completion and importance.
6. Influential Negotiations
Shapes opinions and gains alignment with stakeholders through integrity, knowledge and influence. Persuasively promotes and sells thoughtfully developed ideas. Projects and consistently reflects a positive image and reputation for the organization and Human Resources. Skillfully negotiates to create the best possible outcome for all parties. Maintains a positive attitude and resists being discouraged. Functions as a consensus builder throughout contentious situations without damaging relationships.
7. Job and Industry Specific Knowledge
Demonstrates understanding of employment law and practices as well as the Human Resources landscape and stays abreast of industry trends and innovation. Provides counsel, advice, guidance and/or expertise regarding the creation of positive employee relations. Understands, implements and addresses grievance processes and other dispute resolution processes. Provides infrastructure for a safe and environmentally effective workplace. Implements assessment tools including performance management processes. Understands and interprets all Human Resources related regulations. Ensures that Human Resources systems and processes are aligned and support organizational goals. Forecasts staffing and talent needs. Sets and/or monitors progress in retention, recruitment and hiring targets.
8. Mission and Commitment
Conveys a compelling vision of the future, wins buy-in to the mission and core purpose. Inspires people to stretch for worthwhile goals and instills pride in excellence and in belonging to the organization. Works to strengthen organization’s value and service to the community. Professional image enhances stature of the organization and behaviors reflect ethical and interpersonal integrity.
Communicates effectively, both verbally and in writing. Effective communication includes, but is not limited to, communication that is thoughtful, professional, clear, concise and that demonstrates critical thinking.
Dignity Health, headquartered in San Francisco, Calif., provides integrated, patient and family centered care. It is the fifth largest health system in the country with 10,000 physicians and 55,000 employees across Arizona, California, and Nevada. Through its network of more than 150 ancillary care sites and 40 acute care hospitals, Dignity Health is committed to delivering compassionate, high-quality, affordable health care services with special attention to the poor and underserved. In 2011, Dignity Health provided $1.4 billion in charity care, community benefit and unreimbursed patient care. For more information, please visit our website at www.dignityhealth.org . Dignity Health is also on Facebook and Twitter.
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