VP HR Bus Partners-Diversified

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Location: Burlington, MA
Job ID: 170673-1A
Date Posted: Oct 21, 2021
Category: Professional

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Job Description

Welcome To

Welcome to Beth Israel Lahey Health. We are a new health care system that brings together academic medical centers and teaching hospitals, community and specialty hospitals, more than 4,000 physicians and 35,000 employees in a shared mission to expand access to great care and advance the science and practice of medicine through groundbreaking research and education.  

About the Job

The VP HRBP will have a solid line reporting relationship to the BILH Human Resources System Services SVP HRBP and a dotted line reporting relationship to the SVP Chief Pharmacy Officer and Vice President of Laboratory Services.   The VP HRBP is an essential member of the BILH HR strategy and a member of LHMC’s senior leadership team.   This role is critical to BILH as it aligns HR strategy with market business plans and helps leaders implement these actions within specific hospital locations and/or Operations Division.    

This position will have direct and indirect supervisory responsibilities for all human resources services in total rewards, employee health, talent development, talent acquisition and HRIS until they are transitioned to BILH Human Resources System Services Center of Expertise (CoEs).  The ability of the candidate to lead and support the organization, business leaders and individual team members through this transition will be critical.  

 

Thereafter, the primary purpose of the role is to provide consultative support and partnership to staff and leadership at BILH Pharmacy and Laboratory Services on all human capital matters in partnership with the CoEs.  Specifically, the position will work in collaboration with the CoEs to support LHMC on employee engagement, workforce management, talent acquisition, performance management, talent development, succession planning, diversity and inclusion, communications, and change management.  The role will have direct and indirect supervisory responsibilities for all of the HRBP and Employee Relations team members assigned to supporting LHMC.  He/She will serve as a coach and mentor for these positions in the department.  

 

The VP HRBP impacts overall business performance and employee engagement by providing strategic, creative, and collaborative leadership across BILH Pharmacy and Laboratory Services.   Further, this role proactively diagnoses issues and opportunities and takes necessary action to bring timely resolution. 

 

To be successful, the individual in this role must:

  • Lead with a system mindset that embraces transformation and change.

  • Build strong, cross-functional relationships that involves and engages leaders and teams at all levels at the local hospital and throughout the system operations.

  • Foster a strong commitment to diversity, inclusion, belonging and anti-racism.

  • Have knowledge of the HR functions and associated HR policies, approaches, and environmental constraints, as well as relevant HR laws and regulations.

  • Be obsessed with delivering an amazing high quality end user experience with all human resources touch points and services

  •  

Primary Duties 

  • Partner with the hospital president, operational and clinical leaders, and employees in his/her assigned facilities to drive critical human capital initiatives and associated business results. 

  • In collaboration with the CoEs, ensure human resource initiatives and programs are executed throughout the system and all aspects of human capital in the field are align with strategic goals and objectives.  

  • Provide strategic, creative, and collaborative leadership across the hospital operation

  • Serve as a two-way bridge between BILH Human Resources System Centers of Expertise (HR CoEs) and field/ business unit human resources operations.  

  • Work closely with the SVP of HRBP and HR CoEs to develop, deliver and ensure adoption of Human Capital processes, programs and solutions throughout Pharmacy and Lab operations.      

  • Drive change management by successfully articulating the need for change in a meaningful, collaborative manner and devising influential transition plans to make change stick.

  • Promote a culture within the organization that is characterized by open, honest and direct communication, as well as a commitment to diversity, equity and inclusion.  

  • Drive change management by successfully articulating the need for change in a meaningful, collaborative manner and devising influential transition plans to make change stick.

  • Be able to respond effectively to the most sensitive inquiries or complaints

  •  

Detailed Duties and Responsibilities 

Two-way Bridge between Pharmacy, Lab and System 

  • Establish credibility throughout the organization with colleagues at all levels in order to be an effective listener and problem solver. 

  • Understand the general business conditions that affects BILH Pharmacy and Laboratory Services while staying current on the research and trends within HR to present an informed point of view.

  • Lead, develop and drive the implementation of HR strategies and initiatives which align the business priorities and goals across multiple locations.

  • Serve as an advocate for field business leaders, managers and field HRBPs by providing input to HR CoEs regarding specific functional strategies, programs, and practices to ensure that they meet business needs.

  • Provide significant influence in the hospitals, clinical unit, business unit or functional areas that cross boundaries to ensure execution and adoption at the local level of BILH HR strategy that will improve overall effectiveness. 

  • Leverage HR CoEs’ deep human capital subject matter expertise to promote adoption and effective use of BILH System programs in total rewards, talent acquisition, talent development, HR Technology and Analytics.  

  • Plan, develop, organize, implement, direct and evaluate the human capital function and performance in all departments at Pharmacy and Lab in a multidisciplinary manner.

 

Guide, support and develop talent 

  • Drive implementation and execution of talent assessment and development discussions leveraging program, approach, and template guidelines provided by HR CoEs.  Working with business leaders, develop plans and programs to identify talent for all levels within the company. 

  • Lead conversations with facility teams on sourcing, recruiting and staffing plans, and partner with Talent Acquisition team to determine and support hiring plans 

  • Set and clarify expectations for the field HRBP such as

    • Act as the single point of contact so that the business won’t need to work with multiple departments (such as Total Rewards, Talent Management, Talent Acquisition, and HRIS and Analytics, etc.) to resolve human capital issues.

    • Contribute to strategy discussions and decision making with field operational, clinical and other support services leaders

    • Help execute strategy

    • Provide ideas and challenge local management teams, thus acting as a catalyst for change

    • Advise local leadership on people issues, supported by robust measurement and evaluation tools

    • Be the expert and conduit on people challenges—especially talent, performance and change

    • Collaborate with other parts of HR to align their work with the business and deliver seamless service

    • Serve as a strategic partner from the perspective of the impact on people and help to drive business and organizational performance 

  • Develop skill sets of staff that report to you that combine business awareness with strong well-rounded knowledge of HR theory and practice, trend analysis, benchmarking and competitor analysis, evidence/ data driven problem solving, project management, and facilitation.  

 

Change Management

  • In partnership with other business leaders, create strategies to identify and overcome barriers (e.g., by facilitating meetings/conversations to identify root-cause issues of change blockers and coaching managers on appropriate tactics to mitigate or overcome issues).  Coach leaders on change management strategies and resistance management techniques in accordance with the BILH change management methodology

  • Develop and implement plans to ensure exceptional results from change initiatives

  • Identify where inconsistent communications or messaging may appear and align communication plans with company strategy to ensure expected results

  • Provide human capital consultation regarding team, department, or more significant business/operational transformations.  

  • Encourage employees and managers to embrace new philosophies, technologies, and company initiatives

  • Drives continuous improvement across the Human Resources team

 

 HR Technology, Process and Analytics

  • Practical grasp of HR practices and metrics to deliver fully integrated human capital solutions to clients. 

  • Must be able to interpret complex HR related documents including metrics/ dashboards and trends 

 

May perform other duties as assigned. 


 

Candidate Qualifications 

Minimum Qualifications

  • Bachelor’s degree, Business, Human Resources, HRIS, Analytics or related field.

  • Proven track record of 10 years or more experience in human capital strategy, culture development, employee relations, and labor relations leadership roles to include an executive human resources position with oversight of an employee base of 3000 or more within a highly complex environment with multiple business lines.

  • Strong background and recent experience in complex transformations and continuous improvement including leading large-scale projects with heavy change and people impact management requirements, system transformation, and HRBP model approach cross functional data management.

  • Demonstrated experience in leading culture change and transformation with the ability to strategize around a vision, as well as leading operations in a large, multi-site matrixed organization. Experience centralizing People Services with a customer-centric philosophy.

  • Experience collaborating closely with senior leaders and colleagues across an enterprise to help reconcile complex local operational demands with transformational system initiatives. 

  • Ability to influence the pace of organizational change that significantly impacts the workforce morale and performance.

  • Proven ability to build and manage people and engage high performing teams

  • Demonstrated commitment to diversity, equity and inclusion.

  • Excellent interpersonal, facilitation, communication (oral and written), presentation, negotiation and consulting skills will all levels of staff and management.  

  • Strategic system thinker and business acumen with the ability to apply knowledge to diagnose and develop appropriate solutions to complex cross-organization issue

  • Innovative, creative, compelling, driven. Not afraid to lead others past their comfort zone(s). Creates a sense of urgency and is energized by speed.

  • Strong leadership skills with the ability to know when to shift the approach and when to stay the course in the face of changing demands; setting an example of adaptability.

Preferred Qualifications

  • High energy with a strong work ethic.  Not easily discouraged or discouraged by the challenging agenda.

  • Master’s Degree or equivalent experience in Business, Human Resources (HR), HRIS, Analytics or related field.  Juris Doctorate.

  • At least 5 years of experience of HR experience interpreting and applying HR policies, procedures, programs, processes, and supporting HR technology platforms

  • At least 5 years of experience working in an HRBP model within a CoE/ shared services environment.  Thorough understanding of the work of the HRBP and CoEs and knowledge of how human resources services are maximized to be delivered throughout the system

  • Ability to thrive in a highly-matrixed environment.

  • Workday or other ERP/ HCM experience and implementation experience 

  • Certification in a six sigma/agile/lean or similar performance enhancing framework.

  • Certification in Project Management 

  • Certification in change management certification (PROSCI or Certified Change Management Professional- CCMP) 

  • Understanding and application in tools useful for statistics and/or data processing, business intelligence, data modeling, mining and profiling 

  • Obsession with service orientation; sense of urgency and follow-up and responsiveness; high-level of personal integrity and confidentiality

  • Ability to work well under pressure and flexible in adapting and responding to changing situations

  • Strong organizational skills with the ability to manage multiple, conflicting priorities between client work and program development in a fast-paced environment

  • Healthcare experience is a plus

  • SPHR or SHRM-SP desired

About Us

Beth Israel Lahey Health is dedicated to improving health and wellness and making a difference in the lives of our patients, their families and all members of the communities we serve.  Formed in March 2019, Beth Israel Lahey Health is a patient-centered, integrated care delivery system providing a continuum of services spanning academic, tertiary and community hospitals, dedicated orthopedic and psychiatric hospitals, primary and specialty care, community acute care, ambulatory care, behavioral services and home health.  Beth Israel Lahey Health Performance Network is a unified joint contracting and population health management organization, jointly governed by participating physicians and hospitals.

Equal Opportunity Employer/Minorities/Females/Disabled/Veterans.