Chief Human Resources Officer, MercyOne

Chief Human Resources Officer

Responsible for strategic and operational leadership of human resources in a designated region, reporting to the SVP Service Area Chief Human Resources Officer, and serving as a member of the regional leadership team. Strategically aligns HR programs, services, and initiatives to support the region and the entire health system. Participates with the regional CEO, regional leaders, CHROs, and system office HR leaders to develop annual regional strategy, workforce plan, and the necessary HR service strategy; ensures HR programs, services, and initiatives are appropriately aligned with health system objectives throughout the entire region. Oversees operational aspects of HR service delivery in the region.

The chief human resources officer will be based out of MercyOne's Regional Health Ministry (RHM) office in Des Moines, IA.

Essential functions include :

1) Knows, understands, incorporates, and demonstrates the Trinity Health mission, vision, and values in behaviors, practices, and decisions.

2) Works with regional CEO / business unit leaders to develop a regional HR strategic plan and supporting service strategy, ensuring CHRO alignment with health system objectives throughout the region. Collaborates with system HR leaders to develop related action plan(s).

3) Leads team of CHROs in the delivery of HR services to respective regions. Provides leadership, direction, and management oversight to and ensures collaboration among CHROs.

4) Works with HR leaders to ensure accountability of services and support from system office-managed HR specialty areas (i.e., recruiting, employee & labor relations, compensation & benefits, etc.) for regionalized implementation and associate resource service center to support the region.

5) Works with system office HR leaders to analyze and evaluate appropriate changes to existing HR strategies, programs, policies, and procedures in order to support the regional business strategy and workforce plan.

6) Collaborates with regional CEO, regional leaders, and HR specialty leaders in order to determine locally defined approaches / solutions (when business situations warrant) and develops action plans and facilitates the implementation of HR services.

7) Engages and partners with regional leadership and management on developing action plans and initiatives focused on improving work relationships, building morale, and increasing employee engagement, satisfaction, productivity, and retention.

8) Engages, communicates, and educates regional CEO, regional leadership, and management on significant, relevant changes in HR policies and programs.

9) Partners with regional leaders to identify and determine local business needs regarding compensation and benefits. Consults with compensation & benefits leadership on defining a program strategy for the organization, which involves design and development; determine policy and effective approach to implementing, communicating, and processing compensation and benefits programs.

10) Partners with regional leaders to determine resource requirements, staffing needs, and a sourcing approach; analyzes and determines learning and development needs to drive the talent stewardship programs within the region.

11) Leads efforts to analyze and evaluate results of employee and executive performance management processes; identifies gaps and creates plans to close such gaps, and partners with the executive and talent management to ensure ARC goals align with system-wide objectives and strategies.

12) Performs context / analytic support to business leaders which involves providing guidance in interpreting and ascertaining business / operational reports and performance analysis data as it pertains to the areas of talent and workforce management and other HR operations.

13) Partners with business leaders to determine appropriate workforce measures and metrics needed to assess colleague performance and overall business impact. Analyzes and presents workforce measures and other related metrics to business leaders for use in resolving issues and driving business decisions.

14) Collaborates with regional business leaders, MD&A HR leader, MD&A planning group, and other HR leaders to conduct due diligence and coordinate / integrate efforts to merge, acquire, or divest an organization, and to align the organization with Trinity Health culture, HR programs, and policies, as is necessary to support MD&A activity affecting the respective region.

15) Collaborates with system colleague & labor relations to understand, analyze, and support colleague & labor relations needs for the respective region as well as the health system, which includes planning for and responding to union organization efforts and implementing union representation management programs and tools supporting labor contract negotiation and interpretation.

16) Collaborates with senior executives, regional leaders, and HR leaders in developing action plans and initiatives focused on driving employee engagement to support departmental and organizational strategic objectives. Supports culture, change, and engagement plans, defines and validates the organizational culture philosophy, strategy, and approach; consults on design and development of programs and supporting tools. Supports the plan to equip, enable, and prepare leaders and employees to lead change across the health system through the use of the change leadership toolkit.

17) Maintains a working knowledge of applicable federal, state, and local laws and regulations, Trinity Health's organizational integrity program, standards of conduct, as well as other policies and procedures in order to ensure adherence in a manner that reflects honest, ethical, and professional behavior.

18) May oversee the work of additional non-HR departments (e.g., payroll, security, etc.) as needed within the region.

Leadership competencies include :

Mission statement : We, Trinity Health, serve together in the spirit of the Gospel as a compassionate and transforming healing presence within our communities.

Core values :

• Reverence : We honor the sacredness and dignity of every person.
• Commitment to those who are poor : We stand with and serve those who are poor, especially those most vulnerable.
• Justice : We foster right relationships to promote the common good, including sustainability of Earth.
• Stewardship : We honor our heritage and hold ourselves accountable for the human, financial, and natural resources entrusted to our care.
• Integrity : We are faithful to those we say we are.
• Safety : We embrace a culture that prevents harm and nurtures a healing, safe environment for all.

Minimum qualifications include :

Physical and mental requirements and working conditions include :

Our commitment :

Rooted in our mission and core values, we honor the dignity of every person and recognize the unique perspectives, experiences, and talents each colleague brings. By finding common ground and embracing our differences, we grow stronger together and deliver more compassionate, person-centered care. We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other status protected by federal, state, or local law.