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Texas Children´s Hospital is an internationally recognized full-care pediatric hospital located in the Texas Medical Center in Houston.

About Texas Childrens Hospital Texas Children´s Hospital is an internationally recognized full-care pediatric hospital located in the Texas Medical Center in Houston. One of the best pediatric hospitals in the United States, Texas Children´s Hospital is dedicated to providing the finest possible pediatric patient care, education and research. Texas Children´s is nationally ranked in the top five among children´s hospitals by both Child magazine and U.S. News & World Report. The hospital has garnered widespread recognition for its expertise and breakthrough developments in the treatment of cancer, diabetes, asthma, HIV, premature babies, and cardiogenic and attention-related disorders. No third party considerations will be accepted at this time. Vendors please do not call HR directly to solicit. Position Summary Purpose: This position leads the strategic recruitment of employed and private practice physicians to meet community needs at the organization´s facilities. This includes the entire process from marketing, interviewing, site visits, contract negotiations and follow-up to practice start-ups. Operationalizes and maintains compliance with all national laws and guidelines. Leads the implementation and compliance with each facility´s medical staff development plans and is a key participant in the development and implementation of these plans. Knowledge and Skills: Must possess a strong knowledge and understanding of physician recruitment or physician relations as normally demonstrated through at least five years of physician recruitment, physician relations, healthcare, public relations, business or marketing experience. Requires superb negotiation skills and project management skills. Inspires out of state physicians to relocate to area through enthusiasm and provision of relevant information about the region and organization. Demonstrates advanced understanding of planning and marketing concepts. Able to conceptualize, envision and plan for the future. Leads teams effectively and interfaces with all levels of management. Demonstrates superb verbal and written communication with ability to speak professionally to small or large groups. Formal education and work experience: The formal education normally associated with completely satisfactory performance in this job is a Masters Degree in Human Resources or related field or equivalent experience. A minimum of 7 years of senior level recruiting and/or physician recruiting experience is required with an emphasis on physician and faculty recruitment.

Reporting to the Human Resources VP, the Director of Talent & Organizational Capability (T&OC) is responsible for strategic development, planning & mgmt of this function. Responsible for talent acquisition, performance mgmt, organizational effectiveness, Affirmative Action�s & all learning & training activities. Oversees & participates in organizational implementation of National & Regional HR policy. Director provides general direction to mgrs and/or staff of these depts & develops staff competency within the HR discipline & across disciplines. Provides consultative svcs to HR Business Partners & Sr. Leadership Team in areas of T&OC. Creates & maintains an environment conducive to the recruitment & retention of high quality staff, develops the direction of NW Region T&OC programs & assures that programs comply w/applicable state & federal regulations. Participates in Program-wide T&OC development & issues. Will be a member of KPNW HRLT assisting in administering overall HR function in operating plans, policy development, space allocation, budgeting, etc. Participates on National HR work teams as required. Supports all HR & Regional missions, goals, & objectives.Essential Functions:- Oversees delivery of & creates approaches to education & training that support development of a competent workforce & implementation of strategic initiatives- Advances internal reputation of KP through outstanding program offerings- Monitors & evaluates quality & effectiveness of internal & external educational offerings & ensures alignment w/strategic initiatives- Establish & manage an effective talent mgmt & succession planning process for KPNW- Assess & implement required education, training & development needs to ensure competent leadership & workforce- Assess & implement required programs to build leadership accountability & capability- Lead HR efforts to build internal & external KP reputation through positive communication & community activities- Oversight of employment & selection process for the NW Region, as well as regional Affirmative Action program- Lead development of staffing & recruitment strategies, identification of selection processes, annual recruitment & Affirmative Action plans for business areas- Monitor formal recruitment activities & drive new talent acquisition & selection practices for NW Region- Serves as strategic talent & educational link w/HR Business Partners & Sr. & middle mgrs & among KPNW�s education, training & development partners, such as National Learning & Organizational Development, NWP CLE, Nursing Education, Compliance, etc. to ensure optimal use of education resources- Oversees planning & development of employee orientation activities including New Employee Orientation; Svc. Orientation; Partnership Orientation & additional educational offerings in professional development- Assesses regional talent, staffing & organizational development needs in coordination w/operating plan & strategy- Ensures effective organizational development svcs that support leadership, strategic initiatives, & team outcomes- Supports HR programs & activities by creating & implementing communication strategies- Manages Executive Leadership nomination process for KPNW- Oversees & supports development of direct & indirect reports who are directly involved w/T&OC programs- Review performance, provide educational opportunities & facilitate development of strong customer focused service skills- Serve as a member of HRLTQualifications:Basic Qualifications:- Minimum of 7 years progressively responsible experience in one or more of the functions under the direction of the position- Minimum of 3 years in a leadership/manager role in a large complex organization- Bachelors Degree in Human Resources Administration or an equivalent combination of education and experience- Previous experience in establishing and building relationships with schools, colleges, universities and community organizations- Experience in designing, promoting and evaluating educational programs, curriculum development, instructional design and group facilitation- Strong business acumen and ability to contribute to business strategy and operations- Demonstrated ability to take risks, make independent decisions and evaluate talent- Ability to effectively manage competing priorities in a fast paced environment- Excellent interpersonal and influencing skills including the ability to effectively coach leaders, build relationships and leverage resources within the function and across the organization to advance business strategy- Demonstrated succession driving difficult change in a highly complex organization to advance business strategy- Knowledge in change management, organizational design, talent and performance management, strategic and operational planning- Strong Analytic and problem solving skills- Courageous, tough minded, savvy interpersonal skills, appropriately pushes back and challenges the status quo- Excellent written and oral communication skills with the ability to influence all levels of the organization- Effectively gains agreement and consensus (when appropriate) for ideas and operates in multicultural environment- Functional and technical skills in Human Resources- Ability to deal effectively with ambiguity- Demonstrated ability to develop, administer and evaluate policies, practices and systems- Broad knowledge of technical elements involve in communication, reputation, talent acquisition, affirmative action, workforce planning, education and training- Knowledge and application of adult learning theory- Teaching the adult learner and managing the classroomPreferred Qualifications:- Masters Degree in Human Resource Administration, Learning & Organizational Effectiveness or an equivalent combination of education and experience- Thorough knowledge of technical elements involved in communication, reputation, talent acquisition, workforce planning, education and training

Director of Employee & Labor Relations position available in Portland, Oregon!

Reporting to the Human Resources VP, the Director of Employee & Labor Relations (E&LR) is responsible for the strategic development, planning & mgmt. of these functions. Oversees & participates in the implementation of National & Regional HR policy. Director provides general direction to mgrs and/or staff of these depts & develops staff competency within the HR discipline & across disciplines. Provides consultative svcs. to HR Business Partners & Senior Leadership Team in areas of E&LR. To be seen as a mgmt advocate while developing constructive relationships w/union leaders. To assist in the direction of the NW Region labor program & to participate in program-wide labor relations issues. Oversees all labor relations functions & processes including the Contract Specialists/Labor Liaisons program & the Issue Resolution process, oversees labor negotiations, employer arbitrations & other labor relations proceedings, administers collective bargaining agreements & creates & maintains an environment conducive to the recruitment & retention of high quality staff. Will be a member of the KPNW HRLT & assist in administering overall HR function in such areas as operating plans, policy development, space allocation, budgeting, etc. Participates on National HR work teams as required. Supports all HR & Regional missions, goals, & objectives.Essential Functions:- Responsible for strategic development, planning & mgmt of the E&LR function to achieve business objectives & the vision of the organization- Oversee & supports development of direct and indirect reports that are directly involved E&LR function- Review performance, provide educational opportunities, & facilitate development of strong customer focused svc. skills- Provides staff w/timely & appropriate internal & external information & delivers appropriate resources that enable team to carry out their respective accountabilities- Leads coordination of organizational implementation of National & local HR strategies, including development & planning of initiatives, establishment of key relationships & assurance of progress against targets- Assures work of E&LR staff is consistent w/National & local policy & labor strategies- Advise & directs staff in resolving union & non-union employee disputes; responding to complaints, charges, and/or lawsuits from employees, State & Federal Agencies, etc. & referring cases to legal counsel for arbitration or other legal processes- Recommends & approves expenditures to settle lawsuits & other formal complaints or situations where financial settlement is required- Provides expertise to HR Business Partners & organizational senior mgmt on investigations, resolution of complex E&LR or other general HR issues- Makes recommendations for changes & implementing changes- Recognizes & responds to regional needs by providing strategies & solutions- Responsible for development, interpretation & maintenance of all HR policies & for HR leadership & participation in KPNW Compliance work inc. investigation & response to Hotline complaints & outside agency complaints- Oversight of all unemployment claims activities- Ultimate accountability for Non-Union Grievance Procedure by assigning Employee Relations and/or other qualified HR staff to handle grievances & chair hearings panels- Serve as a member of the HRLT to include assisting in determining annual HR resource allocations, setting organizational HR policies & developing new HR programs, objectives & services.Qualifications:Basic Qualifications:- Minimum of 7 years progressively responsible experience in Employee &/or Labor Relations- Minimum of 3 years in a leadership/manager role in a large complex organization- Bachelors Degree in Human Resources Administration or an equivalent combination of education and experience- Grievance processing, collective bargaining experience and expertise in labor/management cooperation activities- Strong business acumen and ability to contribute to business strategy and operations- Demonstrated ability to take risks, make independent decisions and evaluate talent- Ability to effectively manage competing priorities in a fast paced environment- Excellent interpersonal and influencing skills including the ability to effectively coach leaders, build relationships and leverage resources within the function and across the organization to advance business strategy- Demonstrated succession driving difficult change in a highly complex organization to advance business strategy- Knowledge in change management, organizational design, talent and performance management, strategic and operational planning- Strong Analytic and problem solving skills- Courageous, tough minded, savvy interpersonal skills, appropriately pushes back and challenges the status quo- Excellent written and oral communication skills with the ability to influence all levels of the organization- Effectively gains agreement and consensus (when appropriate) for ideas and operates in multicultural environment- Functional and technical skills in Human Resources- Ability to deal effectively with ambiguity- Demonstrated ability to develop, administer and evaluate policies, practices- Knowledge of National Labor Relations Act and other employment lawsPreferred Qualifications:- Masters Degree in Human Resource Administration or an equivalent combination of education and experience- Thorough knowledge of HR regulations, principles and practices, system design, and automated systems design and use- Knowledge of National Labor Relations Act and other employment laws- Group facilitation skills

Reporting to the Human Resources VP, the Director of Compensation & Benefits is responsible for the strategic development, planning and management of the Compensation & Benefits function. Oversees and participates in the organizational implementation of National & Regional HR policy. The Director provides general direction to the managers and/or staff of these departments and develops staff competency within the HR discipline and across disciplines. Provides consultative services to the HR Business Partners and Senior Leadership Team in areas of compensation and benefits. The Director serves as the main point of contact with the HRSSO for benefit program development. Creates and maintains an environment conducive to the recruitment and retention of high quality staff develops the direction of the NW Region compensations programs and assures that the programs comply with the applicable state and federal regulations. Participates in program-wide compensation & benefit development and issues. Will be a member of the KPNW HRLT and will assist in administering the overall HR function in such areas as operating plans, policy development, space allocation, budgeting, etc. Participates on national HR work teams as required. Supports all Human Resources and Regional missions, goals, and objectives.Essential Functions:- Oversee the administration of KPNW regional compensation & benefits programs in a legal, consistent, and unbiased manner, including the management responsibilities and accountability for a team or department Provide direction to employees following established guidelines, procedures & policies- Manage the administration, development, and implementation of any new systems to support regional or departmental needs and objectives. As well as the development of supporting processes and policies- Leads the coordination of organizational implementation of national and local Human Resources strategies, including development and planning of initiatives, establishment of key relationships, and assurance of progress against targets- Assures work of Compensation & Benefits staff is consistent w/ national and local policy & labor strategies- Advise & consult with HR Business Partners, organizational senior leaders, managers/supervisors throughout the region on HR services issues as it relates to compensation & benefits or other general HR information making recommendations for changes, and implementing changes- Recognizes & responds to regional needs by providing tailored strategies and solutions to enable appropriate recognition/rewards programs- Oversee & supports the development of department staff, direct reports as well as the indirect reports that are directly involved w/ the administration of any supported compensation or benefit programs- Review performance, provide educational opportunities, and facilitate the development of strong customer focused service skills- May serve on local & national committees, task forces and/or work groups related to programs, initiatives, or projects sponsored at the regional and/or program level- Serve as a member of the HRLT to include assisting in determining annual HR resource allocations, setting organizational HR policies and developing new Human Resources programs, objectives and services- Other projects/assignments include evaluating and developing employee support services and programsQualifications:Basic Qualifications:- Minimum of 7 years progressively responsible experience in compensation, benefits or HR services related function- Minimum of 3 years in a leadership/manager role in a large complex organization- Bachelors Degree in Human Resources Administration or an equivalent combination of education and experience- Strong business acumen and ability to contribute to business strategy and operations- Demonstrated ability to take risks, make independent decisions and evaluate talent- Ability to effectively manage competing priorities in a fast paced environment- Excellent interpersonal and influencing skills including the ability to effectively coach leaders, build relationships and leverage resources within the function and across the organization to advance business strategy- Demonstrated succession driving difficult change in a highly complex organization to advance business strategy- Knowledge in change management, organizational design, talent and performance management, strategic and operational planning- Strong analytic and problem solving skills- Courageous, tough minded, savvy interpersonal skills, appropriately pushes back and challenges the status quo- Excellent written and oral communication skills with the ability to influence all levels of the organization- Effectively gains agreement and consensus (when appropriate) for ideas and operates in multicultural environment- Functional and technical skills in Human Resources- Ability to deal effectively with ambiguity-Demonstrated ability to develop, administer and evaluate policies, practices and systems Preferred Qualifications:- Masters Degree in Human Resource Administration or an equivalent combination of education and experience- Thorough knowledge of Federal. & State wage and hour laws and regulations, HR principles and practices, system design, and automated systems design and use- Design, development and administration of complex compensation and benefits systems, including base pay, policies, and variable/bonus pay- Ability to understand and apply laws and policies and strong abilities to communicate clearly and persuasively, both orally and in writing

Director of Human Resources Shared Services position available in Portland, Oregon!

Reporting to the Human Resources VP, the Director of HR Shared Services is accountable for strategic planning, coordination, budgeting & direction of HR Shared Services to include Integrated Disability Management, Workers� Compensation, Regional HR Service Center & Timekeeping functions within the HR Department. Director provides general direction to managers and/or staff of these departments. Director provides consultative services to HR Business Partners & Sr. Leadership Group in areas of workers� compensation, & occupational & non-occupational return to work programs, & HR transaction services. As a member of the HR Leadership Team, Director assists VP of Human Resources and/or other Div. Directors in administering overall HR function in such areas as operating plans, budget, space utilization & policy development & implementation. Director serves as main point of contact with HRSSO for programmatic coordination. Director is accountable for establishing & maintaining an effective HR performance reporting system. Participates on national HR work teams as required. Supports all Human Resources & Regional missions, goals, & objectives.Essential Functions:- Responsible for strategic direction & oversight of HR Shared Services function- Oversees & establishes clear direction for areas under his/her responsibility; sets stretching objectives for direct reports; distributes workload appropriately; lays out work in a well planned & organized manner; maintains two-way dialogue with others on work & results- Provides challenging tasks & assignments for direct reports; holds frequent development discussions; is aware of each direct report�s career goals; guides team to accept developmental moves; is a people builder- Leads coordination of organizational implementation of national & local HR strategies, including development & planning of initiatives, establishment of key relationships, & assurance of progress against targets- Assures work of HR Shared Services staff is consistent with national & local policy & labor strategies- Maintains high level awareness of industry practices & related legal/regulatory matters to his/her areas of responsibility through reading & membership in appropriate prof. assns & attendance at internally and/or externally sponsored information/dev. programs- In collaboration with direct reports, develops & administers the fiscal resources provided to render effective transactional & shared services to the region- Collaborates with National Leadership of HR Shared Services to develop, implement & sustain effective shared services functions within the Region- Oversees development, approval & implementation of new and/or changes to programs within areas of responsibility, marshaling resources to get things done in an effective collaborative manner- In collaboration with all HR functional areas, oversees development, implementation & maintenance of transactional services, & HR performance reporting system that helps to ensure effective & efficient HR operations- May serve on local & national committees, task forces and/or work groups related to programs, initiatives, or projects sponsored at Regional and/or Program level- Serve as a member of the HRLT to include assisting in determining annual HR resource allocations, setting organizational HR policies & developing new HR programs, objectives & services- Other projects/assignments include evaluating & developing employee support services & programsQualifications:Basic Qualifications:- Minimum of 7 years progressively responsible experience one or more of the HR functions under the direction of the position- Minimum of 3 years experience in a leadership/manager role in a large complex organization- Bachelors Degree in HR Administration or an equivalent combination of education and experience- Strong business acumen and ability to contribute to business strategy and operations- Demonstrated ability to take risks, make independent decisions and evaluate talent- Ability to effectively manage competing priorities in a fast paced environment- Excellent interpersonal and influencing skills including the ability to effectively coach leaders, build relationships and leverage resources within the function and across the organization to advance business strategy- Demonstrated succession driving difficult change in a highly complex organization to advance business strategy- Knowledge in change management, organizational design, talent and performance management, strategic and operational planning- Strong Analytic and problem solving skills- Courageous, tough minded, savvy interpersonal skills, appropriately pushes back and challenges the status quo- Excellent written and oral communication skills with the ability to influence all levels of the organization- Effectively gains agreement and consensus (when appropriate) for ideas and operates in multicultural environment- Functional and technical skills in HR- Ability to deal effectively with ambiguity- Demonstrated ability to develop, administer and evaluate policies, practices and systemsPreferred Qualifications:- Masters Degree in HR Administration or an equivalent combination of education and experience- Thorough knowledge of HR regulations, principles and practices, system design, and automated systems design and use

Reporting to the Vice President of HR, the Director of Diversity & Inclusion is responsible for strategic development, planning & mgmt of this function and for establishing & driving the D&I agenda for Region by collaborating w/ HR Business Partners & Sr. management to educate, engage & create momentum. Oversees & participates in organizational implementation of National & Regional HR policy. Director provides general direction to mgrs and/or staff of these depts. & develops staff competency within HR discipline & across disciplines. Provides consultative services to Sr. Leadership Team in areas of Talent & Organizational Capability. Creates & maintains an environment conducive to recruitment & retention of high quality staff. Develops direction of NW Region Diversity & Inclusion programs & assures that programs comply w/ applicable state & federal regulations. Will be a member of the KPNW HRLT & will assist in administering overall HR function in such areas as operating plans, policy development, space allocation, budgeting, etc. Participates on National HR work teams as required. Supports all HR & Regional missions, goals, & objectives.Essential Functions:- Under direction of the Vice President of HR, works w/HR Business Partners & Senior Leadership Team (SLT) to define & implement regional D& I strategy- Manages assigned diversity related projects/activities to drive engagement, execution, visibility & accountability plus setting strategy & direction for diversity leadership teams, developing goals & implementing best practices to ensure region achieves its diversity strategy & accomplishes tasks in its annual work plan. Includes providing consultation, assistance w/education & training, and/or special projects that have a diversity component- Recognizes & responds to regional needs by providing tailored strategies & solutions to enable appropriate cultural awareness & change- Advises mgrs & work teams asking for assistance w/diversity & culturally competent care- Provides expertise to help teams build inclusive & respectful cultures, leverages diversity in their teams, & thereby ensures creativity, productivity, excellent customer service & highly satisfactory work environments- Provides expertise & guidance to various HR, LOD & Diversity consultants as they work within the field of diversity- Works closely w/consultants to ensure implementation of strategy, tools & processes to drive integrated D&I efforts aimed at creating a diverse & inclusive work environment- Serves as a key resource & consults w/Diversity Sponsors, Diversity Council, HR & Staff Assns around their diversity & culturally competent care strategies & work plans- Uses expertise in diversity & org. development to help guide these various groups- Implements & manages projects identified by the Diversity Council in its annual work plan. Strategic goals are implemented to ensure projects achieve desired outcomes, on budget, & on time- Supervise/develop D& I dept. staff, conduct performance evaluations & manage performance- Create annual work plan, upgrade talent, assign work to staff & monitor results.- Manage budget- May serve on local & National committees, task forces and/or work groups related to programs, initiatives, or projects sponsored at Regional and/or Program level- Serve as a member of HRLT to include assisting in determining annual HR resource allocations, setting organizational HR policies & developing new HR programs, objectives & servicesQualifications:Basic Qualifications:- Minimum of 7 years progressively responsible experience in diversity, inclusion or related discipline- Minimum of 3 years in a leadership/manager role in a large complex organization- Bachelors Degree in Human Resources Administration or an equivalent combination of education and experience- Functional and technical skills in Human Resources- Demonstrated ability to develop, administer and evaluate policies, practices- Demonstrated knowledge of diversity in a large organization and change management- Demonstrated skills in appreciating the uniqueness of individuals- Demonstrated knowledge of cultural differences- Demonstrated knowledge of the issues related to culturally competent care- Demonstrated excellent project management skills- Strong business acumen and ability to contribute to business strategy and operations- Demonstrated ability to take risks, make independent decisions and evaluate talent- Ability to effectively manage competing priorities in a fast paced environment- Excellent interpersonal and influencing skills including the ability to effectively coach leaders, build relationships and leverage resources within the function and across the organization to advance business strategy- Demonstrated succession driving difficult change in a highly complex organization to advance business strategy- Knowledge in change management, organizational design, talent and performance management, strategic and operational planning- Strong Analytic and problem solving skills- Courageous, tough minded, savvy interpersonal skills, appropriately pushes back and challenge the status quo- Excellent written and oral communication skills with the ability to influence all levels of the organization- Effectively gains agreement and consensus (when appropriate) for ideas and operates in multicultural environment- Ability to deal effectively with ambiguityPreferred Qualifications:- Masters Degree in Human Resource Administration or an equivalent combination of education and experience- Thorough knowledge of technical elements involved in diversity planning & training

Exciting opportunity for a Human Resources Business Partner!

Reporting to the Human Resources VP, the HR Business Partner is accountable for identifying and developing HR solutions directly aligned with business strategy. The Business Partner will influence the line leaders in the effective deployment and utilization of human capital and align HR priorities with the business agenda by developing comprehensive and fully integrated, sustainable HR programs in partnership with the HR Centers of Excellence including Labor Relations, Employee Relations, Diversity & Inclusion, Compensation, Benefits and Talent & Organizational Capability. The Business Partner will act as the strategic face of HR for KP business units and partner with other HR colleagues to develop and implement specific HR programs. On behalf of the Vice President, this position extends the sponsorship of the VP and HR by providing direction, advice, and support to cross-functional, multi-disciplinary teams. The incumbent secures, directs and coordinates in support of the line areas and leaders that they work collaboratively with to improve operational efficiency and aligning HR effectiveness when working with teams. Works closely with the VP to track benefits realized and forecast future needs and trends. The HR Business Partner will be a member of the KPNW HRLT and will assist in administering the overall HR function in such areas as operating plans, policy development, budgeting, space allocation, etc. Participate on national HR work teams as required. Supports all Human Resources and Regional missions, goals, and objectives.Essential Functions:- Act as an HR strategist for one or more line functions by understanding the business strategy and crafting through the CoEs relevant solutions to meet business needs. This is accomplished by being an active member of the business unit leadership team(s)- Lead the effective implementation of HR plans and initiatives across assigned client groups to ensure achievement of objectives- Work with business leaders to initiate and implement optimal organizational structure to accomplish business objectives and leverage talent- Ensure the make-up of the business leadership team is strong and effective- Coach leaders and leadership team(s) to drive business objectives- Lead change by developing and implementing a structured approach to change enabling the organization to be change agile- Collaborates with the Leadership of the HR Shared Services and Centers of Excellence to develop, implement and sustain an effective HR function within the region- Collaborates with other KP regions and Program Office for benchmarking and information sharing, etc- Maintains a high level of awareness of industry practices and related legal/regulatory matters to the HR function and the health care industry through reading and membership in appropriate professional associations and attendance at internally and/or externally sponsored information/development programs- Develops and administers the fiscal resources provided to render effective services to clients and the region- Serve on committees, task forces and/or work groups related to programs, initiatives, or projects sponsored at the Regional and/or Program level- Serve as a member of the HRLT to include assisting in determining annual HR resource allocations, setting organizational Human Resources policies and developing new Human Resources program objectives and services Qualifications: Basic Qualifications:- Minimum of 7 years progressively responsible experience in HR and/or line functions- 5 years of senior level manager/director experience in a broad scope of HR functions- Master´s Degree in Human Resources Administration, Business Administration or an equivalent combination of education and experience- Demonstrated ability to determine the key business issues facing the organization and develop appropriate action plans from multidisciplinary and HR perspective- Demonstrated ability to lead professionals and manage others through influence and collaboration. Understanding of and experience in business process, strategic business development and/or clinical operations improvement- Strong business acumen and ability to contribute to business strategy and operations- Demonstrated ability to take risks, make independent decisions and evaluate talent- Ability to effectively manage competing priorities in a fast paced environment- Excellent interpersonal and influencing skills including the ability to effectively coach leaders, build relationships and leverage resources within the function and across the organization to advance business strategy- Demonstrated succession driving difficult change in a complex organization to advance business strategy- Knowledge in change management, organizational design, talent and performance management, strategic and operational planning- Strong Analytic and problem solving skills- Courageous, tough minded, savvy interpersonal skills, appropriately pushes back and challenges the status quo- Excellent written and oral communication skills with the ability to influence all levels of the organization- Effectively gains agreement and consensus (when appropriate) for ideas and operates in multicultural environment- Functional and technical skills in Human Resources- Ability to deal effectively with ambiguity

This is a top Level position responsible for organization human resource management. Responsible for design, implementation, and evaluation of all programs relating to the human side of the organization. Plans, directs, and supervises such functions as employment, training and development, policies and procedures, compensation, benefits, employee relations, human resources information management, health and safety, and security. Prepares various reports on HR metrics to meet organizational needs. The successful candidate will have 10 years of HR generalist experience with at least 3 years in the top HR role. Prefer experience in healthcare. Outstanding interpersonal skills, the ability to adapt to changing situations, and a willingness to work with employees at every level as a consultant and advisor are also required.The HR Director will oversee all facets of HR including compensation and benefits, recruiting, employee relations, and training. Current projects include the implementation of a new HR information system, the rollout of competency selection, changes in the medical plan provider, and the development of career development programs for employees.UFHJI offers a competitive compensation and benefits program, challenging and satisfying work, and a great Jacksonville lifestyle to the successful applicant. An Equal Opportunity Institution