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GENERAL SUMMARY:

The Vice President, Chief People Officer serves as a trusted and collaborative advisor, providing a proactive, practical, and valued HR perspective in partnership with market executive leadership. The VP-CPO serves as the strategic partner to market COE and the champion of market, region, and system-wide HR initiatives, ensuring market and regional alignment in support of attracting, motivating, and retaining top talent. This individual possesses strong skills in building relationships, diagnosing issues, advising, influencing, and guiding senior leaders on the HR implications of business decisions related to aspects of people-management and leadership. The VP-CPO provides strategic leadership to HR functions within the market and serves as a critical partner to COEs.

PRINCIPAL DUTIES AND JOB RESPONSIBILITIES** **:

• In partnership with market executive leadership, diagnoses, translates, and defines current and future business needs into an overall integrated strategic HR plan for the market aligned with long-term strategic initiatives of the organization. Focuses on strategic issues that contribute to the growth and competitiveness of the business.

• Leverages COE partnerships to address market issues. Develops objectives for strategic initiatives as a proactive and valued member of market executive leadership team, adjusting strategy to respond to changing needs.

• Responsible for market HR oversight and, where applicable, serves as executive sponsor of organizational-wide talent strategies and execution as determined by the HR strategic plans.

• Provides expert advice, influencing business decisions impacting and related to all aspects of people management and leadership. Serves as a consultant, most frequently on issues related to strategy execution and change, talent management, employee engagement, and performance management by understanding the key drivers of the business and how effective human capital management strategies can assist with achieving organizational goals.

• Responsible for workforce panning, organizational design, and strategic planning from a market perspective and in alignment with organization. Sets priorities for facility workforce planning within market. Oversees market and executive reorganization efforts, including partnering with corporate HR and divisional leadership as necessary.

• Monitors market metrics, external market developments, and HR analytics to diagnose needs throughout market and partners with COE and market executives and HRBPs in development of strategies to address talent at a market level.

• Ensures compliance efforts related to regulatory standards are met and serves on appropriate market compliance committees.

• Advises market leadership on organizational development strategies, including the assessment of market capabilities by identifying competency and talent gaps, ensuring development of human capital resources, and performing talent assessments and succession planning aligned with current and future performance standards and organizational goals. Serves as a strategic partner concerning escalated employee relations issues.

• Partners with COE regarding organization compensation strategies and leads market compensation strategies as appropriate, facilitates annual market compensation decisions.

• Sponsors market employee wellness programs aligned to organizational mission and in support of business objectives.

• Leads development and sponsors execution of comprehensive strategy to engage, motivate, and retain employees across the market.

• Reviews and benchmarks the internal and external environment to improve HR policies and initiatives.

• Drives the sharing of best practices across market and organization to facilitate continuous improvement. Provides guidance to leadership in the administration and interpretation of policies, assuring consistent administration.

• Maintains knowledge of progressive HR practices and key trends in talent. Ensures compliance measures are maintained for all regulatory and legal requirements.

• Serves as a strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization. Drives employee engagement and change management activities. Coaches executive leadership through change management process. Leverages and tracks early dynamic condition indicators that may impact the success of achieving and sustaining change/success.

• Serves as a champion for the HR operating model and serves as the market liaison between the market and regional leadership and AdventHealth HR functions to ensure that services and solutions are driving business objectives and aligned with market needs. Serve as a trusted partner, initiating and maintaining effective communication with market leaders, HR Shared Services, and Centers of Expertise. Identifies new opportunities for HR to add value to the business.

• Utilizes workforce data analytics and business metrics to identify and analyze talent implications, trends, formulates insights, and makes recommendations on key business solutions and opportunities to influence and drive employee engagement, performance, retention, and influence leadership decision making.

• Leads financial budgeting process for market HR functions and facility-specific HR budget strategy and serves as a contributing member of financial management for market.

• Provides leadership and influence in the mission integration and culture of facility aligned with AdventHealth Mission Integration standards. Leads incorporation of AdventHealth culture and transition to AdventHealth business model for newly acquired business units.

KNOWLEDGE AND SKILLS REQUIRED:

• Highly proficient in Microsoft Word, Outlook, Excel, Access, and PowerPoint

• Experience with project management methodologies

• Possesses strong skills in the area of organization, prioritization, and managing multiple priorities within tight deadlines; Ability to complete large amounts of work effectively and efficiently

• Demonstrated superior matrix management and partnering skills; Ability to thrive in a dynamic hands-on environment that requires a consultative approach and solutions that span multiple business units

• Understanding of how IT affects an organization and ability to link it to redesigned business processes; Ability to understand, explain, and suggest interrelationships between business and technology strategies; Ability to learn and use strong business acumen to support strategic alignment of initiatives

• Ability to establish and maintain strong relationships; Ability to quickly build relationships and diplomatically negotiate common approach; Ability to interact with all levels of management; Ability to work collaboratively and individually to achieve stated goals

• Excellent oral and written communication skills

_KNOWLEDGE AND SKILLS PREFERRED:_

• Proficiency with Microsoft Office Suite (Outlook, Word, Excel, PowerPoint)

• Working knowledge of a variety of human resources disciplines, including employee relations, compensation, performance management, HR analytics and employee engagement

• Effective communicator, with strong professional and interpersonal skill

• Ability to serve as a consultant on strategic and operational matters

• Ability to handle confidential matters with maximum discretion

Qualifications

EDUCATION AND EXPERIENCE REQUIRED:

• Bachelor's degree in HR, Business, or related field

• Minimum of 7 years of progressive HR management experience

_EDUCATION AND EXPERIENCE PREFERRED:_

• Master’s degree in Human Resources, Organizational Leadership, or related field

• 8-10 years HR business partner experience working in with senior leadership in a healthcare provider setting

• Management experience within a healthcare organization.

• Project management and consulting experience

LICENSURE, CERTIFICATION OR REGISTRATION REQUIRED:

_LICENSURE, CERTIFICATION OR REGISTRATION PREFERRED:_

• Senior level certification preferred in one or more of the following: Society for Human Resources Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP), Certified Strategic Human Resources Business Partner (sHRBP)

This facility is an equal opportunity employer and complies with federal, state and local anti-discrimination laws, regulations and ordinances. The salary range reflects the anticipated base pay range for this position. Individual compensation is determined based on skills, experience and other relevant factors within this pay range. The minimums and maximums for each position may vary based on geographical location.

**Category:** Executive

**Organization:** AdventHealth Executives

**Schedule:** Full-time

**Shift:** 1 - Day

**Req ID:** 25018457

We are an equal opportunity employer and do not tolerate discrimination based on race, color, creed, religion, national origin, sex, marital status, age or disability/handicap with respect to recruitment, selection, placement, promotion, wages, benefits and other terms and conditions of employment.