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Job Description

Job Summary: Key Job Responsibilities

The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of

business (LOB) and plays a critical role in providing tools, communications, and a clear path for execution of

strategic functional initiatives. Provides a broad range of HR support for achieving business objectives, including

talent management, organization development, change management, leader effectiveness, succession planning,

and employee engagement. Additionally, the role will leverage and formulate partnerships across the HR Centers

of Expertise (COE) to ensure HR deliverables are addressed in a timely and thorough matter.

The Associate Director works with leaders across assigned line of business to establish and maintain an

understanding of the client's organization and business practices while building trusted, effective working

relationships. The Associate Director collaborates with department leaders to support organization design

including staffing, talent development, career / success planning and talent movement. In addition, the

Associate Director works with department leaders to drive attraction and retention including development of

integrated approaches to promoting diversity & inclusion in talent attraction, development, and retention.

Primary Duties & Responsibilities

•Manages and leads a team of HR staff by providing leadership and guidance to address complex questions

and issues. Guides staff and ensures HR services and team members meet customers’ needs consistent with

Cedars-Sinai philosophy, mission, vision, and strategic plan. May oversee other HR leaders.

•Partners and works with HR leadership in prioritizing and implementing HR LOB goals, initiatives and

strategies.

•Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of

Business. Manages, motivates and mentors a team of HR professionals. Promotes the development,

engagement and productivity of each employee by encouraging a healthy team environment.

•Serves as strategic partner to senior leadership, managers, and other personnel.

•Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other

business issues impacting the Line of Business, Human Resources and the organization.

•Proactively and regularly evaluates the Lines of Business, such as people, processes, programs, systems and

HR service delivery relative to organizational and business unit strategy and objectives in order to identify

short and long-term opportunities.

•Collaborates with management teams within the Line of Business and HR on the creative design and

implementation of high quality, integrated, flexible and efficient business solutions and improvement

initiatives.

•Develops strong working relationships with internal and external stakeholders of diverse backgrounds,

building reputation as a credible and trustworthy leader in order to successfully influence, facilitate change

initiatives and drive buy-in at all levels of the organization.

•Develops and interprets HR specific policies guidelines and processes and provides consultation to

department leadership on policy application and best practices. Recommends policy and process changes to

support business needs and organizational success.

•Recognizes potential employee relations issues in a productive manner. Manages and resolves complex and

sensitive cases through objective and thorough fact-finding investigations, mediation of difficult interactions,

political navigation.

•Provides strategic consultation to line of business leadership regarding compensation matters in order to

ensure, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well

as organizations compensation philosophy.

•Provides education, training and development guidance to management and employees. This includes

analysis of employee engagement surveys and other measurement tools, coaching line of business

management on leadership performance and practices, facilitating discussions and action planning for

learning, organizational development and talent management as well as career development, and succession

planning.

•Collaborates with other teams within HR, in cross-functional process improvement initiatives and integration.

Department-Specific Duties and Responsibilities

The HR Associate Director will play a pivotal role in leading HR functions across multiple Medical Groups & Surgery Centers, encompassing diverse entities with distinct governing practices. Key responsibilities include:

**Leadership and Governance** : Serve as the strategic HR Leader for physician (and advanced practice provider) groups, including staffing, performance management, engagement, retention, compensation, and organizational development.

**Influence:** Provide influence and expertise in working with Boards of Directors, Medical Directors, and Medical Group Presidents to align HR initiatives with organizational goals, including partnering with physician leadership at our Affiliates (Marina Hospital, Huntington Hospital and Torrance Memorial), to translate business goals into HR strategies and initiatives

**Complex Physician Investigations** : Lead and manage complex physician investigations in collaboration with the MN Chief Medical Officer, MN Chief Operating Officer, and Medical Group Directors/Presidents. Address a wide range of issues from Physician Relations to Medical Board Investigations, ensuring thorough and consistent handling across all medical groups. Navigate complex organizational dynamics and influence key stakeholders to maintain consistency and fairness in investigative processes. Develop strategies to manage and resolve investigations, ensuring alignment with best practices and organizational standards.

**Policy Development and Compliance** : Develop and implement HR policies and practices in accordance with State and Local laws, alongside Cedars-Sinai Policies and Procedures. Collaborate closely with MN Leadership, Line of Business (LOB), and Centers of Expertise (COE) stakeholders identifying issues and aligning policies with organization where needed. Work with HR compliance to contribute to physician contracting, onboarding, credentialing, privileging, and alignment to employment agreements. Develop and manage physician-focused HR policies, guidelines, and governance (e.g. dual employment, moonlighting, etc). Help ensure compliance with applicable laws, accreditation, medical staff bylaws, and regulatory requirements

**Acquisitions and Start-Ups** : Under the direction of the Director of HR Integration and in collaboration with the COEs, participate in activities related to acquisitions and the establishment of new medical groups. Responsible for supporting the HR initiatives to ensure a smooth transition and integration.

**Cultural Integration** : Drive the establishment, infusion, and promotion of the Medical Network Culture within the Medical Groups to foster a cohesive and unified organizational identity.

**Data-Driven Decision Making** : Establish metrics and best practices for utilizing data to inform and guide HR decisions within Physician Groups. Develop reporting mechanisms to track HR effectiveness and outcomes. Monitor and report on physician HR metrics (turnover, retention, satisfaction, compensation variance, benchmarking).

**Stakeholder Engagement** : Build and maintain strong working relationships with internal and external stakeholders, ensuring effective communication and collaboration across Medical Groups. Lead or participate in physician committees (quality committees, physician engagement councils). Represent the organization in external benchmarking, physician relations, and industry best practice forums

**Training and Development** : Lead efforts to enhance physician and staff development through targeted training programs, fostering a culture of continuous improvement and professional growth. Provide coaching, guidance, and consultation to physicians and clinical leaders on career progression, feedback, performance, development, and behavior·

**Change Management** : Provide strategic HR leadership during times of organizational change, ensuring stability and continuity in HR operations.

If assigned, serves as HR leader on affiliate projects, including collaborating with affiliate and Cedars-Sinai leadership to develop and implement integration plans, workflows, personnel, and other items.

Teamwork/Customer Relation Responsibilities

Collaborates to problem solve and make decisions to achieve desired outcomes

Cultivates and maintains strong customer relationships and rapport with stakeholders and/or client groups

Establishes effective working relationships with cross-functional team(s)

Ensures practices and procedures are inclusive of interpersonal and cultural diversity

Responds timely, effectively and appropriately to deliverables

Shares knowledge, time and expertise to assist other members of the team

Team Lead/Supervisory/Management Responsibilities

Plans, leads, and directs work of staff to ensure goals and objectives are completed within established budget

and deadlines are met.

Responsible for hiring, onboarding, managing schedules, personnel actions, performance reviews, and

performance improvement plans.

Supervises the day-to-day work of employees, assigns work, ensures tasks are completed and deadlines are

met.

These statements describe the primary duties and responsibilities of the job and are not intended to

be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without

notice.

JOB QUALIFICATIONS

Minimum - Bachelor's Degree Business Administration, Human Resources or a related field

Preferred - Master's Degree Business Administration, Human Resources or a related field

Work Experience

8 years Progressive experience in Human Resources

4 years Managing a team in Human Resources or a related field; or experience requiring significant human resource management or administrative oversight

Licenses and Certifications:

Senior Professional in Human Resources

(SPHR) SPHR or SHRM - SCP Upon Hire

Travel Requirements

Est. Amount - 5%

Qualifications

Job Summary: Key Job Responsibilities

The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of

business (LOB) and plays a critical role in providing tools, communications, and a clear path for execution of

strategic functional initiatives. Provides a broad range of HR support for achieving business objectives, including

talent management, organization development, change management, leader effectiveness, succession planning,

and employee engagement. Additionally, the role will leverage and formulate partnerships across the HR Centers

of Expertise (COE) to ensure HR deliverables are addressed in a timely and thorough matter.

The Associate Director works with leaders across assigned line of business to establish and maintain an

understanding of the client's organization and business practices while building trusted, effective working

relationships. The Associate Director collaborates with department leaders to support organization design

including staffing, talent development, career / success planning and talent movement. In addition, the

Associate Director works with department leaders to drive attraction and retention including development of

integrated approaches to promoting diversity & inclusion in talent attraction, development, and retention.

Primary Duties & Responsibilities

•Manages and leads a team of HR staff by providing leadership and guidance to address complex questions

and issues. Guides staff and ensures HR services and team members meet customers’ needs consistent with

Cedars-Sinai philosophy, mission, vision, and strategic plan. May oversee other HR leaders.

•Partners and works with HR leadership in prioritizing and implementing HR LOB goals, initiatives and

strategies.

•Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of

Business. Manages, motivates and mentors a team of HR professionals. Promotes the development,

engagement and productivity of each employee by encouraging a healthy team environment.

•Serves as strategic partner to senior leadership, managers, and other personnel.

•Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other

business issues impacting the Line of Business, Human Resources and the organization.

•Proactively and regularly evaluates the Lines of Business, such as people, processes, programs, systems and

HR service delivery relative to organizational and business unit strategy and objectives in order to identify

short and long-term opportunities.

•Collaborates with management teams within the Line of Business and HR on the creative design and

implementation of high quality, integrated, flexible and efficient business solutions and improvement

initiatives.

•Develops strong working relationships with internal and external stakeholders of diverse backgrounds,

building reputation as a credible and trustworthy leader in order to successfully influence, facilitate change

initiatives and drive buy-in at all levels of the organization.

•Develops and interprets HR specific policies guidelines and processes and provides consultation to

department leadership on policy application and best practices. Recommends policy and process changes to

support business needs and organizational success.

•Recognizes potential employee relations issues in a productive manner. Manages and resolves complex and

sensitive cases through objective and thorough fact-finding investigations, mediation of difficult interactions,

political navigation.

•Provides strategic consultation to line of business leadership regarding compensation matters in order to

ensure, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well

as organizations compensation philosophy.

•Provides education, training and development guidance to management and employees. This includes

analysis of employee engagement surveys and other measurement tools, coaching line of business

management on leadership performance and practices, facilitating discussions and action planning for

learning, organizational development and talent management as well as career development, and succession

planning.

•Collaborates with other teams within HR, in cross-functional process improvement initiatives and integration.

Department-Specific Duties and Responsibilities

The HR Associate Director will play a pivotal role in leading HR functions across multiple Medical Groups & Surgery Centers, encompassing diverse entities with distinct governing practices. Key responsibilities include:

**Leadership and Governance** : Serve as the strategic HR Leader for physician (and advanced practice provider) groups, including staffing, performance management, engagement, retention, compensation, and organizational development.

**Influence:** Provide influence and expertise in working with Boards of Directors, Medical Directors, and Medical Group Presidents to align HR initiatives with organizational goals, including partnering with physician leadership at our Affiliates (Marina Hospital, Huntington Hospital and Torrance Memorial), to translate business goals into HR strategies and initiatives

**Complex Physician Investigations** : Lead and manage complex physician investigations in collaboration with the MN Chief Medical Officer, MN Chief Operating Officer, and Medical Group Directors/Presidents. Address a wide range of issues from Physician Relations to Medical Board Investigations, ensuring thorough and consistent handling across all medical groups. Navigate complex organizational dynamics and influence key stakeholders to maintain consistency and fairness in investigative processes. Develop strategies to manage and resolve investigations, ensuring alignment with best practices and organizational standards.

**Policy Development and Compliance** : Develop and implement HR policies and practices in accordance with State and Local laws, alongside Cedars-Sinai Policies and Procedures. Collaborate closely with MN Leadership, Line of Business (LOB), and Centers of Expertise (COE) stakeholders identifying issues and aligning policies with organization where needed. Work with HR compliance to contribute to physician contracting, onboarding, credentialing, privileging, and alignment to employment agreements. Develop and manage physician-focused HR policies, guidelines, and governance (e.g. dual employment, moonlighting, etc). Help ensure compliance with applicable laws, accreditation, medical staff bylaws, and regulatory requirements

**Acquisitions and Start-Ups** : Under the direction of the Director of HR Integration and in collaboration with the COEs, participate in activities related to acquisitions and the establishment of new medical groups. Responsible for supporting the HR initiatives to ensure a smooth transition and integration.

**Cultural Integration** : Drive the establishment, infusion, and promotion of the Medical Network Culture within the Medical Groups to foster a cohesive and unified organizational identity.

**Data-Driven Decision Making** : Establish metrics and best practices for utilizing data to inform and guide HR decisions within Physician Groups. Develop reporting mechanisms to track HR effectiveness and outcomes. Monitor and report on physician HR metrics (turnover, retention, satisfaction, compensation variance, benchmarking).

**Stakeholder Engagement** : Build and maintain strong working relationships with internal and external stakeholders, ensuring effective communication and collaboration across Medical Groups. Lead or participate in physician committees (quality committees, physician engagement councils). Represent the organization in external benchmarking, physician relations, and industry best practice forums

**Training and Development** : Lead efforts to enhance physician and staff development through targeted training programs, fostering a culture of continuous improvement and professional growth. Provide coaching, guidance, and consultation to physicians and clinical leaders on career progression, feedback, performance, development, and behavior·

**Change Management** : Provide strategic HR leadership during times of organizational change, ensuring stability and continuity in HR operations.

If assigned, serves as HR leader on affiliate projects, including collaborating with affiliate and Cedars-Sinai leadership to develop and implement integration plans, workflows, personnel, and other items.

Teamwork/Customer Relation Responsibilities

Collaborates to problem solve and make decisions to achieve desired outcomes

Cultivates and maintains strong customer relationships and rapport with stakeholders and/or client groups

Establishes effective working relationships with cross-functional team(s)

Ensures practices and procedures are inclusive of interpersonal and cultural diversity

Responds timely, effectively and appropriately to deliverables

Shares knowledge, time and expertise to assist other members of the team

Team Lead/Supervisory/Management Responsibilities

Plans, leads, and directs work of staff to ensure goals and objectives are completed within established budget

and deadlines are met.

Responsible for hiring, onboarding, managing schedules, personnel actions, performance reviews, and

performance improvement plans.

Supervises the day-to-day work of employees, assigns work, ensures tasks are completed and deadlines are

met.

These statements describe the primary duties and responsibilities of the job and are not intended to

be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without

notice.

JOB QUALIFICATIONS

Minimum - Bachelor's Degree Business Administration, Human Resources or a related field

Preferred - Master's Degree Business Administration, Human Resources or a related field

Work Experience

8 years Progressive experience in Human Resources

4 years Managing a team in Human Resources or a related field; or experience requiring significant human resource management or administrative oversight

Licenses and Certifications:

Senior Professional in Human Resources

(SPHR) SPHR or SHRM - SCP Upon Hire

Travel Requirements

Est. Amount - 5%

About Us

Cedars-Sinai is a leader in providing high-quality healthcare encompassing primary care, specialized medicine and research. Since 1902, Cedars-Sinai has evolved to meet the needs of one of the most diverse regions in the nation, setting standards in quality and innovative patient care, research, teaching and community service. Today, Cedars- Sinai is known for its national leadership in transforming healthcare for the benefit of patients. Cedars-Sinai impacts the future of healthcare by developing new approaches to treatment and educating tomorrow's health professionals. Additionally, Cedars-Sinai demonstrates a commitment to the community through programs that improve the health of its most vulnerable residents.

About the Team

Cedars-Sinai is one of the largest nonprofit academic medical centers in the U.S., with 886 licensed beds, 2,100 physicians, 2,800 nurses and thousands of other healthcare professionals and staff. Choose this if you want to work in a fast-paced environment that offers the highest level of care to people in the Los Angeles that need our care the most.

**Req ID** : 12700

**Working Title** : Assoc Dir, Human Resources - MNS and Affiliates

**Department** : HR MNS and Affiliates

**Business Entity** : Cedars-Sinai Medical Center

**Job Category** : Human Resources

**Job Specialty** : Human Resources

**Overtime Status** : EXEMPT

**Primary Shift** : Day

**Shift Duration** : 8 hour

**Base Pay** : $64.71 - $113.24

Cedars-Sinai is an EEO employer. Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law.