JOB SUMMARY:

The Director of HR - Talent Management oversees the tactical day-to-day operations and activities for the talent acquisition and talent management functions of the HR department. In partnership with the Director of HR - Total Rewards and Compliance, advises and assists the Vice President of Human Resources (VPHR) in the delivery of all human resources services to the organization. This may include, but is not limited to, consultation on complex or sensitive personnel matters, assistance in planning the allocation of resources, and the design, implementation, and delivery of HR functions and services, specifically focused on recruitment, employee relations, labor relations, volunteer services, and personnel transactions.

The Director is responsible for the general leadership, supervision, and direction of HR organizational units. They provide tactical guidance, advice, and mentorship, including recommendations regarding critical matters pertaining to the delivery of HR services. This involves consultation with senior leadership and management to troubleshoot and resolve issues and ensure that HR is providing services that meet the needs of RCHSD’s workforce, while maintaining compliance across HR functions. This position may represent the VPHR on committees, task forces, and working groups as needed.

Additional key accountabilities will include, but are not limited to:

• Serving as an active participant in HR planning and strategy discussions, identifying issues and options to support executive decision making, and ensuring the VPHR’s decisions are carried out appropriately and effectively.
• Providing support to VPHR on special projects and initiatives, including compliance, that impact HR functions/services.
• Working with the VPHR, HR staff, and key collaborators, the Director will build and implement HR programs, policies, and procedures to ensure HR service objectives in support of the organization’s mission are consistently supported and achieved.
• Research new HR strategies and practices to continually evolve the HR function. Establish HR learning communities, networking and development opportunities to help team stay current and relevant.

MINIMUM QUALIFICATIONS:

Bachelor’s Degree

A minimum of seven years of HR experience in roles with increasing responsibility resulting in extensive knowledge of HR functions and best practices, specifically in employee/labor relations and recruitment.

Minimum of five years of supervisor and/or leadership experience.

Proficient project manager with strong analytical skills and keen ability to multi-task

Established focus on labor, regulatory and compliance

Proficient with PC office products and experience with HRIS

KEY CHARACTERISTICS INCLUDE:

• Integrity, courage, and open-mindedness
• Proven creative problem solver
• High energy with a builder mentality
• Decisiveness with an eye toward organizational goals
• Demonstrated emotional and cultural intelligence
• Client-centric, visible, accessible and approachable with the ability to relate effectively across all levels
• Standout colleague with excellent interpersonal skills, able to build solid relationships
• Confidence with the ability to inspire confidence in others
• Ability to influence at the highest levels and think outside of the box
• Ability to clearly communicate the HR and organizational strategy
• Exceptional communication and writing skills
• Demonstrated record in managing change
• Intellectual curiosity and an intrinsic desire to search for knowledge
• Resourceful, driven and self-initiated
• Demonstrated ability to build a cohesive and healthy team environment

PREFERRED QUALIFICATIONS:

Master’s Degree

SPHR Certification

The expected hiring range for this position is $70.96 to $97.57

Rady Children’s Hospital is committed to compensation that is externally competitive and internally equitable. We demonstrate this commitment by conducting regular market reviews to remain competitive with organizations of similar size in the nonprofit, healthcare sector. The range listed above does not represent the full salary range for the position but is the expected hiring range for qualified candidates. Compensation decisions consider a variety of factors including experience, education, licensure, unique skillsets, organizational need, and internal equity. This posting will remain open from the “date posted” until the hiring manager has determined there is a sufficient applicant pool or until the position is filled.