Vice President, Chief Human Resources Officer (CHRO)

Vice President, Chief Human Resources Officer (CHRO) Support Center If you are a current Adventist HealthCare employee, please click this link to apply through your Workday account. Adventist HealthCare seeks to hire an experienced Vice President, Chief Human Resources Officer (CHRO) who will embrace our mission to extend God's care through the ministry of physical, mental and spiritual healing.

• This role serves an organization whose mission and operations are grounded in the beliefs and practices of the Seventh-day Adventist Church.

Preference for interview selection will be given to candidates who demonstrate active participation and membership in good standing within the Seventh-day Adventist Church. The Vice President and Chief Human Resources Officer (CHRO) will be a key member of the executive leadership team, responsible for overseeing all HR functions across the healthcare system. This individual will develop and implement HR strategies that align with the organization's mission, vision, and values, supporting the overall business plan and strategic direction of the organization. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors. As a Vice President and Chief Human Resources Officer (CHRO), you will:

Strategic Leadership:

Develop and execute HR strategies that support the organization's goals and objectives, focusing on attraction, engagement, development, and retention.

Organizational Development:

Lead initiatives to improve organizational effectiveness, culture, and employee engagement, fostering a positive and inclusive work environment.

Talent Management:

Oversee the recruitment, selection, occupational health, and onboarding processes to attract and retain top talent. Create and maintain talent pipelines to increase the number of applicants. Implement robust performance management and succession planning programs.

Compensation and Benefits:

Design and manage competitive compensation and benefits programs to ensure they are aligned with industry standards, support employee wellbeing and serve as a recruitment, retention and engagement tool.

Compliance and Risk Management:

Ensure compliance with all employment laws, regulations and company policies. Develop and implement HR policies and procedures that minimize risk and enhance organizational best practices.

• Diversity, Equity, and Inclusion (DEI): Champion DEI initiatives to create a diverse and inclusive workplace, promoting equity across all levels of the organization.

Employee and Labor Relations:

Manage employee relations issues, providing guidance and support to managers and employees to resolve conflicts and enhance workplace harmony. Serve as Chief Strategist and Negotiator for labor issues including but not limited to union petition response, labor disputes, union negotiations, collective bargaining, arbitration, etc.

HR Technology:

Leverage HR technology and data analytics to improve HR processes, drive decision-making, and enhance the employee experience. Ensure a positive work environment that is safe, fulfilling, inclusive, respectful, free from discrimination and harassment, and promotes overall well-being. Qualifications include:

• Bachelor's degree in human resources, social sciences, business or a related discipline.
• MBA or related Master's degree required.
• A minimum of 15 years of progressive HR leadership experience, ideally within the healthcare sector.
• A minimum of 10+ years of Senior Management experience required
• Specialty certifications or coursework preferred (SHRM-CP, Labor and Employee Relations, Total Rewards, compensation or benefits).
• Must be knowledgeable with Maryland, District of Columbia and federal employment laws to include ERISA, NLRA, ESSL, ADA, Pregnancy Laws, FMLA, FLSA, EEO, etc.
• Ability to maintain a positive attitude with strong interpersonal skills in order to establish and maintain effective work relationships to build and maintain positive relations with employees, managers and union representatives.
• Ability to productively address conflict in union negotiations and employee relations matters.
• Ability to exhibit a high level of confidentiality within and outside the organization regarding all data and information obtained through the course of daily work.
• Ability to conduct investigative interviews.
• Ability to set and meet multiple priorities, initiative to take on new challenges and high energy to partner with diverse teams in a fast-paced work environment.
• Decision-making, problem-solving, and strong analytical skills required.
• Sound business judgment and financial acumen, including budgeting.
• Superior customer service, excellent verbal and written communication skills with the ability to engage professionally with all levels within the organization.
• Lead through

Mission and Values:

Consistently role model the organization's Mission, Values, and Service Standards. Create a team environment that increases the awareness of and compassion for the emotional and spiritual needs of each team member. Respond to situations and opportunities with a Christ-like approach - knowing t is more than the current circumstance.

• Own personal story of why one was called to work in healthcare, recognizing that it fuels a drive for excellence and service.

Coach and Develop Others:

Provide future-focused, individualized attention to help others excel in their current or future job responsibilities; work with the individual to develop their unique talents and abilities, apply them to specific challenges and opportunities, and create the goals and action plans that will ensure success.

Collaborate and Build Relationships:

Work effectively and cooperatively with peers, partners, and others to positively impact mission and business performance; establish and maintain good working relationships; instill collaborative practices within own team and throughout the organization that inspires commitment, engagement, and results.

Display Emotional Intelligence:

Establish and sustain trusting relationships by accurately perceiving and interpreting own and others' emotions and behavior; actively seek feedback on performance and behavior in order to continually improve; leverage insights to effectively manage responses so that one's behavior matches the AH mission, purpose, and values, and delivers intended results.

Lead Change:

Possess an expected level of understanding of change management; design and implement changes to strategy, structure and processes to enhance performance; empower others to solve problems and implement appropriate changes; break down organizational barriers and help others overcome resistance to change.

Demonstrate Executive Presence:

Present a poised, credible and confident demeanor that reassures others and commands respect; convey an image that is consistent with the organization's mission, vision and values.

• Drive for

Results:

Translate strategic priorities into operational reality; create culture of accountability and ensure that people meet performance standards; define and monitor processes to foster results; establish and develop sign-off points and best... Visit the Employer site for more details