Director, HR Mergers, Acquisitions & Transformation

We are so glad you are interested in joining Sutter Health!

Organization:

SHSO-Sutter Health System Office-Valley

Position Overview:

Provides expert knowledge and support to HR professionals and management on HR related integrations and reorganizations. Acts as an employee and management champion and change agent. Assesses and anticipates HR-related needs and coordinates resources and interprets policies to meet business objectives. Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. A primary focus is on service delivery of HR programs, policy and practices in which workforce staffing is impacted by transition or reorganizational management, due to large scale, system wide, system initiatives. This role serves as an expert on integration & reorganization management best practices.

Job Description:

EDUCATION:

• Bachelor's: Human Resources, Business Administration, Industrial Relations or related field or equivalent education/experience

TYPICAL EXPERIENCE:

• 12 years recent relevant experience.

JOB ACCOUNTABILITIES:
Integration & Reorganization Management (IRM).
• Implements system strategic initiatives in which employee org realignment and staff transitions are required.
• Manages multiple teams with long-term commitments and financial accountabilities. Manages the implementation of multiple projects, personally or through direct reports that comprise a system level program or initiative.
• Actions have impact on divisional business results, service to multiple areas across organization and influence strategy.
• Accountable for HR implementation of one or more, large scale integrations, reorganization, merger/acquisition.
• Focus on the strategic management of teams and partnerships with executives in support of successful projects and programs at the system level.
• Supervises team to support project design and lead project implementation.
• Provides HR leadership, training and mentoring to assigned staff regarding the art and science of HR integration/reorganization strategy implementation, including the development and use of project management methodology, processes, and tools, management of scope, issues, risks, work plans, communications, resources and budgets across multiple simultaneous projects.
• Translates complex content or process (HR project management) details in to simple, tangible formats that are easily understood by lay audiences. Adapts his/her style, presentation of materials, and communications to the needs of project stakeholders.
• Manages assigned project work groups/committees as needed. Ensures consistency in focus of these bodies so that goals are met.
• Effectively facilitates group meetings to drive decisions and/or alignment among diverse groups. Remains up to date on varied project components, ensuring implementation is aligned, coordinated, organized, and timely.
• Seeks and incorporates input from content experts in other areas to be sure relevant stakeholder perspectives are included in project planning and implementation.
• Ensures the standardized usage of effective project management process, practice and tools and the effective division of labor and task assignments are appropriate.

Partners with system and local leadership team(s) in charting the future of Sutter Health and assuring continuous improvement in overall affiliate effectiveness, efficiency and integration.
• Serve as HR executive providing strategic HR partnership and support; serves as a sounding board and “consigliore” as pertains to the employee relations “pulse” of the organization.
• Understands the business and culture of their affiliate(s), service line, or functional area, and translates that to partners as appropriate. Works closely with the executive leadership to translate current system/operating unit strategies into effective human resources goals, programs, structure and policies
• Provide advice and recommendations to affiliate management concerning the development and application of HR policies, programs and procedures.
• May review affiliate-specific plans regarding employee’s wages, hours and conditions of employment
• Manage end to end process and results
• Collaborate to enhance resource capability planning (identify skills and competencies needed for a particular role, identify gaps and how gaps are addressed)
• Partners with executives in designing organizational structures by offering guidance and making recommendations
• Support cultural activities by driving awareness and understanding as it relates to change management in terms of reorganizations/integration of staff.
• Brings knowledge of needs and issues to the discussions and decision-making process
• Assures effective communications
• Participates in and/or leads different affiliate or system-wide projects and initiatives impacting the affiliate
• Serve as key “trouble shooter” at affiliate when unique problems arise.

Strategic Thought Leadership.
• Acts as an expert, in terms of integrations & strategy deployment as it relates to people impacts and the policies and procedures needed to support the changes required.
• Reviews proposed department changes with administrators and managers, offering guidance and making recommendations.
• Collaborate within the organization to support organization changes developed, support the approved agenda and leverage experience/leading practices
• Support development and implementation of affiliate strategy
• Works closely with system, operating unit, and/or affiliate leadership who oversee the operational deployment of system initiatives, to ensure linkages to personnel impacts are clearly identified and managed.
• Ensures project performance goals are met in an efficient manner. Brings barriers and challenges requiring the attention of senior leaders to the attention of the appropriate individuals, as necessary.
• Proactively leads and collaborates to create solutions.
• Seeks leading practices (both internal and external) and implements within the affiliate

Leadership & People Management.
• Provide executive leadership to operating unit business partners, where applicable. Effectively manage operational and capital budget for the department within budgetary guidelines
• Oversees and ensures affiliate compliance with all applicable laws, regulations, and affiliate accreditation standards
• Continuously seeks economies of scale, scope and expertise, while simultaneously assuring that servicing is achieved
• Makes and participates in employment decision (hire/fire, terms and conditions of employment) related to HR, in accordance with HR policies and practices
• Exercises direct authority and functional authority effectively, based on relationship
• Assures that HR staff are effectively communicating and coordinating with counterparts
• Conducts/participates performance review, succession & development plans for HR
• Maintains a system to monitor and control HR operations, including implementing corrective actions as needed. Provides regular reports.
• Engages in high medium low discussions with staff, creating development plans and opportunities, providing mentoring opportunities and holding staff accountable.
• Interview, hire, train, counsel, complete performance reviews.
• Conducts rounding activities to gather informal feedback from the staff including items that need attention, recognition, what is going well, etc.

Program Development & Optimization.
• Assures that policies, programs and control systems are in place to protect the organization from HR-related risks
• Monitors and analyzes data and trends to identify potential opportunities, needs, issues, and/or problems that could impact project results.
• Identifies and ensures linkages across related projects, functions, and regions/affiliates.
• Serves in a content expert capacity to customize the policies and programs to service the appropriate geographical and business differentiation in delivery of such services.
• Participates in the design, build and communication of programs, policies, processes, and practices that deliver the long term strategy and offerings that support business goals.
• Gathers feedback and incorporates into future development opportunities. Accelerates the dissemination of successful practices, and provides recommendations for organizational alignment of assigned projects and programs.
• Develops strategies for implementation, polices and/or procedures, and partners in the design of strategy in a particular program/initiative area.
• Oversees the implementation of best practice project management approaches and tools, in alignment with Sutter Health standards, to ensure the highest level of confidence in evaluation of project progress
• Monitor/Manage organization effectiveness of programs
• Strives to achieve leading practice and best consensus decision-making

Job Shift:

Days

Schedule:

Full Time

Days of the Week:

Monday - Friday

Weekend Requirements:

As Needed

Benefits:

Yes

Unions:

No

Position Status:

Exempt

Weekly Hours:

40

Employee Status:

Regular

Sutter Health is an equal opportunity employer EOE/M/F/Disability/Veterans.

Pay Range is $177,777.60 to $284,460.80 / annual salary. Emeryville Pay Range is $202,030.40 to $323,232.00 / annual salary.

The compensation range may vary based on the geographic location where the position is filled. Total compensation considers multiple factors, including, but not limited to a candidate’s experience, education, skills, licensure, certifications, departmental equity, training, and organizational needs. Base pay is only one component of Sutter Health’s comprehensive total rewards program. Eligible positions also include a comprehensive benefits package.