Job Description
We are excited to announce an opportunity in the growing Pulse Heart Institute! The Institute is a partnership between Cardiac Study Center, MultiCare Regional Heart & Vascular Centers and MultiCare Medical Associates. These organizations share a long history of delivering clinically innovative firsts to the region. Pulse Heart Institute is the first of its kind in our community and combines the best of private practice with the extensive capabilities of a large health system. It is an integrated, cardiovascular organization to unite cardiac, thoracic, and vascular services into one cohesive unit. Pulse works to build a seamless, comprehensive range of care in both adult inpatient and outpatient settings. Pulse Heart Institute is working to realize the vision of becoming a world-class health care organization and a destination center for cardiac, thoracic and vascular care. Patients in our community and beyond can experience better outcomes, significantly improved access to care, a refined, patient-centric approach and advanced state-of-the-art programs. If you are interested in joining an exciting new venture in cardiovascular medicine, please submit your resume for consideration.
The Cardiac Study Center Director of People and Culture is responsible for
creating and bringing to life a strategic vision for People & Culture
capabilities throughout Pulse Heart Institute. The role is required to
coordinate with teams that design and deliver employee experiences today
and push to explore what is possible 2-4 years out, with the ultimate goal to
align and motivate the institute to create a workforce experience that reflects
the unique employee value proposition. The Director of People and Culture
will be responsible for providing Human Resources guidance in the areas of
performance management, staffing, compensation, employee engagement,
organizational design, talent management, and organizational change in
alignment with CHVI/CSC objectives.
PRINCIPAL ACCOUNTABILITIES
People and Culture – Support and drive engagement efforts
-Act as coach, mentor, strategic advisor, thought leader, and functional expert to the leadership team.
-Evolve remote workforce capabilities, culture, and accountabilities.
– Work closely with other functional leaders to ensure cultural strategies are
embedded in service delivery as well as throughout the employee life cycle
to include recruitment, orientation, training, recognition, performance
management, etc.
– Partner with the Leadership team to support growth initiatives, manage
change, and enhance performance.
– Facilitate/lead change and transition efforts in various parts of the
organization to ensure identified goals are fully achieved
– Establish credibility as an effective listener, trusted partner, and problem
solver of human resource challenges.
Performance Management – Support culture and enhance performance
– Evolve performance evaluation process with an eye towards an effective
system that develops talent and holds employees accountable for
individual performance success centered in the mission of the
organization.
– Establish talent strategies inclusive of development, succession planning,
and retention.
– With a growth mindset, continuously look for opportunities to improve
how we run our business, manage our objectives/key results, and derive
value from our investments. Partner with system senior leadership to
deliver executive coaching and consulting services at the system, regional,
network levels
– Create a culture where feedback is embraced to evolve leaders and
enhance performance.
– Support engagement survey & performance management
Diversity Equity and Inclusion – Support leaders and staff to enhance deliver
and build a welcoming environment for all
– Partners with leaders to educate and coach leaders and caregivers on
progressive ways to enhance diversity, equity and inclusion on their teams
and across the organization. Establishes systems and processes to attract,
develop, engage, and retain talented employees; creating a work
environment where people can realize their full potential, thus allowing
the organization to meet current and future clinical and operational
challenges.
– Guide recruiting efforts to create a brand that appeals to diverse
applicants.
– Develops tools, guidelines, and solutions to help the organization
strengthen a culture that embeds diversity, equity and inclusion into all HR
processes, creating a work environment where all caregivers feel welcome and are empowered to do their best work using their unique gifts. Provides feedback, instruction, and development guidance to help others excel in their current or future work responsibilities; planning and supporting the development of individual skills and abilities.
– Ensures a holistic view of DEI is provided while working towards creating viable and sustainable solutions for our dynamic environment by creating diversity and inclusion programs in alignment with the rhythm of the business and that events, requests, engagements, etc., are scheduled and designed to encourage maximum participation, sponsorship, and support.
Talent Integration – Allow a pipeline for future endeavors
– Partner with key leadership stakeholders for employee integration including position mapping, change management and culture integration.
– Partner to create seamless onboarding experience that drives for a successful MultiCare Experience
– Provide the full cycle of project management on talent integration initiatives
Talent Development – Grow a pipeline for future endeavors
– Collaboratively oversee development and delivery of employee onboarding and training programs in partnership with Clinical leaders, Regional and IBU Leadership, and other key stakeholders
– Direct strategy and oversee delivery of new employee orientation programs
– Direct the design, development and implementation of leadership and employee development strategies, programs and content
– Deliver employee and leader strategy that develops high-performing teams, enhances bench strength and retains key talent through succession planning, leadership development, engagement strategies etc.
– Assist the organization in becoming a deliberately developed organization by executing on the vision in a way that leadership that can understand and embrace
– Support executive leadership in the development of multi-year workforce plans directly tied to strategic initiatives, including gap analysis, scenario modeling, action planning, benchmarking, etc.
– Facilitate training on topics such as conflict management, communication, workplace civility, team dynamics, leadership, and/or foundational management practices
Human Resources Management – Ensure practices are compliant
– Leverage data and HR acumen to influence action, support decision making and root cause assessments.
– Investigate basic employee relations issues and recommend appropriate resolution; work in consultation with more senior level human resources manager/director to resolve complex issues. Coach faculty and unit leaders, and advise on organizational, employee, and labor relations issues.
– Assist in overseeing the performance appraisal process; ensure the appropriate process is followed.
LEADERSHIP COMPETENCIES
Personal Competencies
-Integrity
-Accountability
-Self-Development
Interpersonal Competencies
-Communication
-Collaboration
-Fostering Teamwork
-Developing Others
Organizational competencies
-Customer Focus
-Quality and Strategic Focus
-Financial and Operational Management
MINIMUM QUALIFICATIONS
KNOWLEDGE, SKILLS, & ABILITIES
– Knowledge of organizational development philosophy, best practices and current/future trends and research
– Knowledge of change management theories and practices
– Knowledge of management and health care trends
– Knowledge of continuous quality improvement principles and practices as well as knowledge of skill in the use and interpretation of data
– Knowledge of federal, state and local regulations and statutes and Labor Board rules impacting employee relations, HR policies and practices, the union environment, the recruitment function and equal opportunity programs.
– Knowledge of the progressive guidance procedure, industrial due process, and standard personnel practices
– Knowledge of the principles of information management in order to effectively analyze data and make decisions
– Knowledge of finance and budgeting
– Skill in the use of personal computers and related systems and software
– Skill in coaching, facilitation, public speaking and training delivery
– Skill in representing the organization to external stakeholders with professional, leadership and diplomatic presence
– Skill in employee management
– Skill in time management
– Skill in directing the work and activities of subordinates with the ability to effectively delegate
– Skill in providing leadership and in the mentoring of subordinates
– Ability to design and lead team interventions and retreats
– Ability to establish and maintain a cohesive work team
– Ability to establish a climate to achieve optimal performance levels
– Ability to communicate effectively both verbally and in written communication
– Ability to manage staff and reallocate resources as needed
– Ability to delegate effectively
– Ability to work independently and take initiative
– Ability to deal effectively with constant change
EDUCATION & EXPERIENCE:
– Bachelor’s degree in related field or 4 years of experience in lieu of degree will be considered
– Graduate degree preferred.
– Ten years of experience in a Leadership Development, Education, or Organizational Development role
– Five years of experience in a management capacity
– Consulting and/or executive coaching experience and certifications (formal or informal) preferred
– Healthcare experience preferred
– A criminal background check will be performed upon acceptance of offer of employment.
– Job Type: Full-time