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Major Responsibilities:
Collaborates with site leadership and COEs on people strategies to support organizational outcomes and strategies. Advises leaders on how to effectively use data and other assessment methodologies to identify behaviors or emerging trends that positively or negatively impact organizational outcomes; develops and implements strategic responses to address trends.
Monitors associate engagement survey results and strategically responds for maximum impact. Executes on system associate engagement initiatives. Coaches and consults on matters of team culture and development, including performance management, individual and team development, associate engagement turnarounds, corrective action and employment termination. Leads or plays a significant role in the implementation or ongoing performance of interdisciplinary teams to accomplish key organizational objectives (e.g. associate safety, workplace violence, advocate experience, associate engagement, etc.)
Collaborates with site leadership on key talent management strategies. Utilizes leader and team assessment tools and coaching recipients on effectively using the results of such tools. Provides and facilitates system and site based learning (in person and virtual facilitation, self-directed learning/resources, coaching, etc.) designed to develop leader competencies and skills. Coaches and consults with leaders to implement leadership practices that positively impact associate engagement and retention.
Partners with site HR leadership to manage the site talent management process, including facilitating calibration sessions and succession planning activities to identify top talent, determine readiness for advancement, identify skill gaps, and develop site learning plans to build bench strength. Delivers appropriate coaching and development to assist leaders in their ongoing development. Partners with Learning team members to identify site and system based needs to address individual and broad leadership development gaps. Supports site based sustainment of system developed programs.
Supports leaders to ensure execution of organizational effectiveness interventions that tangibly solve issues to improve operational efficiency. Consults with leaders on human capital related business operations, such as productivity, or workforce planning data; assists in data interpretation and making appropriate adjustments.
Utilizes team effectiveness methodology and interventions to support teams in forming, developing, and operating at optimal levels of performance. Collaborates to identify operations improvement opportunities. Implements organizational and individual diagnostic tools that provide greater insights to organizational effectiveness priorities; delivers solutions against those priorities and ensure measurable impact.
Ensures that human resources policies and practices are applied with fairness and consistency and in accordance with Advocate Aurora Health’s Mission, Values and Philosophy. Works in partnership with the ARCC regarding complex or challenging associate relations situations. Follow-up work may include, conducting investigations related to associate concerns or external requests, coordinating with internal and external resources in formulating responses, and partnering with ARCC and leadership on complex separation or corrective action situations.
Contributes to improve the diversity and inclusion best practices across the site and system. Coaches leaders on positive associate relations strategies to maintain engaged associates, and preserve open and direct communication with associates.
Advises leaders and associates to effectively manage change and mitigate risk. Coaches and consults with leaders on organizational redesign/restructuring to ensure informed and effective decisions are made regarding structure, people and processes.
Advises on effective change management processes to result in greater impact, adoptions, realization of key organizational strategies and to mitigate risk. Acts as change agent by utilizing processes and resources to prepare leaders and associates for ongoing change and transformation.
Collaborates with site leadership and COEs on people strategies to support organizational outcomes and strategies. Advises leaders on how to effectively use data and other assessment methodologies to identify behaviors or emerging trends that positively or negatively impact organizational outcomes; develops and implements strategic responses to address trends.
Monitors associate engagement survey results and strategically responds for maximum impact. Executes on system associate engagement initiatives. Coaches and consults on matters of team culture and development, including performance management, individual and team development, associate engagement turnarounds, corrective action and employment termination. Leads or plays a significant role in the implementation or ongoing performance of interdisciplinary teams to accomplish key organizational objectives (e.g. associate safety, workplace violence, advocate experience, associate engagement, etc.)
Collaborates with site leadership on key talent management strategies. Utilizes leader and team assessment tools and coaching recipients on effectively using the results of such tools. Provides and facilitates system and site based learning (in person and virtual facilitation, self-directed learning/resources, coaching, etc.) designed to develop leader competencies and skills. Coaches and consults with leaders to implement leadership practices that positively impact associate engagement and retention.
Partners with site HR leadership to manage the site talent management process, including facilitating calibration sessions and succession planning activities to identify top talent, determine readiness for advancement, identify skill gaps, and develop site learning plans to build bench strength. Delivers appropriate coaching and development to assist leaders in their ongoing development. Partners with Learning team members to identify site and system based needs to address individual and broad leadership development gaps. Supports site based sustainment of system developed programs.
Supports leaders to ensure execution of organizational effectiveness interventions that tangibly solve issues to improve operational efficiency. Consults with leaders on human capital related business operations, such as productivity, or workforce planning data; assists in data interpretation and making appropriate adjustments.
Utilizes team effectiveness methodology and interventions to support teams in forming, developing, and operating at optimal levels of performance. Collaborates to identify operations improvement opportunities. Implements organizational and individual diagnostic tools that provide greater insights to organizational effectiveness priorities; delivers solutions against those priorities and ensure measurable impact.
Ensures that human resources policies and practices are applied with fairness and consistency and in accordance with Advocate Aurora Health’s Mission, Values and Philosophy. Works in partnership with the ARCC regarding complex or challenging associate relations situations. Follow-up work may include, conducting investigations related to associate concerns or external requests, coordinating with internal and external resources in formulating responses, and partnering with ARCC and leadership on complex separation or corrective action situations.
Contributes to improve the diversity and inclusion best practices across the site and system. Coaches leaders on positive associate relations strategies to maintain engaged associates, and preserve open and direct communication with associates.
Advises leaders and associates to effectively manage change and mitigate risk. Coaches and consults with leaders on organizational redesign/restructuring to ensure informed and effective decisions are made regarding structure, people and processes.
Advises on effective change management processes to result in greater impact, adoptions, realization of key organizational strategies and to mitigate risk. Acts as change agent by utilizing processes and resources to prepare leaders and associates for ongoing change and transformation.
Licensure, Registration, and/or Certification Required:
None Required.
Education Required:
Bachelor’s Degree in Human Resources or related field.
Experience Required:
Typically requires 5 years of experience in human resources, organizational development, or associate relations experience including successful team interventions, leader coaching (including performance management). Experience working in a complex healthcare organization is a plus.
Knowledge, Skills & Abilities Required:
Demonstrated ability to effectively understand and interpret HR policies and practices, providing options and recommendations within the parameters of acceptability in a thorough and objective manner. Ability to prepare and coach leaders on sound HR practices.
Working knowledge of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, employee/union relations, diversity, performance management, regulatory compliance and employment laws.
Excellent communication, presentation, and interpersonal skills, with an ability to build/foster strong trusting relationships, influence leaders and develop solutions to achieve results.
Analytical ability, business, industry and financial acumen; understands the role caregivers and leaders play in driving financial performance. Ability to adapt quickly to changing circumstances in the business.
Must be self-directed, self-motivated, flexible and ability to take initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.
Ability to understand and use relevant HR technology systems to support caregiver and business needs. Working knowledge of measurement concepts, data mining and analysis. Proficient in the use of Microsoft Office.
Physical Requirements and Working Conditions:
Exposed to a normal office environment.
This position requires travel so may be exposed to road and weather hazards.
Operates all equipment necessary to perform the job.
This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.
