<p>GENERAL SUMMARY :</p> <p>The Division Chief People Officer is responsible for providing leadership in developing and executing People and Culture strategies in support of the overall division strategic direction and in alignment with the organization's mission, values, and service standards. The leader serves as a trusted thought partner and collaborative advisor to the executive division team, providing proactive solutions to people strategy, culture, leader development, people management, organizational and operational design, strategy management and organizational effectiveness across division priorities, and growth plans in support of division objectives. The Division Chief People Officer serves as the champion of division and system-wide initiatives, ensuring division alignment in support of attracting, engaging, and retaining top talent. The incumbent will collaborate closely with Center of Expertise and Shared Services leaders, leveraging the full People and Culture operating model to achieve workforce objectives.</p> <p>PRINCIPAL DUTIES AND JOB RESPONSIBILITIES :</p> <ul> <li>In partnership with division executive leadership, diagnoses, translates, and defines current and future business needs into an overall integrated People and Culture strategic plan for the division aligned with long-term strategic initiatives of the organization. Focuses on strategic issues that contribute to the growth and competitiveness of the business. </li><li>Develops objectives for strategic initiatives as a proactive and valued member of division executive team, adjusting strategy to respond to changing needs. </li><li>Responsible for division People and Culture strategy and oversight and, serves as executive sponsor of organizational-wide talent strategies and their execution. Leverages corporate Center of Expertise (COE) partnerships to address division opportunities. </li><li>Provides expert advice, influencing business decisions impacting and related to all aspects of people management and leadership. Serves as a consultant, most frequently on issues related to strategy execution and change, organizational design, talent management, employee engagement, and performance management by understanding the key drivers of the business and how effective human capital management strategies can assist with achieving organizational goals. </li><li>Responsible for workforce planning, organizational design, and strategic planning from a division perspective and in alignment with organization. Sets priorities for workforce planning within division. Oversees division and executive reorganization efforts, including partnering with corporate People and Culture teams and divisional leadership as necessary. </li><li>Advises division leadership on organizational development strategies, including the assessment of division capabilities by identifying competency and talent gaps, ensuring development of talent resources, and performing talent assessments and succession planning aligned with current and future performance standards and organizational goals. Serves as a strategic partner concerning escalated employee relations issues. </li><li>Leads organizational design, organizational/strategy effectiveness, management system, strategic growth, and operational frameworks for the division. Creates and executes strategic action planning from stakeholder assessment for new division initiatives. </li><li>Monitors regional metrics, external market developments, and HR analytics to diagnose needs throughout division. Utilizes workforce data analytics and business metrics to identify and analyze talent implications, trends, formulates insights, and makes recommendations on key business solutions and opportunities to influence and drive employee engagement, performance, retention, and influence leadership decision making. </li><li>Facilitates frequent updates to executive leadership (on goals and progress) related to key initiatives, utilizing strong project management capabilities. </li><li>Serves as change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization. Drives employee engagement and change management activities. </li><li>Coaches executive leadership through change management process. Leverages and tracks early dynamic condition indicators that may impact the success of achieving and sustaining change/success. Assess and evaluate general change impacts as appropriate, conduct culturally appropriate mitigation plans, track impacts and next steps especially for groups that require additional readiness. </li><li>Partners with COE regarding organization compensation strategies and leads division compensation strategies as appropriate, facilitates annual division compensation decisions. </li><li>Drives the sharing of best practices across division and organization to facilitate continuous improvement. Provides guidance to leadership in the administration and interpretation of policies, assuring consistent administration. </li><li>Maintains knowledge of progressive People and Culture practices and key trends in talent management. Ensures compliance measures are maintained for all regulatory and legal requirements. </li><li>Sits on system-level HR leadership committees, helping shape organizational goals for people and culture. </li><li>Leads the team and all operations of Human Resources functions providing divisional leadership, diagnosing, translating and defining current and future business needs into an overall integrated strategic HR plan for the region aligned with long-term strategic initiatives of AdventHealth and in active alignment with other parts of the greater People and Culture team, spanning, corporate functions, shared services, and COE functions. </li><li>Leads financial budgeting process for regional HR functions and facility-specific HR budget strategy, and serves as a contributing member of financial management for division. </li></ul> <p>KNOWLEDGE AND SKILLS REQUIRED :</p> <ul> <li>Serves as a strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization. </li><li>Possesses strong skills in the area of organization, prioritization, and managing multiple priorities within tight deadlines; Ability to complete large amounts of work effectively and efficiently </li><li>Demonstrated superior matrix management and partnering skills; Ability to thrive in a dynamic hands-on environment that requires a consultative approach and solutions that span multiple business units </li><li>Ability to establish and maintain strong relationships; Ability to quickly build relationships and diplomatically negotiate common approach; Ability to interact with all levels of management; Ability to work collaboratively and individually to achieve stated goals </li><li>Highly proficient in Microsoft suite of products </li><li>Experience with project management methodologies </li><li>Excellent oral and written communication skills </li></ul> <p><em>KNOWLEDGE AND SKILLS PREFERRED:</em></p> <ul> <li>Working knowledge of a variety of human resources disciplines, including employee relations, compensation, performance management, HR analytics and employee engagement </li><li>Effective communicator, with strong professional and interpersonal skill </li><li>Ability to serve as a consultant on strategic and operational matters </li><li>Ability to handle confidential matters with maximum discretion </li></ul> <p>Qualifications</p> <p>EDUCATION AND EXPERIENCE REQUIRED :</p> <ul> <li>Master's degree in HR, business, or related field </li><li>Minimum of 10 years of progressive Human Resources Management experience </li></ul> <p><em>EDUCATION AND EXPERIENCE PREFERRED:</em></p> <ul> <li>Advanced degree in Human Resources, Organizational Leadership, or related field </li><li>8-10 years HR business partner experience working in with senior leadership in a healthcare provider setting </li><li>Management experience within a healthcare organization. </li><li>Project management and consulting experience </li></ul> <p>LICENSURE, CERTIFICATION OR REGISTRATION REQUIRED :</p> <p><em>LICENSURE, CERTIFICATION OR REGISTRATION PREFERRED:</em></p> <p>Society for Human Resource Management Senior Certified Professional (SHRM-SCP), or Senior Professional in Human Resources (SPHR), or Certified Human Resources Business Partner (HRBP)</p> <p>This facility is an equal opportunity employer and complies with federal, state and local anti-discrimination laws, regulations and ordinances. The salary range reflects the anticipated base pay range for this position. Individual compensation is determined based on skills, experience and other relevant factors within this pay range. The minimums and maximums for each position may vary based on geographical location.</p> <p>Category: Executive</p> <p>Organization: AdventHealth Executives</p> <p>Schedule: Full-time</p> <p>Shift: 1 - Day</p> <p>Req ID: 25018497</p> <p>We are an equal opportunity employer and do not tolerate discrimination based on race, color, creed, religion, national origin, sex, marital status, age or disability/handicap with respect to recruitment, selection, placement, promotion, wages, benefits and other terms and conditions of employment.</p>