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The ideal candidate will demonstrate both the interest and knowledge base to support GVHC’s internal patient and staff centered culture by aligning approaches and practices. The successful candidate will have a Bachelor’s Degree in HR (or related field) from an accredited four-year college or university. Must have 4+ years of HR experience (preferably within a health care agency) with proven record of successful management experience, or senior level HR work. PHR or SPHR certification preferred.

The AVC/CHRO reports the UAMS Vice Chancellor for Finance and CFO, and serves as a key member of the UAMS leadership team. He/she will be responsible for the delivery of successful programs and services that integrate the "people" side of the business across the UAMS. The AVC/CHRO will lead integrated and consistently high quality services including recruitment and retention, organizational development, compensation, systems and services, technology solutions, and performance monitoring and compliance.

The Director Human Resources serves as a key member of the administrative team and reports directly to the CEO of the Hospital. This position directs all hospital human resources activities, implementing and adhering to corporate and facility personnel policies and procedures. The Director acts as an employee advocate with current theoretical approaches to the administration of human resources guidelines, applies principles of human resources management through knowledge of EEOC, federal and state labor laws and ADA requirements, and has responsibility for benefits administration, labor relations, file management and JCAHO and AHCA complies.

The Associate Hospital Director of Human Resources is a strategic member of their entities Senior Teams and is responsible for the daily HR operations of their organization. This position ensures that all Human Capital Services are being properly communicated and rolled out to their employees, leaders, and physicians so that they can properly utilize such services. The Associate Hospital Director ensures that all HR goals and objectives are met for their entity. This position also provides guidance on the workforce strategic plan and assists on steering committees and systemwide projects as necessary and manages the HR operations staff at their entities. The ideal candidate will be able to lead and coach people and possess excellent analytical and customer service skills.

Memorial Regional Hospital, a 757-bed Level 1 Trauma Center, and the flagship facility of the Memorial Healthcare System, holds a distinguished reputation for advanced medicine and technology, with over 70 specialties and sub-specialties practiced here. As Director of Human Resources, you will serve as a strategic leadership partner with full accountability for the HR needs of over 3,500 employees. This will include oversight of all activities related to development, retention, and motivation in alignment with hospital initiatives and workplace culture goals.

The Human Resources Division provides entity support to all major locations in the Sharp HealthCare system. All entity Human Resources offices are managed centrally by the Vice President of Employee/Labor Relations and Recruitment Strategies. The HR Director at each sited manages their staff and offers services that meet the entity needs.

In this hands-on leadership role, the selected candidate will oversee all human resource functions including recruitment & retention, compensation and benefits, performance management, employee relations, orientation and development, and workers compensation.  Will develop and implement human resources policies, practices, and procedures to ensure compliance with federal, state and local laws and regulations. Demonstrates and provides leadership competencies for the department.  

We are currently seeking a Director of Human Resources / Labor Relations to be responsible for all HR activities including labor and employee relations. You will also supervise and evaluate HR staff, formulate and interpret HR policies in conjunction with Corporate HR, develop and maintain budget for site programs, and serve as a representative in contractual labor/management committees and during labor contract negotiations. Responsibilities also include reviewing and developing staff reduction action plans and departmental restructuring plans, implementing layoff activities, guiding departmental directors in identifying appropriate areas of reduction, and preparing communication to affected union and non-union employees.

Provides human resources consultation and support to a designated business unit. Uses knowledge of various human resources functions, including staffing, compensation, benefits, training and employee relations to provide tactical HR support to line managers. Consults with business unit management in the strategic planning process and development of human resources strategies that support the unit's business needs. Acts as a liaison to other human resources functions when necessary. Familiar with a variety of the field's concepts, practices, and procedures within a particular field. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. Leads and directs the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department. Performs other related duties as assigned.

Reports to the Director or Manager of Associate Relations. Serves as a consultant providing HR advice, guidance and support to assigned business units, managers and associates on a broad range of HR related issues and policies. The Business Partner also informs and works collaboratively with HR subject matter experts on innovative solutions to issues. Will develop and present training as needed. Partners with HR staff to ensure cohesion across functions.

The future Informatics Specialist will be detail-oriented, analytical, and results driven to thrive in a fast-paced and ever-changing department. Candidates should excel in designing, implementing and maintaining reports and databases as well as be a guru to all things data related.

The Lead Recruiter is responsible for the coordination of daily recruitment operations and workflow monitoring such as performance management, scheduling, recruitment strategies, systems, and processes that result in the attraction and selection of the best talent. The candidate will participate in the hiring and orientation process for recruitment staff; provide ongoing guidance, education, and training to ensure standardization, consistency; improve recruitment, selection, candidate management and hiring efficiencies; oversee new hire preboarding processes to ensure adequate background checks, licensure verification and eligibility for employment is completed for all new hires; and coordinate recruitment activities for assigned areas of service including interviewing, scheduling, testing, and referring qualified candidates to hiring managers.

Assists Director Compensation & Benefits in the administration of executive and physician compensation programs designed to maintain the Network's competitive position. Administers the Supplemental Executive Retirement Plan, EIP/MIP plans, compensation budget for EIP/MIP/SSP, etc. Assists in developing salary administration programs, processes, and policies. Reviews changes in wages and salaries for conformance to policy. Assists in an annual review of the organization's salary structures.

This position is responsible for the management and delivery of high quality benefit programs and services aligned with plan provisions and the strategic program intent of UNC HCS. Develops and maintains automated transactional and administrative program support, communication initiatives, customer service activities and program education. Incumbent actively utilizes continuous quality and process improvement tools to deliver quality, accuracy and consistency in the benefit programs. Monitors the compilation of cost benefit and financial analyses to include operational data and trends for all benefits programs utilized for strategic total compensation planning, design and program management. Manages the work and performance of three Benefits Consultants.

The Director of Leadership Recruitment and Development is responsible for identifying and recruiting candidates for leadership roles across New York Presbyterian Hospital and ensuring the organization has the talent needed to achieve its goals. This position plays a pivotal role in the optimization and placement of internal leadership talent as well as the recruitment of external leadership talent in the marketplace.