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Banner Health, one of the nation’s leading health care systems, has retained Witt/Kieffer to assist in the recruitment of its next vice president of Talent Acquisition. Banner Health, headquartered in Phoenix, Arizona, includes 25 acute care hospitals and health care facilities across seven states, Banner Medical Group, and Banner Health Network, which serves 300,000 members. With a continued focus on strategic growth, today the system generates over $5.5 billion in annual revenue and has nearly 39,000 employees making it the second-largest private employer in both Arizona and Northern Colorado.

The Compensation Consultant provides analysis to ensure the effectiveness of the district’s compensation program and to assist in the development of competitive pay models, the development and implementation of salary grades, and the preparation of required proposals and analyses.

Serves as a liaison and partner with assigned departments providing human resources expertise to operations. Reports to the AVP of Human Resources and the assigned department/division AVP or VP. Provides human resources expertise and advise in employee relations, employment, training and development, compensation and benefits.

In support of Cedars-Sinai Medical Center's mission and values, and as part of the Leave and Disability Management (LDM) team, the Leave of Absence (LOA) Program Administrator will administer leaves of absence in collaboration with third-party administrator (TPA); participate in delivery of education and communication materials for management and staff regarding LOA requirements, policies and procedures; assess, contribute to and implement LOA policies, forms and written communications; promote CSHS compliance with all applicable state and federal leaves of absences laws and regulations and CSHS policies; collaborate with LDM team on all aspects of leave, disability and return-to-work (RTW) activities. Partners with and/or facilitates collaboration among risk management, recruitment, HR consulting, EAP, vendor account management and others as appropriate. 

Supports all areas of human resources, e.g., recruiting, employee relations, compensation and benefits.  Requires a solid understanding of and experience with human resource procedures and applicable regulations.

The Human Resources Executive develops, implements, and administers personnel-related policies and programs on a strategic level in support of organizational goals. Oversees employment, compensation, benefits, payroll, employee and labor relations, training and development and organization development.

This person manages the Human Resources Operations of Sparrow Health System Affiliated hospital. Plans, organizes, directs and evaluates the daily business activities and strategic priorities of HR Operations. Partners with and supports Affiliate Hospital leadership team. Works in conjunction with Sparrow corporate Human Resources and provides day-to-day leadership and supervision to the on-site HR team.

We are currently seeking an HR Site Manager for Frederick Memorial Hospital. Under the general guidance of the Regional Director, the HR Manager is responsible for management of the recruiting and employee relations functions at a specific healthcare organization served by the Trivergent Health Alliance. S/he collaborates in the development and implementation of an operational plan for recruiting, onboarding and retention that is in alignment with the strategic goals of the Alliance and the organizations it serves. The HR Manager also oversees the site-based Employee-Health function and coordinates compliance with federal and state employment laws and CMS/Joint Commission human resources standards. S/he works collaboratively with the Regional Director, Employee Health and HR team members and organizational stakeholders to ensure that time, quality, financial and satisfaction/engagement goals are met. The HR Manager oversees and tracks and reports on key performance metrics including turnover/retention, days-to-fill and customer satisfaction S/he also serves as a resource to peer HR managers based at other health care organizations and is available to provide coverage for those organizations if needed.

Billings Clinic is seeking an experienced Employee Relations Consultant to join our team. The Employee Relations Consultant is responsible for managing a range of activities related to employee/labor relations and staffing functions. Responsible for the development and administration of Employee Relations Program, employee advocacy and affirmative action program. Develops and maintains strong business partnerships with the Billings Clinic leadership team. Ensures that interpretation and application of human resource programs are in compliance with company policies and procedures and all applicable laws.

This position reports to the President/CEO and contributes to the achievement of the health system’s strategic objectives by working closely with the President/CEO and other executives in a team oriented approach to planning and operations. This position requires strong administrative and leadership skills, negotiation, complex data analysis, creativity, diplomacy, problem-solving and decision-making.

Excellent opportunity for the right individual seeking to direct the total human resources function of a friendly, vibrant organization going into a new phase of change associated with the opening of a new facility in June 2011.  Position is responsible for daily operations and oversight of the hospital's Human Resources Department including compensation and benefits, recruitment and staffing, employee/labor relations and staff development.

This position is responsible for developing and directing the Wake Forest Baptist Medical Center Human Resources Business Partners. Provide leadership and expertise for a variety of HR functions including, but not limited to, employee relations, staffing, manager coaching and consultation, and training and performance management. Implement and coordinate change initiatives to support enhanced HR effectiveness and ensure appropriate delivery of HR services and compliance with all aspects of laws pertaining to the workplace. The Director will work closely with other HR directors and organization leaders to develop and deliver value-added and efficient service that reflects the objectives of the organization.

The Assistant Director, Human Resources, provides significant professional, analytical and technical support to implement HR related change objectives, development and maintenance of HR policies, programs and procedures. This role oversees the areas of risk management, compensation and benefits, employee engagement/performance, talent acquisition and on-boarding, disability and leave management, organizational development, strategy and design.

The primary function of the Talent Advisor is to collaborate with operational leadership in the development and implementation of talent strategies and programs to meet the specific workforce planning needs of assigned service line in partnership with operational recruitment.

The Sr. Human Resources Consultant will serve as a strategic AHR Business Partner in designated business units for Faculty, Research and Academic Affairs employees. The AHR BP will serve as a consultant to management on Human Resources related issues including faculty contracting, on-boarding, employee relations, compensation, benefits, performance management and other HR related issues.