CHRO MercyOne

Trinity Health is seeking a Chief Human Resources Officer (CHRO) for MercyOne, based in Clive, IA. This full-time role involves strategic and operational leadership of HR, aligning programs with health system objectives, and collaborating with regional leaders. The CHRO will oversee HR service delivery, manage a team of CHROs, and ensure accountability in HR services, contributing to the overall mission of MercyOne and Trinity Health.
Employment Type:
Full timeShift:

Description:

ABOUT US

MercyOne is a connected system of health care facilities and services dedicated to helping people and communities live their best lives. The system’s more than 230 clinics, 20+ medical centers, and care locations are located throughout the state of Iowa and beyond. MercyOne also has 24+ hospitals as affiliate partners. Today, the nonprofit health system generates more than $3.4 billion in combined revenue and employs more than 22,000 colleagues. Headquartered in central Iowa, MercyOne is a member of Trinity Health (based in Livonia, Michigan) – one of the largest not-for-profit Catholic health care systems in the nation.

Promise Statement

We Listen. We Partner. We Make it Easy.

Our Actions
• Listen to understand.
• Learn continuously.
• Keep it simple.
• Create solutions.
• Deliver outstanding service.
• Own and speak up for safety.
• Expect, embrace and initiate change.
• Demonstrate exceptional teamwork.
• Trust and assume goodness of intentions.
• Hold myself and others accountable for results.
• Communicate directly with respect and honesty.
• Serve every person with empathy, dignity and compassion.
• Champion diversity, equity and inclusion.

Learn more at MercyOne.org and Trinity-health.org

POSITION PURPOSE

Responsible for Strategic and Operational leadership of Human Resources in a designated region, reporting to the regional CEO and serving as a member of the Regional Leadership Team. Strategically aligns HR programs, services and initiatives to support the region and the entire health system. Participates with the Regional CEO, Regional Leaders, CHROs and System Office HR Leaders to develop annual regional strategy, workforce plan, and the necessary HR service strategy; ensures HR programs, services and initiatives are appropriately aligned with health system objectives throughout the entire region. Oversees operational aspects of HR service delivery in the region.

The Chief Human Resources Officer will be based out of MercyOne’s Regional Health Ministry (RHM) office in Des Moines, IA.

ESSENTIAL FUNCTIONS

1) Knows, understands, incorporates, and demonstrates the Trinity Health Mission, Vision, and Values in behaviors, practices, and decisions.

2) Works with Regional CEO/Business Unit Leaders to develop a regional HR strategic plan and supporting service strategy, ensuring CHRO alignment with health system objectives throughout the region. Collaborates with system HR leaders to develop related action plan(s).

3) Leads team of CHROs in the delivery of HR services to respective region. Provides leadership, direction and management oversight to and ensures collaboration among CHROs:
• Manages CHROs within assigned region.
• Provides management oversight and support to the HR team.
• Provides mentoring, coaching, performance assessment and feedback.
• Advises on professional development and quality performance.
• Provides informal coaching, mentoring or guidance to other local HR team members.

4) Works with HR Leaders to ensure accountability of services and support from System Office-managed HR specialty areas (i.e., recruiting, employee & labor relations, compensation & benefits etc.) for regionalized implementation and Associate Resource Service Center to support the region.

5) Works with System Office HR leaders to analyze and evaluate appropriate changes to existing HR strategies, programs, policies and procedures in order to support the regional business strategy and workforce plan.

6) Collaborates with Regional CEO, regional leaders, and HR specialty leaders in order to determine locally defined approaches/solutions (when business situations warrant) and develops action plans and facilitates the implementation of HR services.

7) Engages and partners with regional leadership and management on developing action plans and initiatives focused on improving work relationships, building morale, and increasing employee engagement, satisfaction, productivity and retention.

8) Engages, communicates and educates Regional CEO, regional leadership and management on significant, relevant changes in HR policies and programs.

9) Partners with regional leaders to identify and determine local business needs regarding compensation and benefits. Consults with compensation & benefits leadership on defining a program strategy for the organization, which involves design and development; determine policy and effective approach to implementing, communicating, and processing compensation and benefits programs.

10) Partners with regional leaders to determine resource requirements, staffing needs and a sourcing approach; analyzes and determines learning and development needs to drive the Talent Stewardship programs within the region.

11) Leads efforts to analyze and evaluate results of employee and executive performance management processes; identifies gaps and creates plans to close such gaps, and partners with the Executive and Talent Management to ensure ARC goals align with system-wide objectives and strategies.

12) Performs context/analytic support to business leaders which involves providing guidance in interpreting and ascertaining business/operational reports and performance analysis data as it pertains to the areas of Talent and Workforce Management and other HR Operations.

13) Partners with business leaders to determine appropriate workforce measures and metrics needed to assess colleague performance and overall business impact. Analyzes and presents workforce measures and other related metrics to business leaders for use in resolving issues and driving business decisions.

14) Collaborates with Regional Business Leaders, MD&A HR Leader, MD&A Planning Group and other HR Leaders to conduct due diligence and coordinate/integrate efforts to merge, acquire or divest an organization, and to align the organization with Trinity Health culture, HR programs and policies, as is necessary to support MD&A activity affecting respective region.

15) Collaborates with System Colleague & Labor Relations to understand, analyze and support Colleague& Labor Relations needs for the respective region as well as the health system, which includes planning for and responding to union organization efforts and implementing union representation management programs and tools supporting labor contract negotiation and interpretation.

16) Collaborates with Senior Executives, Regional Leaders and HR Leaders in developing action plans and initiatives focused on driving employee engagement to support departmental and organizational strategic objectives. Supports Culture, Change & Engagement plans, defines and validates the organizational culture philosophy, strategy and approach; consults on design and development of programs and supporting tools. Supports the plan to equip, enable and prepare leaders and employees to lead change across the health system through the use of the Change Leadership toolkit.

17) Maintains a working knowledge of applicable Federal, State, and local laws and regulations, Trinity Health’s Organizational Integrity Program, Standards of Conduct, as well as other policies and procedures in order to ensure adherence in a manner that reflects honest, ethical, and professional behavior.

18) May oversee the work of additional non-HR departments (e.g., Payroll, Security, etc.) as needed within the region.

LEADERSHIP COMPETENCIES

As a Trinity Health Executive, the incumbent is expected to demonstrate leadership traits which support our Mission Statement and Core Values as identified below:

Mission Statement: We, Trinity Health, serve together in the spirit of the Gospel as a compassionate and transforming healing presence within our communities.

Core Values:
• Reverence: We honor the sacredness and dignity of every person.
• Commitment to Those who are Poor: We stand with and serve those who are poor, especially those most vulnerable.
• Justice: We foster right relationships to promote the common good, including sustainability of Earth.
• Stewardship: We honor our heritage and hold ourselves accountable for the human, financial and natural resources entrusted to our care.
• Integrity: We are faithful to those we say we are.
• Safety: We embrace a culture that prevents harm and nurtures a healing, safe environment for all.

MINIMUM QUALIFICATIONS
• Bachelor’s degree in business administration, human resources, labor relations or related field, or equivalent combination of education and experience. Advanced (Master’s) Degree preferred.
• Minimum ten (10) years of Human Resource management experience, preferably in a healthcare setting.
• Must possess demonstrated experience as a member of leadership and operating as a business partner aligning Human Resource and executive strategies to resources and vision for unified system results.
• Must possess advanced interpersonal skills to effectively represent the function with senior leadership, outside stakeholders, and to discuss and resolve complex human resources issues among all levels of system employees.
• Must possess advanced business and analytical skills to develop and implement new human resources philosophies and strategies, determine human resources policies and programs and conduct complex analyses.
• Must possess extensive knowledge of organization behavior and employee development and empowerment scenarios that maximize productivity and outcomes. Experience operating as a change agent and empowering employees within and outside of functional business area. Experience developing action plans and initiatives focused on driving employee engagement to support departmental and organizational strategic objectives.
• Must be comfortable operating in a collaborative, shared leadership environment.
• Must possess a personal presence that is characterized by a sense of honesty, integrity, and caring with the ability to inspire and motivate others to promote the philosophy, mission, vision, goals, and values of Trinity Health.

PHYSICAL AND MENTAL REQUIREMENTS AND WORKING CONDITIONS
• Must be able to adapt to frequently changing work priorities
• Must be able to travel as needed to the various Trinity Health sites.

The above statements are intended to describe the general nature and level of work being performed by persons assigned to this classification. They are not to be construed as an exhaustive list of duties so assigned.

Our Commitment to Diversity and Inclusion

Trinity Health is one of the largest not-for-profit, Catholic healthcare systems in the nation. Built on the foundation of our Mission and Core Values, we integrate diversity, equity, and inclusion in all that we do. Our colleagues have different lived experiences, customs, abilities, and talents. Together, we become our best selves. A diverse and inclusive workforce provides the most accessible and equitable care for those we serve. Trinity Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other status protected by law.