Vice President, HR Integration & Organizational Effectiveness

Job Summary:

This Vice President leadership role will develop and oversee the new Integration & Organizational Effectiveness Center of Expertise for the Human Resources organization for RWJBarnabas Health.  This HR leader will provide overall strategic leadership for the organization’s people strategy, workforce innovation efforts, and HR’s transformation.  Specifically, during this highly transformative 3-5 year period, this role is responsible for leading all aspects of internal and external integrative initiatives involving people operations, HR project management, and performance improvement imperatives.  This includes but is not limited to the integration of joint ventures, acquisitions, standardization of jobs codes/titles, build out of new HR Centers of Expertise, standing operating procedures, policies and execution against implementation deliverables.  The Vice President will partner with other HR Centers of Expertise, HR business partners, key strategic stakeholders and external resources as needed to ensure the success of the strategy, implementation and execution of services delivered by the people function.  While the focus of the next few years is on the evolution, investment and standardization of the HR function at RWJBH, it will later shift to continuous performance improvement and optimization, while supporting workforce planning, strategy and experience.

The Vice President is to lead and build out the Integration and Organizational Effectiveness Center of Expertise to better support the delivery of people and business strategies and objectives by improving both the employee experience and business outcomes while ensuring (1) that the people function builds and sustains its capability of providing strategy and direction to ensure alignment with business mission, vision and values; and (2) that the integrative plans and processes support business objectives, fiscal demands and a modern, consistent employee experience.  This involves fully harnessing people technology applications and analytics, total well-being solutions, talent management techniques, and change management principles for all related initiatives.

Reports to:

The Executive Vice President, Chief People Officer

Essential Functions

• Strategically lead and direct efforts related to evolving the HR function from a decentralized model to a systemwide strategically viable organization.  This work is centered around ongoing optimization, enhancement, and achievement of creating economies of scale for the HR function through the lens of people, content, process, and technology.
• Provide strategic direction, standardization and planning for the broader integration activities across the enterprise, services lines and business stakeholders in partnership with the other HR Centers of Expertise and HR Site Leaders.  This includes activation efforts within the HR function, identifying KPIs, measurement and tracking.
• Direct management of HR project team(s) and provide strategic direction, while remaining hands-on as a functional lead.
• Use compelling, flexible, and innovative methods to communicate effectively to diverse market and enterprise stakeholders
  • Lead collaborative discussions with HR subject matter experts, external vendors, HR Centers of Expertise and internal project teams to design, configure, and implement people integration experiences solutions. 
  • Map, create, and re-engineer people integration processes for optimization.
• Lead large-scale, strategic people integration activities across the HR function, and enterprise (as needed), including but not limited to transactions such as:
  • Expansion and stand up of HR shared services
  • Leading process redesign and work transition efforts
  • Digital transformation (evolution from PeopleSoft), strategy and execution
  • Data clean-up and governance
  • Policy harmonization
  • Development of SOPs and SLAs
  • Case and knowledge management strategy and build out
  • Integration and merger of hospitals into the health care system
  • Acquisition and mergers of business enterprises, medical practices, clinical and non-clinical business divisions and/or business units.
  • Divestiture of business enterprises, practices, divisions or business units.
  • Integration relating to support and employment processes of joint ventures
  • Consolidation, contraction, and/or stand up of Service Lines
  • Re-structuring efforts and consultation to business owners and other HR Centers of Excellence as it relates to the impact on human capital
  • Employee transfer planning, implementation and overall employee experience through a transfer process.
  • Ensure EEO, legal, and compliance standards are met and documented through project implementation.
• Strategically lead and direct efforts related to special and cross-functional initiatives that require human resources participation.  Activities may include:
  • Integration and merger of hospitals into the health care system
  • Acquisition and mergers of business enterprises, medical practices, clinical and non-clinical business divisions and/or business units.
  • Divestiture of business enterprises, practices, divisions or business units.
  • Integration relating to support and employment processes of joint ventures
  • Consolidation, contraction, and/or stand up of service lines
  • Organizing data governance, analytics and information cascades

• Lead workforce innovation efforts by providing subject matter expertise and market research surrounding the future of work in the hospital-healthcare settling and the internal/external forces that need to be managed.  This includes leading work re-design efforts to support clinical delivery of care as well as non-clinical support of same.  May include evaluation automated options (social robotics, AI, cognitive automation) and redeployment opportunities (centralization, contract labor, restructuring, insourcing/outsourcing to construct roles that are sustainable for the future.
• Ensure all relevant inputs and implications are considered by the business operators, and subject matter experts to identify key areas of opportunity for business process improvement and execution against the deliverable.
• Development of standardized methodology, intervention approach, toolkits and related processes.
• Provide technical insight and guidance to HR on the impact of integration decisions as well as dependencies / contingencies throughout the integration process.
• Manage outside vendors, contracts, and renewal / RFP projects related to integration infrastructure and business needs.
• Drive an organizational effectiveness discipline by developing a standardized methodology, intervention approach, toolkits, measurement and scorecards, as well as deploying smart processes and technology to support change and transformation, development of people, and a sustainable organizational design model.
• Create an integrated service delivery model for the Integration & Organizational Effectiveness Center of Expertise through leadership of the selection and retention of human resources integration team members.  Responsible for creating the environment that produces results through discretionary efforts of the team and exemplifying organizational values.
• Plan and direct the operation of the department, including budget compliance.

Qualifications:

• Bachelor’s degree from an accredited college or university or equivalent experience in healthcare administration, business administration or other related discipline.
• Comprehensive experience in organizational change management, supporting large-scale complex processes, and integration / transition-based projects
• Proven time management and decision-making skills, with expert analytical and organizational skills to manage multiple projects simultaneously with competing timelines effectively.
• Proven experience leading high-performing, action-driven teams.
• Experience in large, complex, fast paces, dynamic and matrixed environments management process change efforts, across various disciplines to meet goals and deadlines.
• Able to influence and lead with and without authority.
• Effectively allocate resources and drive accountability to ensure achievement of desired results.
• Strong planning, communication, organizational and interpersonal skills.
• Successful leadership facilitation experience to drive senior-level alignment for change and action. 
• Extensive functional and industry knowledge with people operations and use of HR tools, technology, metrics and analytics to support project management and infrastructure development and implementation.
• Ability to facilitate a shared understanding of objectives that enable teams to set and meet goals.
• Proven track record reinforcing new thinking and a changing mindset throughout a matrixed organization
• Improves processes and embeds cutting-edge solutions to elevate quality and productivity of the people function with direct and indirect impacts on the employee and patient experience.
• Proficiency in employment regulations, laws, and industry trends.
• Reflects and models core behaviors aligned with RWJBH values and lead a team accountable to the same values. Frames and translates the mission, vision and values of RWJBH to everyday work.