Creating Life Better Here starts with you. At San Juan Regional Medical Center, we're more than a healthcare provider—we're a values-driven organization dedicated to delivering exceptional care. As a team member, you help fulfill our mission to make life better here for our community.
The strategic purpose of Human Resources (HR) is to ensure that SJRMC has the right people, with the right skills, in the right place, all while fostering a thriving, ethical, and high performing culture. We align our workforce strategy with SJRMC's mission of providing excellent care to the Four Corners region, and we hold ourselves to the same Core Values we ask every caregiver to live each day.
The Vice President for Human Resources (VPHR) is responsible for leading, shaping and executing Human Resources strategies across all HR Centers of Excellence (CoE), driving optimal organizational performance, workforce agility and cultural transformation while ensuring alignment with the organizational mission, vision, Core Values and objectives.
Required Behaviors:
- As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.
Required Qualifications:
- Bachelor’s degree in HR, Organizational Development, Business Administration/Management or a related field from an accredited institution is required; MBA or related master’s degree from accredited institution preferred.·
- Minimum of seven (7) years progressively responsible HR experience (healthcare, academic medicine and/or health sciences setting preferred) to include serving at a HR Director level or above.·
- Demonstrated experience in designing, leading and implementing organizational development, change management, and strategic workforce planning.·
- Proven track record of leading and managing complex HR operations within a large, multifaceted organization.·
- Previous experience leading HR operations in a collective bargaining environment (healthcare, academic medicine and/or health sciences setting preferred).
Preferred Qualifications:
- MBA or related master’s degree from accredited institution.·
- Professional HR or Change Management certification.·
- Previous experience managing HR functions across multiple workplace locations/sites (healthcare, academic medicine and/or health sciences setting preferred).·
- Previous experience managing compensation/classification and/or salary setting programs and decisions.
Duties and Responsibilities:
- In partnership with the Chief Human Resources Officer (CHRO), serve as a trusted advisor to the Senior Leadership Team (SLT) while leading initiatives within all HR Centers of Excellence (CoE), including but not limited to Talent Acquisition, Organizational Learning and Development, Total Rewards, Workforce Development and Employee and Labor Relations.
- In the absence of the CHRO, serve as the executive HR leader.
- Cultivate a high-performing and engaging workforce that supports long-term professional growth and development, along with employee success.
- Lead the creation of HR strategic plans, annual objectives and performance metrics to ensure consistent execution and regulatory compliance across the organization.
- Lead the design and deployment of HR strategies that support organizational goals and enhance performance across the organization. Develop HR and business metrics, leveraging data-driven to support executive decision-making while benchmarking against appropriate industries and markets.
- Ensure HR CoEs deliver consistent, high-impact support and service while driving innovation and continuous improvement in HR processes, tools, technologies, and service delivery models.
- Oversee strategic workforce planning efforts and initiatives, developing actionable HR strategies to address immediate and long-term talent needs.
- Advise SLT and key stakeholders on talent management, including assessments, succession planning, performance optimization, career development, and engagement and exit survey data. Utilize analytics to identify emerging talent trends, assess organizational health and guide strategic interventions.
- Partner with HR peers, industry HR leaders and community partners to build robust talent pipelines and leadership capabilities; pursue affiliation agreements and grant-funding opportunities to support learning and development opportunities within emerging talent pools.
- Drive organizational design, change management and culture initiatives. Champion a Core Values-based culture, along with continuous learning, feedback, transparency, trust and performance excellence across the organization.
- Design and advance the HR organizational structure to support strategic goals and optimize service delivery. Oversee operational execution, resource planning and resolution of escalated service and customer experience concerns.
- Function as the executive sponsor for all HR projects of significance (i.e., technology, finance, space, etc.) that have impact on operational or strategic decisions.
- Lead all HR communication efforts across the organization, specific to HR strategies, operational initiatives and high-impact, high-touch projects. Ensure alignment and engagement across all organizational levels through clear, consistent and transparent messaging.
- Set annual goals for HR leaders and teams. Oversee performance management processes, including feedback, evaluation and determination and resolution of disciplinary matters for HR functions and expectations.
- Accountable for departmental operating budgets and financial management, including forecast planning and approval of key HR resource decisions.
- Ensure all HR functions operate in full compliance with federal, state and local regulations, along with DNV accreditor regulations and SJRMC Operating Policies. Promote a culture of accountability, ethical conduct and proactive risk management across the organization.
- Remain current with all licensures, certification and mandatory compliance and training requirements of this position.· Adhere to all policies, procedures and practices.·
- Personally demonstrate, display and act in accordance with SJRMC’s Core Values (Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality).
- Serve as Core Value’s leader while actively promoting and encouraging caregivers across the system.
- Perform all other duties as assigned.
Physical Requirements and Environmental Working Conditions:
- Prolonged periods of sitting at a desk and working on a computer
- Occasional irregular work hours (to meet the needs of SJRMC)
- Must be able to lift twenty-five (25) pounds
- Occasional: lifting, carrying, reaching, bending, pushing, pulling, and stooping
- Must be able to: talk (ordinary and conversations), hear (ordinary and conversations), and see (acuity: near and far, depth perception, and color vision)
