The Director of Human Resources Operations manages and is accountable for the development, operation and advancement of McLeod Health’s Compensation, HRIS, Benefits, and Retirement plans administration. Fiscal responsibilities for the coordination of the Human Resources and Benefits budgets are assigned to this person. The ideal candidate will bring an innovative approach to compensation, benefits and HRIS that encompass all areas that are priorities to our most important asset, our employees. This role drives the total rewards philosophy under McLeod Health's Living Well program and implements this strategy across the organization and ensures an innovative, best in class approach.
Reporting to the VP of HR Operations, and serving as a key member of the Human Resources leadership team, the Director of HR Operations will drive business results and provide leadership and vision around strategic program development that will enable the attraction, development, and retention of key talent. He/She will serve as an expert resource with regard to building and implementing scalable infrastructure and processes and designing best practice programs which encompass enterprise-wide benefits and compensation plans, work/life programs and career initiatives to ensure that McLeod is positioned in the market as a best place to work organization.
Implement compensation philosophy and programs throughout the organization. Make key decisions on all programs implemented and ensure compensation programs are reviewed at least annually for external competitiveness, internal equity and legal compliance.
Drive and execute corporate strategy, support business objectives and key organizational priorities.
Develop and maintain competitive, cost effective benefit programs that support overall employee well-being and are perceived positively among employees.
Monitor external compensation and benefit trends locally, regionally and nationally as appropriate to offer equitable compensation programs and packages.
Develop and disseminate effective and clear communications regarding all compensation, benefit and HRIS programs, policies, and practices.
Serve as internal expert and provide advice and guide peers, management and staff on all aspects of compensation, benefits, and HRIS.
Optimize HRIS systems to meet workforce requirements creating opportunities for automation, self-service and reduction of manual processes. Accountable for effectiveness of HRIS system and associated processes and programs including Applicant Tracking, On-boarding, Learning Management, and Performance Management/Goals Systems.
Manage executive compensation and retention including preparation of Governance Committee data analysis and consultation.
Key participant in M&A activity and the management and integration of compensation, benefit and payroll requirements.
Design and maintain HR dashboard metrics and key benchmark data.
Manage HR projects relating to compensation, benefits, HRIS, payroll, and relevant HR policies.
Seeks continual improvement of the efficiency and effectiveness of the group; provides individuals with professional and personal growth with emphasis on opportunities.
Manage expense budget for HR, Benefits, and other areas and assists with budget tracking and compliance.
Mentor and develop direct reports or other team members, as appropriate.
Exceptional written and verbal communication skills with proven record of implementing and communicating ideas to obtain approval on ideas and programs, align internal and external resources, and guide change among workforce in a positive manner.
Tenacity and Operational Excellence - Sets high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence rather than having standards imposed. Manages business priorities and resources to ensure timely, efficient and cost effective achievement of business results.
Tactical Problem Solving and Judgment - Superior problem solving ability and track record for continuous HR process and program improvement. Exceptional analytical, statistical, quantitative, and deduction skills. Able to use good judgment and possess confidence to make appropriate and necessary decisions. Initiates action only after evaluating the consequences of the action and determining the benefits are likely to outweigh the costs.
Respect for People and Collaboration - Ability to build relationships and work well across functions including the ability to work constructively through others within and outside direct lines of control to get things done. Create and maintain a collaborative team environment; to build trust-based relationships with people by treating them with dignity, respect and fairness while valuing their diversity in background and views. Emphasize team accomplishment in conjunction with individual contributions.
Business Ally - Understands both the business and external factors that influence success as evidenced by a proven track record aligning compensation, benefits and work-life programs with a progressive environment and designing and delivering new programs to meet and advance the mission and objectives of the organization.
Operational Executor - Effectively and efficiently administers day-to-day work of managing people within the organization. Efficiently manage projects by maintaining direction and focus through proactive planning, organized approaches to work, and meeting deadlines. Capacity to prioritize and oversee multiple projects in a fast-paced environment with strong organizational planning and project management skills demonstrated by a track record of advancing programs while meeting and exceeding deadlines.
Strategic Reasoning - Combines the ideas of self and others to envision the possibilities and chart course to an improved future state. Demonstrates strategic thinking, leadership capabilities, including people development/coaching, objective setting, and measurement skills.
Talent Development - Ability to coach managers and employees through complex issues. Demonstrates the capacity to manage changing priorities and ambiguity while remaining calm and controlled. Uses interpersonal styles and methods that inspire and guide individuals toward higher levels of performance; modifying behavior to accommodate tasks, situations, and individuals involved.
Systems Experience - A proficient user and project manager with Lawson, PeopleSoft, Oracle, or other HR Information Systems. Understands basics of report writing, software tools, and interfaces between main and ancillary systems.
Technical Knowledge of ERISA, FLSA, and other rules relative to employee and executive benefits/compensation and other relevant regulatory requirements.
Proficiency in MS Office, including Word, Excel, PowerPoint and Access.
Typically requires a Bachelor’s degree in Human Resources, Business or related field; a Master’s degree is preferred.
10 – 15 years of relevant work experience in progressively responsible positions including demonstrated technical knowledge in areas directly applicable to the position.
Professional designation as SPHR, PHR, CCP, CBP or CEBS strongly desired. Strong business and financial acumen required.