HCA, Hospital Corporation of America Vice President Human Resources, Methodist Hospital and Methodist Children's Hospital in San Antonio, Texas

At Methodist Hospital & Methodist Children's, we’ve recognized the unique needs of each of our patients. It’s a process that we continue to improve on, creating ways to better serve the community when they need us most.

Methodist Hospital offers a broad range of specialties including cardiology, cancer care, bone marrow transplants, emergency medicine, neurosciences, maternity care, gynecology and orthopedics. As San Antonio’s second largest private employer, our facilities employ more than 10,000 individuals, including 2,700 physicians in all specialties.

Methodist Children's understands that children are not just ‘little adults’ and require a different kind of medical care. Our experienced team of medical professionals, pediatricians, nurses, child-life specialists, technicians and administrators focus on family-centered care to ensure that a child’s family feels welcome and understands treatment options. We acknowledge that children are still learning and growing and that a hospital can be a fearful place for them, and we work hard to create positive healing experiences for each child and their families.

The Vice President, Human Resources, (VP, HR) will be instrumental in continuing to build employee engagement, maintain strong employee relations. This is an extremely visible and integral position, requiring someone with strong HR leadership abilities, who’s a seasoned professional. The VP, HR, will be involved in the following activities:

*Align Business and HR Strategy for facility * · Engage executives (work closely with CEO, Regional VP, HR, leadership) to understand talent needs of the Hospital and define responses (Retention is a very important issue, along with employee relations and engagement). · Lead the facility HR staff to execute HCA-wide and location-specific HR initiatives. · Participate in periodic business strategic planning and review cycles; act as the human capital strategy architect to proactively work with COE (Center of Excellence) teams to identify and deploy HR interventions to meet business requirements. · Proactively obtain, interpret and present metrics and analysis to business leaders to inform decisions (performance, attrition, hiring, vacancy, employee engagement/sensing, and other data). · If applicable, work with the Regional VP of HR and the Labor Relations Center of Excellence to develop and implement facility (or regional) Labor strategies, support contract negotiations, grievance investigations, etc.

Advise executives on people issues · Provide HR observations related to strategy/performance in meetings and one-on-one; formulate HR requirements. · Advise business leaders on change management, performance issues, responding to employee or community concerns, compliance or ethics investigations, etc. · Manage response to executive requests for information, questions or special projects.

Deploy talent and development programs · Partner with COE to deploy talent programs (performance assessment & review, succession planning, development planning). Working with facility managers and the L&OD (Leadership & Organizational Development) Center of Excellence (COE), conduct learning needs assessment, establish development priorities for the facility and promote development resources to employees. · Support executives and managers with advice and HCA tools for employee coaching, mentoring, multi-rater feedback processes, high-potential development, career development counseling, etc.

Lead local Employee & Community engagement efforts · Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable). · Represent HCA in helping organize or participate in community meetings and events; lead process for applying for relevant grants. Engage in community talent pipeline development programs. · Interpret and drive action planning as a result of employee engagement surveys; assess population “temperature” through formal and informal sensing and report results/plan actions with executive team. · Implement programs to recognize service and celebrate achievement by employees.

Partner to support business performance, quality and patient care initiatives · Partner with Corporate & Business leaders on initiatives related to patient care, quality, safety & compliance, physical security, data security, professional ethics, etc., implementing training and development, performance management, certification & other initiatives to create an environment of compliance/excellence. · Uphold all compliance standards, including OFCCP, Joint Commission, Department of Labor, HR policies. · Investigate employee relations, ethics, or compliance issues, consulting with appropriate COE/Service Center. · Implement individual performance evaluation, problem identification and resolution processes based on COE-defined HCA policies and processes; provide advice to leaders on policy interpretation and advising on disciplinary practices, consult on suspension/ termination of employment decisions. · Escalate major issues to Regional VP of HR and/or HR Center of Excellence leaders when appropriate. · Co-create and manage location emergency response plans with appropriate departments.

Drive HR operational excellence · Build, develop and lead a team of HR professionals within the facility. · Work with business executives, Regional VP of HR and all HR Centers of Excellence to develop or modify strategies and programs to more effectively meet business needs and align with the HCA culture. · Work with CFO and Total Rewards Center of Excellence to develop the compensation strategy; prepare managers for the salary planning and incentive process, providing budgets; present results of the process to business leaders. · Effectively communicate benefits changes, employee value proposition, etc.; support Total Rewards COE with benefits enrollment at facility level. · Conduct ongoing position budgeting review and ensure that staffing plans are aligned with span of control, productivity metrics, budgeted allocations, etc. Understand local and regional healthcare talent market; revise and localize job descriptions and compensation with Recruiting and Compensation Centers of Excellence. Assist leadership with temporary/PRN workforce planning & implementation, internship placements and other non-RFT talent processes. · Manage local onboarding and facility orientation programs. · Support applicable employee leave of absence/return to work coordination at facility level. · Drive effective leader and employee communications initiatives. Ensure effective implementation and utilization of the HR support model; guide employees to use the model effectively and ensure established policies and processes are followed.


EXPERIENCE * 7-10 years’ professional work experience (in a healthcare/hospital setting highly preferred) with a range of experience focused upon human resources issues mentioned in the main body of this position description.

EDUCATION * Bachelor’s degree required, Master’s preferred * PHR/SPHR highly preferred

Title: Vice President Human Resources, Methodist Hospital and Methodist Children's Hospital

Location: Texas-San Antonio-Methodist Healthcare System

Requisition ID: 26561-2609