Senior Vice President of Human Resources

Community Hospital Corporation (CHC), a 7-Time Winner in the Dallas Morning News Top Workplaces in DFW, is looking to hire a Senior Vice President of Human Resources (SVP of HR) based out of our home office in Plano, TX.

This is an exciting onsite role at our beautiful corporate offices located in Plano between Legacy West and Grandscape. At CHC we enjoy an outstanding work environment, comprehensive health and welfare benefits including paid fitness facility membership, tuition reimbursement, a generous PTO allowance, free covered parking, and a great company culture.

The SVP of HR is responsible for the development of Human Resources policies and programs for the entire company. The SVP of HR originates Human Resources practices and objectives to provide a balanced program throughout all divisions and coordinates implementation through Human Resources staff.

As the ranking human resources executive in the company, the SVP of HR reports to the CEO and President, assisting and advising senior management on all human resources issues. The SVP of HR is responsible for the planning, direction, development, and implementation of all human resources policies, procedures, programs, and systems; these include, but are not limited to:

• Recruitment and onboarding
• Employee relations, recognition, and retention
• Compensation (excluding the corporate office)
• Employee records and communication
• Compliance with regulatory requirements

Additionally, the SVP of HR oversees employee health and training functions, though they will not oversee employee benefits.

Major Responsibilities

• Formulates and recommends Human Resources policies and objectives for the entire company.
• Creates and administers budget for the entire Human Resources function, companywide.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
• Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., OSHA, EEO, ERISA, Wage & Hour).
• Monitors exposure of the company.
• Directs the preparation of information requested or required for compliance. Approves all information submitted.
• Acts as primary contact with labor counsel and outside government agencies.
• Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
• Approves recommendations for terminations.
• Reviews employee appeals through complaint procedure.
• Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company.
• Makes recommendations to senior management.
• Directs a process of organizational development that primarily addresses succession planning throughout the company.
• Establishes wage and salary structure, pay policies, performance appraisal programs, and company safety and health programs.
• Establishes standard recruiting and placement practices and procedures.
• Leads executive recruitment for hospital leadership and senior corporate office roles.
• Establishes in-house management training programs that address company needs across division lines (e.g., NMO, Performance Appraisal, Interviewing).
• Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs.
• Provides necessary education and materials to line management and employees-workshops, manuals, employee handbooks, standardized reports.
• Oversees implementation of programs through Human Resources staff.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments.
• Directs the preparation and maintenance of such reports as are necessary to carry out functions of the department.
• Prepares periodic reports to top management, as necessary or requested.
• Advises management and employees on appropriate resolution of employee relations issues in accordance with hospital policy and all applicable laws/regulations. Coaches managers on handling behavior/performance problems. Ensures that proper and complete documentation of counselings are prepared, maintained and handled confidentially.
• Approves the compensation program including developing job descriptions of new and/or revised jobs and determining FLSA classification. Manages annual performance evaluation, merit adjustment program and staff incentive compensation program in accordance with approved policies/practices.
• Directs and manages ongoing development and implementation of activities to promote retention and recognition of staff. Seeks input from management and employees on effectiveness of activities. Manages annual employee satisfaction survey process. Develops and carries out action plans from survey results. Maintains turnover statistics.
• Provides hands-on support for all HR related operational needs including setting up HR policies and procedures, recruiting and orienting all employees, establishing personnel files, setting up compensation programs, employee relations and recognition programs, performance management, and workers’ compensation and safety procedures, meeting compliance needs and preparing/updating employee handbooks.
• Keeps current on federal and state employment regulations and labor law, JCAHO and other regulatory requirements related to Human Resources.
• Supports the mission, vision and values of the Hospital.

Supervisory Responsibilities

• Supervises five direct reports: VP of Recruitment, Director of HR, Director of HRIS, Manager of Compensation, and HR Manager.

Requirements

Education & Certifications

• Degree: Bachelor’s degree (BA/BS) in Human Resources Management, Industrial Relations, or an equivalent combination of education and professional experience.
• Certifications: PHR or SPHR certification is preferred.
• Specialized Training: Advanced training in organizational planning and preventive labor relations is highly desirable.

Professional Experience

• Years of Experience: 8 to 10 years of human resources experience, gained through increasingly responsible management positions.
• Scope of Role: Proven experience managing HR functions across more than two divisions.
• Generalist Expertise: A broad knowledge base in employment, compensation, organizational planning, employee relations, and training and development.

Skills & Competencies

• Management: Strong leadership skills with a firm grasp of both management principles and people management.
• Administration: Well-developed administrative and organizational skills.
• Leadership: Prior management experience is preferred, demonstrating the ability to lead and develop a team.

Benefits

Comprehensive health and welfare benefits package is offered as part of total compensation.

• Health Care Plan (Medical, Dental & Vision)
• Paid Time Off (Vacation, Sick & Public Holidays)
• Retirement Plan (401k, IRA)
• Life Insurance (Basic, Voluntary & AD&D)
• Training & Development
• Wellness Resources and other benefits
• At CHC we enjoy an outstanding work environment, covered parking, comprehensive health and welfare benefits including paid fitness facility membership, tuition reimbursement, a generous PTO allowance, and a great company culture.
  

CHC is a tobacco and drug free workplace. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.