Manager of People Services - 1.0 FTE (Exempt)

Job Description

The Manager of People Services aligns their work to St. Peter’s vision “to be the gold standard for healthcare in Montana.” This individual is knowledgeable of national trends and leading practices surrounding employee experience and their core functions, and applies this knowledge to benefit the organization; anticipates changes that will be required to realize the vision; and guides transformation in a systematic, inspirational manner. They use their expertise in alignment to People Services and SPH strategic priorities. An essential task of the Manager of People Services role is to build highly collaborative and engaged partnerships with stakeholders, including internal team colleagues, caregivers, providers, and leaders. This individual also understands the impact of their service area. They bring a mindset of “yes” and a spirit of collaboration, curiosity, and design thinking. As appropriate and needed, this individual also seeks and creates highly effective relationships with community stakeholders and vendors.

The Manager of People Services understands and values the practice of setting measurable goals and is disciplined and self-accountable for achieving outcomes that serve the People Services function and organization. This individual is continuously aware of how their work creates value in alignment to employee experience, patient experience, financial stewardship, and quality outcomes. They review quantitative and qualitative performance indicators from a variety of sources to identify critical issues and problems and to develop breakthrough solutions. This individual clearly understands and owns department and organizational outcomes.

The Manager of People Services learns and leverages process improvement, problem-solving, project management and change management methodology to identify, prioritize and implement solutions that create a seamless experience for caregivers, providers and leaders. They seek internal and external benchmarks, leading practice, and national exemplars from both in- and out-of-industry to set a high standard for performance and improvement. This individual understands and adopts the standard work practices of the organization. An example of this is rounding for relationships and outcomes on caregivers, leaders and providers on a regular basis to ensure internal customer needs are understood and delivered accurately and on time. They understand the financial implications of decisions and are a careful steward of resources. This individual participates in evaluation and recommendation of technology investments needed to meet the needs of the organization, and values investing time and learning to fully leverage technology solutions. This individual is attentive to accurate documentation and adherence to SPH, local, state and federal regulations, including deep expertise of DNV and OSHA requirements. The Manager of People Services participates on a variety of multi-disciplinary, cross-functional teams to assure highly effective outcomes. This individual strives to continuously develop own capabilities and to maintain knowledge of national trends in their domain of expertise.

Responsibilities

The Manger of People Services serves as an expert and trusted advisor in their role—serving leaders, employees, and providers to identify, prioritize, design and deliver transformative People Services experiences for employees and the community.

Primary responsibilities include but are not limited to:

• Workforce Management
• Performance Management / Learning & Development
• Oversees the development of training programs, facilitation of change management initiatives, and review of current development programs to ensure linkage to SPH goals.
• Develops programs to build human capital and a strong employee development culture.
• Facilitates the development and implementation of employee performance measurements to gauge the success of programs and identify areas for improvement.
• Assesses leadership development, team development, and organizational communication programs and practices.
• Leadership Development
• Leads and directs the creation of a leadership development strategy and programs that align with strategic business imperatives and develop management capabilities throughout the workforce.
• Identifies, designs, and develops frameworks that represent skills and leadership capabilities critical to long-term and short-term objectives.
• Aligns training, coaching, professional development, and experiential assignments to the leadership development strategy.
• Develops approaches to engage individuals in well-defined and ongoing career development.
• Define career paths and supporting training and development programs.
• Fosters a culture of informal knowledge exchange, coaching, and training to engage and develop the workforce.
• Conducts periodic succession planning and talent assessments to ensure critical roles are defined.
• Creates slates of individuals identified for leadership development activities.
• Human Resources Operations
• Manages the deployment and administration of operational processes used to deliver HR programs and projects.
• Develops scalable methodologies and tools to optimize HR operations and streamline core processes like personnel transactions such as terminations, retirements, and others that make up the employment life cycle.
• Oversees employee data management processes to ensure that data is secure and maintained consistent with company policies and privacy regulations and that required reporting and filings are delivered. Evaluates, selects, and manages HR process outsourcing vendors and contracts.
• HCM
• Manages and oversees an organization's Human Resources Information Systems (HRIS).
• Develops, implements, and modifies software and hardware requirements based on changing business requirements.
• Maintains internal database files and tables, and develops custom reports to meet the requirements of SPH management and staff.
• Provides the necessary training to meet end users’ needs.
• CULTURE: Advance a culture of health and wellness within SPH through transformation and innovation.
• Develop and implement forward-thinking People Services programs/initiatives for SPH employees in alignment with the SPH vision, strategies and People First initiative.
• Oversee the People Services program and work with executive leaders to implement plan designs that support SPH strategies, align with best practice industry trends and help manage workforce expenses.
• Manage project implementations and timelines related to advancing People Services initiatives.
• Plan and conduct informational forums and facilitate internal communications in partnership with People Communications and Engagement.
• Oversee, develop, and enforce policies and procedures related to talent acquisition.
• Develop and maintain a clear roadmap for the People Services team.
• Serve as the organization’s subject matter expert (SME) on People Services initiatives.
• LEADERSHIP: Lead, build and empower healthy teams that are SPH values-centric.
• Oversee and support all the teams under the People Services umbrella: Workforce Management, HR Operations, Onboarding, HCM, and Volunteer Program.
• Conduct team member evaluations / check-ins (healthy feedback/culture) and thoughtfully see to team development and growth
• Oversee relevant process improvements and departmental operations
• COLLABORATION & TEAMWORK
• Meet with, collaborate with and inform the VP of People Services
• Serve as a member of the SPH Leadership Team and participate in meetings, retreats and safety huddle.
• Manage and facilitate the relationship with SPH’s vendor partners.
• Oversee vendor selection/relationships for People Services platforms.
• COMMUNITY: Develop and promote SPH as the employer of choice for the Helena community.
• Build client relationships and oversee client relations and development for SPH People Services.
• Oversee screening event coordination in conjunction with the key stakeholders across SPH.
• COMPLIANCE: Develop and maintain high-performing and compliant operations, systems, and events.
• Ensure regulatory compliance with SPH, local, state and federal regulations around hiring of employees.
• Coordinate with the clinical education team on organizational training and development programs
• Coordinate with the IT department on various system integrations
  

Qualifications

KNOWLEDGE/EXPERIENCE: The ideal candidate will offer a minimum of 5 years related Learning & Development, and HR Operations experience with management or consulting experience; or equivalent combination of education and experience with an emphasis in talent acquisition and onboarding.

EDUCATION: High School Diploma, HiSET or GED equivalent required; Bachelor’s degree is required.

LICENSE/CERTIFICATION/REGISTRY: SHRM-CP, PHR or SHRM-SCP preferred.