VP Human Resources and Organizational Development

Position Summary: Reporting to the CEO of Hospice of the Valley (HOV), the Vice President of Human Resources & Organizational Development (VP HR) will serve as a key member of the executive leadership team and contributor to the overall management of HOV in accordance with the mission, core values, policies and practices of the organization, in addition to the laws, regulations and rulings of regulatory bodies. The VP of HR is charged with overall HR strategy, policy and with ensuring the alignment of the Human Resources function with the strategic performance goals and operational imperatives of the organization. Central to success in the role is the VP’s ongoing service to the operating leaders across the organization, inculcating a spirit of accountability, engagement, alignment with organizational direction and leadership excellence across all disciplines. In addition, the VP HR will be charged with development and execution of an effective talent management strategy, as well as organizational and employee development programs to make the business an employer of choice.

Experience and Education: The new Vice President of Human Resources will bring:  An organized and strategic approach to institutional advancement with a background in Human Resource management, business or organizational psychology, with a preference for candidates with masters degrees and/or certification by the Society for Human Resource Management;  A minimum of 10 years of progressively responsible HR management including oversight for organizational development & effectiveness, recruitment, talent management, employment law, compensation and benefits, compliance and risk management, employee relations, and performance management and coaching and development;  Experience within a regulated healthcare HR environment;  Preferably, a record of success within a multi‐campus system; and/or a home health or hospice organization;  Proven ability to engage and lead a diverse group with a record as a team builder, trainer and motivator, demonstrated ability to work effectively with and gain the respect and support of the CEO, board members, executive leadership team, staff and volunteers;

Key Competencies: The Vice President of Human Resources should:  Have the capacity to advocate for, leverage and promote the Human Resource division and build capacity to support HOV’s strategic plan and initiatives.  Be a strategic, forward looking thinker who can serve as a sophisticated consultant to the CEO and executive leadership and management team;  Have the ability to plan, prioritize and coordinate multiple change management agendas; 1

 Bring a proven capacity to utilize metrics and project mapping to assure attainment of goals on a timely basis;  Be capable of setting the highest standards of professionalism supported by world‐class Human Resource practices;  Excellent analytic, interpersonal and communication skills; with the proven capacity to relate effectively with a sophisticated Board of Directors;  Preferably, be experienced with the rollout of major initiatives such as program expansion and diversification, Electronic Medical Records and Lean management strategies;

Personal Characteristics: The Vice President of Human Resources will:  A mission‐driven individual with a belief in and commitment to health and human service organizations, be customer oriented and embrace the mission and high standards of Hospice of the Valley;  A good listener and strategist; comfortable receiving input from many sources, and able to analyze and formulate disparate information into a sound, well‐organized plan; a person that is detail‐orientated, yet understands the value of triage and prioritization.  Inspire confidence and promote consensus and buy in to key strategies;  Be a lifelong learner who models this capacity and supports others in achieving this goal;  Have the ability to embrace ambiguity and manage through complexity;  A team builder, confident and competent, with strong skills in dispute resolution, management and leadership;  Understands the subtleties of motivating and directing diverse groups with different work styles;  A person that is decisive, resourceful and results‐orientated, adept at planning, prioritizing, organizing and execute decisions, yet with the organizational sensitivity to gain the support and confidence of all parts of the HOV family;  A team player, who can promote win/win issue resolution and who values and models working collaboratively; a hard worker with a high energy level;  An individual with outstanding human qualities; one who is straight forward, shares information easily, listens as well as gives advice, and respects the abilities of others; someone who imparts trust, integrity and solidarity, and guides others in a similar vein;  A “doer” with willingness to work hands‐on in developing and executing a variety of activities ranging from the internal day‐to‐day, to the highly creative, external and visible.  Emotionally mature with a sense of humor and the flexibility and sensitivity to work with diverse personalities;  Sensitive to the needs of terminally ill patients and their families as well as to one’s own feelings about dying and death;

Immediate Priorities:

The VP HR’s immediate priorities are to: 1. Thoroughly understand the HOV organization – know its history, culture, traditions, services, clients and programs; and understand its base of financial support and the long and short term funding requirements of all segments of the organization. 2. Know and understand the Board, management and others who are committed to HOV and build positive relationships with key board members, CEO, organization leaders, staff, volunteers and other supporters in order to bring forth their best ideas and efforts to enhance the organization. 3. Conduct a robust analysis of current HR department activities. Prepare an analysis of the HR function of the organization that includes the status of current efforts and activities and major challenges. Present recommendations in support of Hospice of the Valleys 3 year strategic business plan that includes benchmarks, implementation strategies, financial expectations, and critical target dates to the Board and Executive Leadership team.

Major Responsibilities:

Workforce Strategy Development Establish strategic direction in one of America’s most competitive marketplaces and the constant pressure for talent in light of challenges of a high cost region, a comprehensive, thoughtful approach to workforce strategy to make a central contribution to HOV’s continuing success. Ensuring that a comprehensive workforce plan is developed to support HOV’s new focus on an ever‐growing capacity to manage care across the full continuum of care including hospice services and palliative care. Develops the tracking dashboards and incentive plans that reward excellence throughout a wide array of job classes as contributors to success. Develops a strong culture of accountability, and a reputation of being an Employer of Choice.

Operations Support/HR Service Excellence Through outstanding delivery on the Human Resource Department’s talent and employee and volunteer relations management goals, the VP of HR will serve as an indispensable partner to operating leaders throughout the HOV management structure. Ensuring improvements in the recruitment function and managing vacancy processes is critical to the efficiency and astute operation of departments across the organization. Ensures that talent management efforts fully support the institution’s focus on improved accountability and employee engagement. Continually monitors the service orientation of the HR Department through customer satisfaction surveys, as well as through close partnership between the VP of HR and senior leaders throughout the organization. The VP of HR will also complete the integration of the Palliative Care Center in order to enhance morale and even the responsiveness of HR services to both campuses.

Talent Management, Organizational Development and Performance Management

Plans, develops and manages HOV’s broad talent management process. Manages organizational development (OD) strategies and processes to assess OD needs in operating, functional, and business units. Develops implements and sustains the strategic framework for organizational leadership, training and staff development programs in alignment with organizational business objectives. Responsible for selecting and disseminating system wide change management methodology. Develops and builds leadership capability through individualized and group coaching tailored to create high performing leaders and learning organization. In addition to developing talent, the VP of HR will sustain the performance management processes that align the efforts of leaders and employees with the organizational goals, promote consistency in performance assessment and motivates all employees to perform at their best.

Compensation and Benefits Management The VP of HR is charged with managing employee compensation and benefits to meet the organization’s recruitment and retention objectives, but also to work within fiscal boundaries. Balancing creative approaches to pay structures, vendor evaluation and innovative approaches to leave and disability management as well as collaboration with an enhanced wellness programs for HOV employees will represent important priorities as well.

Compliance and Risk Management The VP of HR ensures compliance with all applicable labor, equal employment opportunity and employee relations statutes and regulations, all applicable CA & federal laws and regulations. Develops, secures approval and maintains human resource policies and employee handbook. Develops an HR risk management plan and conducts internal compliance audits with established policies and hospice and community clinic regulatory standards.

Human Resources Department Management The VP of HR provides leadership and governance to the HR function of the organization by providing advocacy for the HR function, building a strong HR team, and effectively managing HR related investments.