Job Title

Vice President, Human Resources

Reports To

Chief Executive Officer

Incumbent

Last Updated

12/9/2024

SUMMARY

The Hospital Association of Southern California (HASC)’s Vice President, Human Resources (VP – HR) is a key member of the Executive Team and reports to the Chief Executive Officer. The VP – HR is integrally involved in strategic planning and organization-wide decision-making, originates and leads Human Resources practices and objectives that will provide a high performance-focused culture that emphasizes, quality, productivity, goal attainment, and the recruitment and ongoing development of a superior workforce. The VP – HR will exercise significant intellectual discretion and independent judgment in managing employees, proactively managing legal risks, and staying current with best practices in human resources and employment law developments. This role involves leading a team of HR professionals, coordinating legal risk management, overseeing HASC’s relationship with its third-party ASO, fostering a positive work culture, and strategically addressing workforce planning, talent management, and organizational effectiveness. Areas of responsibility include, but are not limited to, organizational development, performance management, employee and labor relations (including employment litigation), recruitment and retention, compensation and benefits, workers compensation, education, and regulatory compliance.

MAJOR DUTIES AND RESPONSIBILITIES

1. Manage overall operations of Human Resources services.

• Stay current with latest developments in HR best practices, employment law, and talent management strategies.
• Regularly assess HASC’s HR function and recommend improvements to meet evolving business needs.
• Review and evaluate existing policies/procedures by means of periodic and special studies.
• Direct the installation of approved work methods and procedures to ensure achievement of goals and objectives.
• Oversee the development and use of HR metrics to drive data-driven decision-making and measure the success of HR initiatives.
• Ensure and oversee accurate and timely administration of employee benefits, payroll, and compensation programs.
• Implement and/or manage technology solutions that improve HR operational efficiency, such as HRIS and performance management systems.

2. Develop, coordinate, and provide leadership to Human Resources.

• Select, motivate, and guide the HR team in the achievement of HASC’s overall strategic plan.
• Evaluate the performance of direct reports and establish compensation levels.
• Participate in developing and implementing mechanisms for recognizing the expertise and performance of staff.
• Delegate authority commensurate with the responsibilities of Human Resources staff; ensure that the scope of authority is clearly defined and understood; monitor direct reports performance and provide guidance and assistance as needed.

3. Ensure the effective recruitment, selection, supervision, development, and retention of management and employees.

• Develop and implement comprehensive HR policies and programs that align with HASC’s strategic objectives.
• Lead workforce planning and talent acquisition strategies to ensure organizational goals are met with the right talent.
• Provide leadership on HR trends and innovative practices to enhance employee engagement, retention, and performance.
• Ensure the department Directors/managers and other staff members meet position and competency requirements.
• Provide support to programs designated to develop managers’ skills and abilities necessary for performance improvement, as well as effective leadership.
• Foster a diverse workplace that enables all employees to contribute at their full potential.
• Collaborate with CEO or CEO’s designee(s) on salaries and benefits for all personnel to ensure that they are commensurate with qualifications and in line with positions of comparable responsibilities within HASC and external market.

4. Review, report, and adjust practices to meet necessary regulatory and legal standards including risk management and compliance, and managing ongoing litigation.

• Proactively identify and manage legal and financial risks related to HR practices, ensuring compliance with local, state, and federal employment laws.
• Monitor and implement HR regulatory changes, advising leadership on how these changes impact the business and guiding necessary policy adjustments.
• Develop and enforce HR policies and procedures that meet best practices and minimize organizational risk.
• Serve as a liaison with legal counsel on complex employment issues, such as workplace investigations, litigation, and dispute resolution.
• Actively provide administrative input for the planning and monitoring of quality improvement, risk management.
• Ensure that HR records and data meet internal operational needs as well as applicable standards for confidentiality, accuracy and completeness.

5. Serve as a member of the Executive Team.

• Serve as a key resource and strategic business partner to executive management on matters related to cultural transformation, legal compliance and risk management, strategic decision-making, organizational structure, leadership selection, leadership development, HR practices, structures and programs which foster service excellence.
• Participate in key decisions regarding implementation of strategies.
• Work in tandem with the Executive Team to create a collaborative multidisciplinary environment.

6. Purposefully conduct all aspects of the job in an ethical manner in support of HASC’s commitment to ethical behavior in all areas of personal and professional activity.

7. Ensure rational and purposeful management of human resources through the application of sound planning and goal setting principles.

• Lead the development and implementation of a performance management system that establishes standards of behavior, aligns performance, drives accountability and provides a feedback-rich environment.
• Provide leadership in education, training and development activities.
• Coordinate the development of annual goals for areas of direct accountability.
• Promote forecasting within HASC to actively anticipate and influence future events.
• Plan change and the successful implementation of new ideas.

8. Assure effective leadership and management through the application of established management principles.

• Implement a full continuum of leadership assessment, selection, and development and retention initiatives in order to maximize the leadership and management capabilities of HASC.
• Champion programs and activities to improve organizational effectiveness through re-designing work, reducing wasteful activity, promoting effective performance management, and building the skills and capabilities of the workforce.
• Introduce new tools and approaches which address talent management, strategic, and operational challenges from the human resources perspective.
• Ensure all job descriptions within the area of responsibility clearly articulate position expectations.
• Collaborate with Directors/managers to facilitate orientation, in-service, on the job training, and continuing education programming to meet all staff development needs.
• Facilitate the completion of annual performance appraisals for all staff in areas of accountability.
• Participate as necessary in counseling, coaching, commendation, disciplinary action, promotion, demotion and termination.
• Ensure consistent and appropriate interpretation and implementation of HASC policies.

9. Ensure well integrated and organized delivery of services through effective departmental coordination.

• Facilitate cooperative formal and informal working relationships between all HASC departments.
• Facilitate resolution of intra and inter-departmental conflicts.
• Work with the Executive Team to ensure a collaborative working environment for all employees.

10. Other responsibilities and duties.

• Attend various meetings of the Board, Executive Committee, and other groups as determined by the CEO and the Executive Team.
• Represent HASC as assigned by the CEO.
• Other duties as assigned.

REQUIREMENTS

• Education/Licensure

Bachelor’s degree in human resources, Business Administration, or related field required; Master’s or law degree preferred. Licensure in Human Resources-related field highly preferred (i.e., Society for Human Resource Management (SHRM) California Law HR Specialty Credential, SHRM-SCP (Senior Certified Professional) or SPHR (Senior Professional in Human Resources) certification, Professional in Human Resources – California (PHRca), HR Certification Institute (HRCI) certification). Ongoing professional development and certifications in employment law, diversity & inclusion, and other relevant fields are also encouraged. Computer savvy and advanced knowledge of Microsoft Office applications.

• Qualifications/Experience

Minimum of 10 years senior HR management experience with entity serving at least 75 employees, involving strategic, talent management, employment litigation, legal risk management, regulatory compliance, and/or business development experience. Experience in a hospital, healthcare entity, or hospital association is highly preferred.

• Special Skills/Knowledge

Benefits and Compensation administration, employment law (including management of employment litigation with outside counsel, and risk management), labor relations, employee relations and engagement, analytics and data analysis, excellent communications skills and proven leadership abilities. A record of innovation in policy and program delivery, progressive management responsibilities, technical expertise in HR, and experience in strategically moving the HR organization tangibly forward. Solid communications skills and ability to influence others in an effective manner. A transparent and open approach in dealing with governing bodies. Demonstrated skills leading organizations with high levels of employee engagement and a healthy work culture. Provide oversight to ensure HASC is in compliance with all federal, state, and local laws as well as rules and regulations related to Human Resource management and Employee/Labor Relations.

• Mental and Cognitive Traits Required

Must be able to analyze written, spoken, visual, and other sensory stimuli. Must have ability to analyze written and spoken English. Must be able to cope effectively with stressful situations and time constraints. Must be able to logically solve problems. Must be able to provide and follow detailed written and verbal instructions. Must direct and manage others.

• Behavior Demands

Must role model positive communication and team relationship skills. Demonstrates ability to lead consensus decision making. Must be able to direct and manage others.

• Physical Demands

Sit, walk, and stand: may spend up to 25 percent of working time standing/walking. Lift, carry, push, pull generally, not more than twenty-five pounds of force is needed to lift, carry push, or pull objects. Bend, stoop, and kneel; occasional bending and kneeling may be required. Manual dexterity/wrist and hand repetitions: good manual and finger dexterity is needed; up to 70-85 percent of working time may be spent using a computer keyboard. Vision, hearing, speaking; must have good visual acuity and depth perception to operate the computer system; speaking and hearing are essential to the communication needs of the position.

• Travel

May be requested on occasion to travel to conferences and meetings as an organization representative. Must be able to make arrangements to attend work obligations as required.

ONE TEAM CULTURE EXPECTATIONS

Culture is everything, and we work hard at being a unified One Team. All team members must consistently demonstrate the following behaviors:

· We assume the Positive Intent of our team members first.

· No Hoarding Rule – We believe in open and transparent exchange of the information.

· We believe our relationships with each other are an important component of our success.

· We-ism – We operate with an associations-first mindset, which includes a strong commitment to our team members.

· All for One – We strive to be great and reliable team members for each other.

· We actively work to appreciate and value the contributions of all team members.

· We practice pausing to acknowledge and celebrate our significant successes.

· We are committed to straight and courteous communication between team members.

· No Beach Balls – We are committed to maintaining strong and trusting relationships. We actively work through issues before they become barriers. We have the necessary crucial conversations with each other.

· We believe that a respectful culture is the foundation of a safe, effective, and supportive environment for all.

· We believe in the importance of exploring innovative ideas and solutions that help solve problems, improve our effectiveness, and increase member value.

· To err is human. Mistakes are opportunities to learn and improve.

· We believe in the importance of a diverse and inclusive culture, where differences and similarities are valued equally, and team members listen without judgment to learn and grow from one another’s strengths and perspectives.

STANDARDS OF EXCELLENCE & LEADERSHIP STANDARDS

• Sense of Ownership

Demonstrate personal commitment to quality job performance, a sense of responsibility for high achievement, professional appearance, awareness of current events throughout HASC, and positive promotion of HASC events and community efforts.

• Positive Attitude

Maintain a sense of understanding and compassion at all times, while conveying energy and pride in all forms of communication: verbal, written, and non-verbal.

• Responsiveness

Accommodate the needs of others through the use of timely actions, clarification, apologies, considerations, and the offering of additional information.

• Communication

Openly interact with employees and visitors through greetings and introductions, courteous gestures, engaging listening and feedback in dialog, providing helpful information, and addressing conflict in an appropriate manner.

• Commitment to Co-workers

Cooperatively seek to support and contribute to the work of others by offering assistance, acknowledging accomplishments, and applying fair and respectful treatment.

• Privacy/Confidentiality

Maintain confidential information of HASC in all activities.

• Vision

Pursue and align both departmental and HASC goals consistent with the mission, vision, values and strategic framework while simultaneously influencing others and translating these goals into action.

• Passion

Demonstrate a commitment to the success of the organization through enthusiastic, positive, and inspirational interactions with others and continuous role-modeling of the behaviors consistent with the mission, vision, and values.

• Pursuit of Perfection

Actively engage staff in decision making and problem solving which are supported by industry standards, and best practices which continually lead to ongoing education, performance improvement activities, and the highest standards of performance.

• People-centered

Use effective communication/coaching skills to support, direct, and develop staff/others through the use of timely and appropriate performance feedback and shared departmental knowledge and skill.

PHYSICAL REQUIREMENTS

Rarely

(0-12%)

Occasionally

(12-33%)

Frequently

(34-66%)

Regularly

(67-100%)

Seeing: Must be able to read reports and use computer.

X

Hearing: Must be able to hear well enough to communicate with co-workers.

X

Standing/Walking:

X

Climbing/Stooping/Kneeling

X

Lifting/Pulling/Pushing

X

Fingering/Grasping/Feeling: Must be able to write, type and use phone system.

X

Working Conditions: Normal working conditions with the absence of disagreeable elements.

Other Requirements: This position may require occasional local and long distance travel. If incumbent uses his or her own vehicle for transportation, they must have a valid driver license and carry auto insurance in the amounts and type required by law.

Note: The statements herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.

COMPENSATION

This position is a full time, exempt opportunity and will pay competitively and consistent with experience. The expected pay range will be between $175,000 and $200,000.

BENEFITS

HASC offers all full-time exempt employees access to a retirement plan, paid sick leave, and flexible scheduling, a benefits package, including payment into health, dental, and vision insurance, generous paid time off accrual, and paid holidays.

LOCATION

This position is primarily based out of HASC’s Downtown Los Angeles Office: . This position may require frequent travel including to HASC’s satellite offices, among other travel. Business expenses will be reimbursed in accordance with state and federal law.

HIRING PROCESS

Applications will be reviewed on a rolling basis. This position will remain open until filled. Notification of a decline to interview or request for an interview will be given only to those applicants that submit .

Employment will be contingent on candidates successfully completing a background check.

HOW TO APPLY

Submit a cover letter, current resume, and three professional references (with name, title, affiliation, phone, and email) via email as one PDF attachment (if possible) to George Greene at ggreene@hasc.org AND to Robert Vlach at rvlach@hasc.org. No phone calls accepted.

Job Type: Full-time

Pay: $175,000.00 - $200,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Schedule:

• Monday to Friday

Ability to Relocate:

• Los Angeles, CA 90071: Relocate before starting work (Required)

Work Location: Hybrid remote in Los Angeles, CA 90071