Dir-Benefits Wellness & Employee Health

Benefits

Additional Information

Responsible for developing, managing and leading the benefits, wellness and employee health teams including occupational health and safety programs. Develops, recommends and oversees all programs; develops and monitors budgets; negotiates contracts and monitors vendor performance; develops metrics/dashboard, and preparation of reports; monitors customer satisfaction; ensures maintenance of appropriate records, maintains current knowledge of regulatory environment; selects, trains, orients and assigns staff. Job Responsibilities Define and oversee the strategic planning and operational management activities including budget and resource management for own area; Leverage metrics and analyses to influence HR practices and to validate and revise strategies within own area. Develop, recommend, and interpret organization-wide HR program goals and objectives, policies and procedures, and courses of action. Successfully lead multiple large/critical complex projects/ program(s) from end to end for own area/department; Drive project execution through teams to ensure timely and cost-effective delivery at high quality. Be a trusted advisor in HR practices and collaborate with business leaders on critical elements of investigation outcomes. Promote utilization of the HR offerings within own area and works with employees and managers to facilitate programs. Strategically engage with key stakeholders (e.g., cross-functional leaders) to share expert advice and influence decision-making. Support the people aspects of organizational change and people processes; Drive and implement change initiatives to improve efficiency and effectiveness in people management. Evaluate performance of all direct reports, providing constructive criticism, feedback, and opportunities for professional development. Perform other duties as assigned to meet the goals and objectives of the department and institution. Maintains regular and predictable attendance. Consistently meet job expectations, adhere to policies, and deliver quality work while applying. St. Jude values and principles. Managers evaluate employee performance throughout the year-specifically through the spring and fall Check In milestones and the Annual Performance Review. All employees are encouraged to actively participate in these performance management processes. Minimum Education and/or Training Bachelor's degree required. Master's degree preferred. Minimum Experience: Minimum Requirement: Bachelor's degree with 10 + years of experience managing one of more areas within the HR function (e.g. Employee Relations, Compensation, Benefits, HRBP, Talent Management, HRIS), preferably in a healthcare environment. Experience working in one or more areas of HR (e.g. Employee Relations, Compensation, HRBP, Talent Management, HRIS etc.) through the design and implementation of organization-wide HR programs. Strong experience managing teams. Demonstrated track record of high credibility as a trusted advisor. directing HR objectives, policies and procedures for own area, within the organization. Demonstrated experience working in a multi-functional environment, influencing critical cross-functional stakeholders to drive processes/systems and outcomes. Strong experience with operational management, budget planning, & stakeholder and resource management. Expertise with HR principles and practices, as well as applicable policies and federal, state, & local laws and regulations. Proven performance in earlier role. Special Skills, Knowledge and Abilities: Drives and monitors clear goal setting, accountability, and feedback for the department (and matrixed teams). Manages ER issues as they arise. Guides performance of direct reports (or indirect if managing people indirectly) through coaching and development. Consistently evaluates and addresses the team's overarching development needs in line with the talent strategy. Proactively builds and maintains key relationships within and outside the organization. Guides structured evaluation of priorities with stakeholders for critical decision-making with a long term focus. Facilitates communication and solutioning between stakeholders to address needs and perspectives. Strong breadth of expertise across multiple sub-functional areas within HR, and some across functional areas at St Jude. Deep knowledge of how HR practices, technologies and processes can be optimally be used to drive initiatives. Drives a culture of continuous process improvement within the department by proactively tracking industry trends and leveraging best practices. Exhibits a very high level of sensitivity, tact and judgement in dealing with complex situations and stakeholders on people related issues. Judges situations from a long-term perspective taking into account multiple stakeholders, brands and viewpoints into account while helping the organization navigate through people issues. Builds internal connections and external partnerships across executive/leadership levels.