Chief Human Resources & Diversity Officer

  • Integrated Work
  • Santa Rosa, CA
  • Aug 04, 2021
Full time HR

Job Description

JOB SUMMARY: The Chief Human Resources & Diversity Officer (CHRDO) at Santa Rosa Community Health has the responsibility and accountability for all functional areas of Human Resources across the organization and will implement the organization’s diversity strategy. This leader will work directly with the leadership team to design and deploy ethnically, culturally, and gender sensitive human resources solutions and infrastructure and foster an environment of equitable individual opportunity and long-term success. The CHRDO reports to the CEO and is a key member of SRCH’s Executive Team.

THE ESSENTIAL QUALITIES

Do the following essential qualities resonate with how you think and demonstrate your human resources and diversity experiences? If so, we invite you to apply and can’t wait to learn more about you!

 

Human Resources. Seasoned HR professional. Your expertise shows up in your ability to quickly and effectively respond to the scope of responsibilities outlined in the Essential Functions section of this job posting. You are collaborative, driven, and agile, instinctively adapting your approach to fit the unique context of each of the departments at your organization.  

 

Strong Lens on DEI. You proactively build meaningful and authentic relationships with your organizations’ team members and colleagues and have an ability to create inclusive spaces in every interaction. You instinctively balance empathy and accountability and are able to put team members at ease in their most vulnerable moments, especially when there are cultural differences and/or communication barriers. You value diverse perspectives, seek feedback to inform your work, and innately keep those from historically excluded backgrounds top of mind, which contributes to an inclusive environment.   

  

Communication. You make communication and responsiveness a priority. You know and believe that HR is all about communication and customer service is a top priority. Your time management is impeccable, and you take pride in your ability to ensure follow through and consistently meet deadlines. You routinely make yourself available to team members through various communication methods and are proactive in alerting others to any limitations to your availability.     

 

Culture. You understand that for work culture to change, the issues need to be identified; education needs to be created

that supports the differences, and leadership needs to embrace and reinforce the commitment to change through

 

actions repeatedly. You are the force that identifies the issues and changes the culture to embrace DEI. You know that

 

diversity work is changing the workplace of the future for the better!

 

 

ESSENTIAL FUNCTIONS:

 

Strategic HR Leadership: Developing organization strategies by identifying and addressing human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction. Advocating for the organization’s focus on diversity, equity, and inclusion and demonstrates it as central to the achievement of overall strategic goals. 

 

Diversity, Inclusion, Equity, and Justice: Building people related processes, systems, and structures to enable the critical work of the health center. Leading the way with the senior management team to forge a culture that supports innovation, sustainability and resilience and reflects our deep value for diversity, equity & inclusion. Creating and stewarding a leadership framework to ensure that SRCH continually refreshes capacity to engage people, face challenges with courage, and achieve aspirations. Supporting the DEI committee as well as goals strategies and tactics to embed DEI throughout SRCH.

Organizational Development: Implementing effective change management strategies. Fostering open communication with the ability to pivot, and flexibility to serve the needs of staff and community. Establishing a collaborative approach to stakeholder alignment. Developing and implementing coaching, training, and mentoring programs at all levels of the organization. 

Department Management: Oversight and accountability for all areas of human resources; hiring, assignment, and supervision of HR staff.  Focusing on examining and building a strong culture to align with SRCH values with a keen eye on creating, improving, and sustaining staff engagement; leading organization in building foundational organizational capacities in areas such as accountability, trust, transparency, collaboration, and empowerment; examining process elements, such as decision-making protocols, clarifying, communicating roles and managing expectations. Developing budget based on the organization’s strategic plans, and then delivering results aligning with the approved budget.

 

Employee Relations: Maintaining a work environment of effective and thoughtful supervision and respect; providing guidance and oversight for corrective action/discipline issues, controversial and sensitive staff issues, investigating, mediating and arbitrating, and employee separations. Providing leadership and guidance to the Diversity, Equity & Inclusion (DEI) committee to identify opportunities, developing plans and implementing impactful solutions. Ensuring all actions are consistent with SRCH mission-driven values and desired culture. Setting a culture of recognition, well-being, satisfaction, and overall employee morale. Emphasizing fairness and minimizing any unintended exclusionary practices and attitudes in planning and decision-making. Providing gentle confrontation.

 

Labor Relations: Leading and helping manage the collective bargaining agreement negotiating and CBA compliance.

 

Benefits and Compensation: Overseeing administration of all employer-provided and voluntary benefits, paid time off, leaves of absence, workers compensation, ergonomics/injury prevention, and employee assistance program; and ensuring the cultural responsiveness of these structures and processes. Overseeing compensation functions including base salary structure, compensation law compliance, job descriptions, and job codes. Providing input on budget regarding all facets of compensation. Conducting equitable benchmarking and maintaining pay equity.

Human Resources Administration: Overseeing HR Information Systems (HRIS), including reporting and analysis as needed; required administrative functions, including maintaining all required documentation and files; and employee intake and exit protocols. Measuring and providing metrics for DEI and providing DEI Dashboard Reporting.

Employee Engagement: Directing interdisciplinary coordination and implementation of new employee onboarding, employee engagement and retention initiatives, communications, and appreciation and recognition initiatives. Promoting staff participation in regular professional development activities (trainings, workshops, courses, conference, reading groups, etc.) to deepen DEI-related competencies and practices. Designing, conducting, reporting on, and developing action plans related to the annual employee climate survey, involving the collection and analysis of data about the work environment for staff that may include focus groups, employee surveys, interviews, etc. 

 

Talent Development and Promotion: Collaborating with management team, anticipating future organization talent needs to build internal bench-strength and preparing robust talent pathways. Activity will include development planning, developing job ladders, succession planning, talent development forums, staffing strategies, and other talent management processes. Ensuring that all processes for promotions and special appointments are transparent, aligning with equity and inclusion goals, and developed in consultation with organizational leaders.

 

Recruitment: Overseeing the entire recruitment and hiring process, including supporting and training hiring managers. Managing relationships with outside recruiters (with recruiting team).  Working with senior leadership to develop long range staffing plans. Reviewing and revising processes for recruiting and hiring to better achieve the goals of diversity, equity, and inclusion.

 

Performance Management: Supervising development and utilization of performance evaluation system; providing training and coaching for managers on performance management; ensuring quality reviews are being done on a timely basis across the organization. Conducting regular organization-wide analyses of performance ratings to assess if there are disparities across race, gender, rank, etc. 

 

Projects: Delivering project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; leading implementation, when appropriate; evaluating milestone accomplishments; evaluating optional courses of action and modifying assumptions and direction as needed.

 

Employment Law and Risk Management: Directing the development and administration of company policies and practices in compliance with corporate objectives and all applicable state and federal employment laws.  Working with finance, corporate compliance, and payroll administration. Working closely with outside counsel across a variety of subjects related to employment and contractual issues. Ensuring the policies and procedures about workplace safety, harassment, hate crimes, non-discrimination, and inclusion are widely communicated, discussed, and enforced throughout the organization. Building an organization-wide understanding of the practices that promote inclusion as well as those that result in indifference, exclusion, or discrimination. 

 

MINIMUM REQUIREMENTS:  

Knowledge and Experience: 

  • Bachelor's degree, advanced degree preferred, plus formal HR professional certification commensurate with responsibilities.
  • Minimum seven years of related experience, with at least five at director level or equivalent.
  • Thorough understanding and working knowledge of Federal and California employment law.
  • Demonstrated knowledge of advanced human resources concepts, principles, and practices in all listed functions.
  • Experience with union relations and collective bargaining agreement negotiations.
  • Demonstrated experience and ability to effectively supervise and mentor staff.
  • Experience working with multi-site organization and in health care industry preferred.

Occupations

Hospital-Clinic Administration

Salary

$134,000-$184,000

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