Neighborcare Health

The Chief Human Resources Officer is responsible for oversight of Human Resources, Volunteer Services, RSJ, HR Risk Management, HR Compliance, Credentialing and the EDI departments.. The Chief Human Resources Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation.. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors.. The Chief Human Resources Officer will oversee the integration of equity, diversity, and inclusion into all clinical operations and departments throughout Neighborcare Health (NCH).. At least 8 years of working experience in a senior Human Resources position, preferably working as a Director HR Business Partner or Director HR Operations.

chief human resources officer

Purpose

The Chief Human Resources Officer is responsible for oversight of Human Resources, Volunteer Services, RSJ, HR Risk Management, HR Compliance, Credentialing and the EDI departments. The Chief Human Resources Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors. The Chief Human Resources Officer will oversee the integration of equity, diversity, and inclusion into all clinical operations and departments throughout Neighborcare Health (NCH). They will serve as a subject matter expert and develop and guide the strategic vision for EDI in collaboration with staff and leadership and in alignment with Neighborcare's organizational strategic goals.

Neighborcare Health offers a robust benefit package: Medical, Dental & Vision Insurance, 18+ days of Paid Time Off, 9-Paid Holidays, Retirement with Matching, Life & AD&D, Pet Insurance, Employee Assistance Program, & More! This position is eligible for the Staff Referral Program.

In this position you will:

Primary Responsibilities

Leads the development and execution of the human resource strategy forNCH.
Provide strategic consultation and guidance to senior leaders related to the implementation and management of the people strategy, business initiatives and organizational changes to optimize roles and responsibilities.
Serve as strategic business partner, coach and advisor to executives, helping them to grow as business and people leaders and as a team.
Guides Human Resource staff and senior managers through human resource programs and services including; pay, benefits, employee relations, performance management, succession planning and career and staff development, safety, staffing and Affirmative Action and diversity commitments.
Manages execution of new initiatives and day-to-day operations. Partners with senior managers in support of agency goals and objectives. Ensures Human Resources services are integrated and aligned with agency needs.
Inform the development of a strategic direction and operations for NCH's EDI initiatives and activities.
Overseesemployment and employment risk management issues of the organization. Agency representative in employment/operational risk and legal issues with local, State and Federal courts.
Responsible for hiring, performance management, talent development, employee relations, recognition, and training of staff by providing effective leadership. Manages and evolves the continuing education program for providers.
Identify and implement process simplification and elimination of non-value-added work.
Drive execution of EDI strategic plans focused on developing leaders' and employees' skills in creating an inclusive and equitable environment.
Maintain up to date knowledge of changes and current trends in Human Resources practices and assure that the agency complies with local, State and Federal laws. Manage employee benefits, maximizing value to staff within budgetary constraints. Serve as the agency's Affirmative Action Officer, maintaining the AA plan and assuring the agency's commitment to diversity. Oversee HR information systems.

Key Skills, Knowledge & Abilities

Required for this job:

Maintains knowledge of the latest industry trends and best practices, ensuring optimal performance of the HR department, which in turn influences the performance of the various departments and the business at large.
Demonstrated skill leading systematic change and leading with influence.
Ability to constructively host, navigate, and guide productive and difficult conversations about challenging topics such as race and other aspects of oppression.
Ability to effectively resolve conflict using a variety of conflict resolution methods.
Demonstrated ability to develop creative solutions, capitalize on opportunities for improvement, switch gears quickly, and ask for help when needed.
Demonstrated self-awareness, growth mindset, responsiveness to feedback, and a commitment to learning and development.
Ability to identify and resolve issues utilizing complex problem-solving skills and data
Excellent public speaking, training, and group facilitation skills

Required qualifications:

Master's degree in Human Resources, Public Administration, or other relevant field. Or equivalent years of experience
At least 8 years of working experience in a senior Human Resources position, preferably working as a Director HR Business Partner or Director HR Operations.
Successful management of a human resources team
Demonstrated ability and experience advising and influencing executives, providing insights that lead to key decision making within the business.
Experience in policy formulating, development, and implementation of key HR strategies and procedures.
Experience working with communities of color and people from different cultures than your own
Proven experience delivering innovative HR/EDI programs in a fast paced, evolving, and wide organizational setting

Preferred   qualifications:

Professional experience working in healthcare or a nonprofit

Our Mission

The mission of Neighborcare Health is to provide comprehensive health care to families and individuals who have difficulty accessing care; respond with sensitivity to the needs of our culturally diverse patients; and advocate and work with others to improve the overall health status of the communities we serve.

About our Service Commitments

Our service commitments were created by staff members, leaders, board members and patients. We use these as a guide and expectation for how we treat our patients and each other. You may learn more about our service commitments here, https://neighborcare.org/about-us/service-commitments/

Serving patients
Serving each other
A warm welcome
Caring
Respect
Working together
Trusting Relationship

About us

For 50 years, Neighborcare Health has been caring for our neighbors with essential medical and dental care, counseling, outreach, health education and more in Seattle, Vashon, and our newest dental clinic in Olympia! Our purpose is to improve health by engaging, educating, and empowering people in the communities we serve. We are looking to hire the best talent to support our culturally diverse workplace and community.

Compensation

The wage range for this position is a minimum $196,357.00/salary up to $302,994.40/salary maximum.

Compensation will be determined based on years of relevant experience.

Union:  No

The full job description will be provided during the interview process.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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