Job Description
The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of business (LOB) and plays a critical role in providing tools, communications, and a clear path for execution of strategic functional initiatives. Provides a broad range of HR support for achieving business objectives, including talent management, organization development, change management, leader effectiveness, succession planning, and employee engagement. Additionally, the role will leverage and formulate partnerships across the HR Centers of Expertise (COE) to ensure HR deliverables are addressed in a timely and thorough matter.
The Associate Director works with leaders across assigned line of business to establish and maintain an understanding of the client's organization and business practices while building trusted, effective working relationships. The Associate Director collaborates with department leaders to support organization design including staffing, talent development, career / success planning and talent movement. In addition, the Associate Director works with department leaders to drive attraction and retention including development of integrated approaches to promoting diversity & inclusion in talent attraction, development, and retention.
| Manages and leads a team of HR staff by providing leadership and guidance to address complex questions and issues. Guides staff and ensures HR services and team members meet customers’ needs consistent with Cedars-Sinai philosophy, mission, vision, and strategic plan. May oversee other HR leaders. |
| Partners and works with HR leadership in prioritizing and implementing HR LOB goals, initiatives and strategies. |
| Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of Business. Manages, motivates and mentors a team of HR professionals. Promotes the development, engagement and productivity of each employee by encouraging a healthy team environment. |
| Serves as strategic partner to senior leadership, managers, and other personnel. |
| Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other business issues impacting the Line of Business, Human Resources and the organization. |
| Proactively and regularly evaluates the Lines of Business, such as people, processes, programs, systems and HR service delivery relative to organizational and business unit strategy and objectives in order to identify short and long-term opportunities. |
| Collaborates with management teams within the Line of Business and HR on the creative design and implementation of high quality, integrated, flexible and efficient business solutions and improvement initiatives. |
| Develops strong working relationships with internal and external stakeholders of diverse backgrounds, building reputation as a credible and trustworthy leader in order to successfully influence, facilitate change initiatives and drive buy-in at all levels of the organization. |
| Develops and interprets HR specific policies guidelines and processes and provides consultation to department leadership on policy application and best practices. Recommends policy and process changes to support business needs and organizational success. |
| Recognizes potential employee relations issues in a productive manner. Manages and resolves complex and sensitive cases through objective and thorough fact-finding investigations, mediation of difficult interactions, political navigation. |
| Provides strategic consultation to line of business leadership regarding compensation matters in order to ensure, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as organizations compensation philosophy. |
| Provides education, training and development guidance to management and employees. This includes analysis of employee engagement surveys and other measurement tools, coaching line of business management on leadership performance and practices, facilitating discussions and action planning for learning, organizational development and talent management as well as career development, and succession planning. |
| Collaborates with other teams within HR, in cross-functional process improvement initiatives and integration. |
Qualifications
Bachelor's degree required in Business Administration, HR or a related field
Master's Degree - preferred
8 years minimum progressive experience in HR including 4 years minimum managing a team in HR or related field; or experience requiring significant human resource management or administrative oversight
About Us
About the Team
Req ID : 10601
Working Title : Assoc Dir, Human Resources - MDRH
Department : HR MDRH
Business Entity : Cedars-Sinai Medical Center
Job Category : Human Resources
Job Specialty : Human Resources
Overtime Status : EXEMPT
Primary Shift : Day
Shift Duration : 8 hour
Base Pay : $63.45 - $111.04