Vice President of Human Resources - Neighborhood Health Center
Catapult (Neighborhood Health Center)
- Buffalo, NY
Neighborhood Health Center
Vice President of Human Resources
Neighborhood Health Center (Neighborhood) is growing and actively seeking a Vice President of Human Resources (VPHR). The VPHR will join a highly experienced, inclusive, strategic, and mission-minded organization as a key member of the Senior Leadership Team (SLT). The successful candidate will partner with the President/CEO and SLT in pursuit of our commitment of ensuring the creation of health equity in the communities we serve. We will do this through creating a better care experience, better health outcomes, better costs, and a thriving workforce.
The VPHR will be responsible for developing and executing on these initiatives with the President/CEO and SLT which will allow Neighborhood to pursue its strategy and mission. They will provide specific expertise, insights, and recommendations to building the strategic pillar of an engaged and thriving workforce through their senior level HR experience, proven talent acquisition and retention expertise, strategic, innovative and collaborative leadership style, a commitment to the mission and the greater WNY community, and as a kind, resilient, and adaptable team member.
For more than 35 years, Neighborhood has delivered high-quality and compassionate care to individuals and families, regardless of insurance status or ability to pay. As the VPHR you will have the opportunity to be a part of an organization that provides a kind, compassionate, comprehensive, patient-centered, holistic healthcare experience for all regardless of level of opportunity or current circumstances.
Please view the full position profile: HERE
The VPHR will be a seasoned HR leader with significant experience leading, strategizing, overseeing, and implementing HR strategies, systems, and processes in growing organizations. The successful candidate will join a team of kind leaders and medical professionals focused on providing quality care to patients in order to improve health outcomes in Western New York.
Key competencies include:
- Mission-Minded and Socially Responsible
- Senior-Level HR Leadership – Demonstrated Talent Acquisition & Retention Expertise
- Strategic, Innovative and Collaborative Leadership Style
- Kind, Resilient, and Adaptable Team Member
MISSION-MINDED & SOCIALLY RESPONSIBLE
The VPHR must be a mission-minded and socially responsible leader. They will need to have a transparent communication style, be collaborative, and promote inclusivity, respect, and accountability in all interactions from senior leadership, to employees, to the community and the patients that we serve. ? Our workforce reflects the multicultural populations that we serve; we incorporate our understanding and appreciation of differences into the care we provide. In order to be a successful member of the Neighborhood team and integrate effectively into our kind and patient-centered culture the VPHR will:
- Apply Neighborhood’s mission, vision and values to all patient, vendor and employee interactions.
- Demonstrate Neighborhood’s Commitment to My Team.
- Demonstrate commitment and awareness to the importance of diversity, equity, inclusion, and justice in the achievement of organizational goals and objectives.
SENIOR LEVEL HR LEADERSHIP
The VPHR will be a seasoned HR leader who will work alongside the Senior Leadership Team to build the necessary talent, systems, and culture to support the Mission and strategy of creating health equity in the communities we serve. They will embrace the opportunities and challenges that an organization of this size and scope experiences and will be a prudent steward of the resources available to us in order to provide the highest quality services at the most reasonable cost. This will be accomplished through:
- Optimizing the Neighborhood mission, vision, values, strategic plan, goals, trauma informed resilience-oriented model and our definitions for diversity, equity, inclusion and justice to develop and manage organization-wide processes related to the life cycle of Neighborhood’s staff. With specific strategy for each:
- Attract and recruit; on-board; develop, train, transition and promote; retain, engage and recognize; administer leave management and benefits; performance management; compensation; separation
- Leading, advising, and researching best in class recruitment, retention, and employee engagement practices with a commitment to hiring and offering growth opportunities to people in the communities that we serve.
- Managing all HR staff, develop key HR metrics, create a regularly reported out on HR dashboard, track results, identify strategies, and implement tactics to improve outcomes.
- Supporting payroll to ensure seamless year-end and W-2 processes.
STRATEGIC, INNOVATIVE & COLLABORATIVE LEADERSHIP STYLE
The VPHR will be strategic with the ability to craft innovative solutions to complex human resources initiatives and challenges. They will address these challenges with a collaborative leadership style and respect and appreciation for the organization’s success, history, and missioned focused approach. This will be accomplished through:
- Partnering with the President/CEO and VP of Finance, the VPHR will budget for, evaluate and develop annual benefit renewals. Provide HR support to lead the roll-out of the annual benefit renewal process.
- Monitoring New Hire HR orientation to ensure all compliance requirements are met and that it remains current with the mission, vision, values, strategic plan and goals of the organization.
- Collaborate with Quality, VP of Strategy, Finance, Operations and Clinical Ops to ensure employee survey process is used to improve employee experience.
- Participating in the structure and success of the Neighborhood’s strategic plan through creating and managing HR programs, processes and policies.
- Working closely with the President/CEO to address current and forecast future HR needs in meeting the mission, vision, values and strategic objectives of Neighborhood.
- Collaborating with the Director of Training and Development and Director of Equity to identify Neighborhood competencies for success, evaluate talent gaps, and provide a structure and recommendations to educate all supervisors in matters on coaching sessions, verbal warnings, written warnings, resignations and termination to ensure agency uniformity and consistency with personnel policies and meeting any federal, state or local laws and legal obligations.
KIND, RESILIENT, AND ADAPTABLE TEAM MEMBER
Neighborhood is made up of a dedicated and hardworking leadership team and workforce (ambassadors). Each ambassador is an important part of a larger team that is responsible for patient care and satisfaction and is accountable to the community. Ambassadors are invested in the mission, promote respect, and are committed to creating a culture of inclusivity and kindness. We work collaboratively to ensure the highest quality of care and believe in a kind, compassionate, comprehensive, patient-centered, holistic approach for all that is respectful of each individual’s circumstances. Neighborhood ambassadors will:
- Show respect for the knowledge, effort and time of others.
- Persevere in the face of individual and team challenges, and kindly offer additional time, knowledge, and resources to support team and organizational success.
- Strive to appreciate and understand team members’ strengths, motivations, goals, and values, to provide people with opportunities for learning, development and growth.
- Be a servant leader and take a strengths-based approach to development and performance evaluations.
- Provide employees the time and opportunity to learn from both successes and failures, lean into strengths and find their best-fit role.
- Work alongside the Senior Leadership Team to drive for results, evaluate progress, and listen to what the community needs to evolve and adapt Neighborhood's services accordingly.
- Demonstrate clear effective communication including verbal and non-verbal communication and language in individual and group settings.
- Address patients, co-workers and management by the pronoun or preferred name.
- Remain open to the concept that culture and identity play a role in how employees connect and engage in the context of professionalism; completes Neighborhood’s cultural competency LMS annually.
- Senior level HR leadership experience with strong talent acquisition and retention expertise.
- Demonstrated ability to design and implement innovative talent strategies to achieve organizational objectives?.
- Progressive HR experience, including department leadership assignments with demonstratable results?.
- Experience & understanding of all applicable federal, state and local statutes, regulations and ordinances in the areas of labor and employment?.
- Experience evaluating compensation and recommending best practices for application of compensation programs, policies, and procedures.
- Relevant educational background with demonstrated commitment to continuous learning and development?.
- Experience working with diverse populations to create diversity, equity, inclusion, and justice to achieve common goals?.
- Experience working in non-profit, healthcare or federally qualified health center preferred.
- Ability to present and promote HR initiatives and programs with all levels within the organization, including senior management?.
- Ability to lead employees and outside consultants/vendors to achieve positive results?.
- Self-starter with the ability to work independently?.
- Strong interpersonal, coaching, and conflict resolution skills?.
- High level of emotional intelligence?.
- Highly analytical, organized, and accountable.
Monday, January 16, 2023