Vice President, Human Resources - Newark Beth Israel Medical Center at RWJBarnabas Health – West Orange, New Jersey

The site Vice President of Human Resources is responsible for directing all the people functions at their site in accordance with the mission, vision, values, polices and practices of RWJBarnabas Health; the ethical and social consciences of business and society; and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The Vice President will work collaboratively with the CHRO and leverage the service delivery functions of the HR Centers of Expertise. The Vice President is to ensure that the strategic human resources planning attracts and retains the best people talent available and positions the organization as the employer of choice. The Vice President must understand and act upon trends within the industry, best practices policies, and with focus on standardization, consistency and equity across all RWJBarnabas facilities, service lines, and departments.

The Vice President of Human Resources sets the tone for the employee experience and serves as the trusted advisor to Sr. Leadership, advocating for all team members to drive performance excellence of the human capital function in support of the business and long-term health of the organization. The Vice President is a key member of the local site’s executive structure, working closely with other executives, directors, and line staff to ascertain the pulse of the organization; prioritize business goals; cultivate diversity, equity, inclusion and belonging; boost employee retention; and ensure an effective organizational design and infrastructure.

The Vice President of Human Resources reports directly to the Senior Vice President of Human Resources, with a matrixed reporting relationship to the Site President and Chief Executive Officer.

Specifically, the VP HR will have the following key responsibilities:

• Plans, develops, organizes, implements, directs, and evaluates the site’s human resource’s function and performance.
• Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
• Translates the enterprise driven strategic initiatives into local tactical operations to ensure alignment with sites in the region and service lines.
• Works with HR Centers of Expertise to develop staffing strategies, succession plans, and coordinate programs to identify diverse talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
• Partners with the SVP of HR, System Chief People Officer (CPO) and the HR Centers of Expertise to develop progressive programs to promote employee motivation and engagement, through incentives and rewards for effective and optimal performance.
• Align with HR, DEI and operational strategies and initiatives developed by the Centers of Expertise, implements local programs and initiatives consistent with site culture to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• In collaboration with the SVP of HR, CPO, and Centers of Expertise, implement workforce planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to upskill train and enhance employee mobility.
• Establishes themselves throughout the organization as a trusted resource, effective listener, and problem solver of people issues.
• Drives understanding and adherence to system policies and programs for effective management of the people resources of the organization, including appropriate escalation and leveraging of experts in the Centers of Expertise in areas such as talent management, employee relations, employee development, and the entire lifecycle of the employee.
• Implements and monitors HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the business.
• Serves as the most senior advisor and employee relations expert to help influence and support people’s decisions throughout the site.
• Works closely with the SVP of HR to ensure compliance with the regional budget and drive fiscal responsibility in relationship to the system and HR budgets.
• Provides critical feedback to the SVP of HR and CPO to ensure continuous performance and process improvement with respect to programs, policies, practices and processes associated with meeting the strategic and operational people issue of the site.
• Evaluates and manages site HR Team to ensure continual improvement of the efficiency and effectiveness of the group to the customer, collaboration with the entire HR service line, and providing individuals with professional and personal growth opportunities.
• Ensures site compliance with all applicable policies, laws and regulations.
• Ensures communication is consistent, transparent and frequent with the site workforce, and participates in leadership rounding to influence a culture that is inclusive, encompassing, compassionate and engaging.

The Vice President Human Resources will be an accomplished, business-oriented human resources leader with prior work experience in organizations known for strong strategic and operationally sound human resources functions. This role requires a high-impact, enterprise leader with strategic insight and proven in-depth experience in establishing a highly effective HR organization. This executive will be a change agent who is metrics-driven and results-oriented. The VP HR will be a deep expert in all areas of Human Resources and an outstanding, collaborative, and engaging leader. Against this backdrop, the individual we seek will have:

• A bachelor’s degree or equivalent in business or human resources management. Master’s Degree preferred.
• Ideally a minimum of 8 years of HR experience, with at least 3 years of HR management experience leading an HR team. Acute experience in a hospital or health care setting greatly preferred.
• Proven effective time management and decision-making skills in an environment of competing priorities and timelines. ,
• Demonstrated success as a key influencer of human capital decisions in a fast-paced, matrixed reporting environment.
• Proven leadership, people and change management experience.
• Strong planning, communication, and organization skills.
• Demonstrated track record of leading an environment and culture of accountability, while also fostering a positive employee experience throughout the entire employee lifecycle and beyond the walls of the organization.

Other Duties:

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.