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Vice President HR Integration & Organizational Effectiveness

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RWJBarnabas Health

2mo ago

  • Job
    Full-time
    Expert Level
  • Consulting
    People, HR & Administration
  • West Orange

AI generated summary

  • You must have a relevant degree, extensive change management experience, strong leadership skills, knowledge of HR metrics, and the ability to influence and communicate effectively in complex environments.
  • You will lead HR integration efforts, optimize processes, manage projects, ensure compliance, drive organizational effectiveness, and enhance service delivery across the enterprise.

Requirements

  • Bachelor s degree from an accredited college or university or equivalent experience in healthcare administration, business administration or other related discipline.
  • Comprehensive experience in organizational change management, supporting large-scale complex processes, and integration / transition-based projects
  • Proven time management and decision-making skills, with expert analytical and organizational skills to manage multiple projects simultaneously with competing timelines effectively.
  • Proven experience leading high-performing, action-driven teams.
  • Experience in large, complex, fast paces, dynamic and matrixed environments management process change efforts, across various disciplines to meet goals and deadlines.
  • Able to influence and lead with and without authority.
  • Effectively allocate resources and drive accountability to ensure achievement of desired results.
  • Strong planning, communication, organizational and interpersonal skills.
  • Successful leadership facilitation experience to drive senior-level alignment for change and action.
  • Extensive functional and industry knowledge with people operations and use of HR tools, technology, metrics and analytics to support project management and infrastructure development and implementation.
  • Ability to facilitate a shared understanding of objectives that enable teams to set and meet goals.
  • Proven track record reinforcing new thinking and a changing mindset throughout a matrixed organization
  • Improves processes and embeds cutting-edge solutions to elevate quality and productivity of the people function with direct and indirect impacts on the employee and patient experience.
  • Proficiency in employment regulations, laws, and industry trends.
  • Reflects and models core behaviors aligned with RWJBH values and lead a team accountable to the same values. Frames and translates the mission, vision and values of RWJBH to everyday work.

Responsibilities

  • Strategically lead and direct efforts related to evolving the HR function from a decentralized model to a systemwide strategically viable organization. This work is centered around ongoing optimization, enhancement, and achievement of creating economies of scale for the HR function through the lens of people, content, process, and technology.
  • Provide strategic direction, standardization and planning for the broader integration activities across the enterprise, services lines and business stakeholders in partnership with the other HR Centers of Expertise and HR Site Leaders. This includes activation efforts within the HR function, identifying KPIs, measurement and tracking.
  • Direct management of HR project team(s) and provide strategic direction, while remaining hands-on as a functional lead.
  • Use compelling, flexible, and innovative methods to communicate effectively to diverse market and enterprise stakeholders.
  • Lead collaborative discussions with HR subject matter experts, external vendors, HR Centers of Expertise and internal project teams to design, configure, and implement people integration experiences solutions.
  • Map, create, and re-engineer people integration processes for optimization.
  • Lead large-scale, strategic people integration activities across the HR function, and enterprise (as needed), including but not limited to transactions such as:
  • Expansion and stand up of HR shared services
  • Leading process redesign and work transition efforts
  • Digital transformation (evolution from PeopleSoft), strategy and execution
  • Data clean-up and governance
  • Policy harmonization
  • Development of SOPs and SLAs
  • Case and knowledge management strategy and build out
  • Integration and merger of hospitals into the health care system
  • Acquisition and mergers of business enterprises, medical practices, clinical and non-clinical business divisions and/or business units.
  • Divestiture of business enterprises, practices, divisions or business units.
  • Integration relating to support and employment processes of joint ventures
  • Consolidation, contraction, and/or stand up of Service Lines
  • Re-structuring efforts and consultation to business owners and other HR Centers of Excellence as it relates to the impact on human capital
  • Employee transfer planning, implementation and overall employee experience through a transfer process.
  • Ensure EEO, legal, and compliance standards are met and documented through project implementation.
  • Strategically lead and direct efforts related to special and cross-functional initiatives that require human resources participation. Activities may include:
  • Integration and merger of hospitals into the health care system
  • Acquisition and mergers of business enterprises, medical practices, clinical and non-clinical business divisions and/or business units.
  • Divestiture of business enterprises, practices, divisions or business units.
  • Integration relating to support and employment processes of joint ventures
  • Consolidation, contraction, and/or stand up of service lines
  • Organizing data governance, analytics and information cascades
  • Lead workforce innovation efforts by providing subject matter expertise and market research surrounding the future of work in the hospital-healthcare settling and the internal/external forces that need to be managed. This includes leading work re-design efforts to support clinical delivery of care as well as non-clinical support of same. May include evaluation automated options (social robotics, AI, cognitive automation) and redeployment opportunities (centralization, contract labor, restructuring, insourcing/outsourcing to construct roles that are sustainable for the future.
  • Ensure all relevant inputs and implications are considered by the business operators, and subject matter experts to identify key areas of opportunity for business process improvement and execution against the deliverable.
  • Development of standardized methodology, intervention approach, toolkits and related processes.
  • Provide technical insight and guidance to HR on the impact of integration decisions as well as dependencies / contingencies throughout the integration process.
  • Manage outside vendors, contracts, and renewal / RFP projects related to integration infrastructure and business needs.
  • Drive an organizational effectiveness discipline by developing a standardized methodology, intervention approach, toolkits, measurement and scorecards, as well as deploying smart processes and technology to support change and transformation, development of people, and a sustainable organizational design model.
  • Create an integrated service delivery model for the Integration & Organizational Effectiveness Center of Expertise through leadership of the selection and retention of human resources integration team members. Responsible for creating the environment that produces results through discretionary efforts of the team and exemplifying organizational values.
  • Plan and direct the operation of the department, including budget compliance.

FAQs

What is the location of the Vice President HR Integration & Organizational Effectiveness position?

The position is located at SBC Corporation, 95 Old Short Hills Road, West Orange, NJ 07052.

What are the educational qualifications required for this role?

A Bachelor's degree from an accredited college or university in healthcare administration, business administration, or a related discipline is required, or equivalent experience is acceptable.

Who does the Vice President report to?

The Vice President reports to the Executive Vice President, Chief People Officer.

Is this position full-time or part-time?

This position is full-time.

What are the key responsibilities of the Vice President HR Integration & Organizational Effectiveness?

The key responsibilities include developing and overseeing HR integration initiatives, leading organizational effectiveness strategies, managing HR project teams, and improving employee experiences and business outcomes.

What type of experience is preferred for candidates applying for this position?

Candidates should have comprehensive experience in organizational change management, leading complex integration projects, and managing high-performing teams in dynamic environments.

What benefits are offered with this position?

The benefits include Paid Time Off (PTO), medical and prescription drug insurance, dental and vision insurance, retirement plans, short & long-term disability, life insurance, tuition reimbursement, wellness programs, and discounts through partners.

Will the Vice President be involved in strategic planning for HR functions?

Yes, the Vice President will provide strategic direction and planning for integration activities across the enterprise and collaborate with other HR Centers of Expertise.

What is the focus for this role during the transformative period?

The focus will be on the evolution, investment, and standardization of the HR function at RWJBarnabas Health, followed by continuous performance improvement and optimization related to workforce planning and strategy.

Is there a focus on compliance in this role?

Yes, ensuring EEO, legal, and compliance standards are met and documented throughout project implementations is a key responsibility.

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RWJBarnabas Health

RWJBarnabas Health is the largest, most comprehensive health system in N.J. and the state's largest private employer.

Science & Healthcare
Industry
10,001+
Employees

Mission & Purpose

RWJBarnabas Health (RWJBH) is the largest, most comprehensive academic health care system in N.J., with a service area covering eight counties with five million people. Our health system includes 12 acute care hospitals (Clara Maass Medical Center; Community Medical Center; Cooperman Barnabas Medical Center; Jersey City Medical Center; Monmouth Medical Center; Monmouth Medical Center Southern Campus; Newark Beth Israel Medical Center; Robert Wood Johnson University Hospital; Robert Wood Johnson University Hospital Somerset; Robert Wood Johnson University Hospital Hamilton; Robert Wood Johnson University Hospital Rahway; and Trinitas Regional Medical Center); three acute care children’s hospitals; Children’s Specialized Hospital, with a network of outpatient pediatric rehabilitation centers; a free-standing,100-bed behavioral health center; two trauma centers; a satellite emergency department; ambulatory care centers; geriatric centers, the state’s largest behavioral health network; comprehensive home care and hospice programs; fitness and wellness centers; retail pharmacy services; affiliated medical groups; multi-site imaging centers; and two accountable care organizations. RWJBarnabas Health is among New Jersey’s largest private employers – with more than 38,000 employees and 9,000 physicians– and routinely captures national awards for outstanding quality and safety. RWJBarnabas Health launched an affiliation with Rutgers University to create N.J.'s largest academic health care system. The collaboration aligns RWJBH with Rutgers' education, research and clinical activities, including those at the Rutgers Cancer Institute of New Jersey - the state's only NCI-designated Comprehensive Cancer Center - and Rutgers University Behavioral Health Care.

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