Vice President, HR Strategy & Partnerships

Job Summary

The Vice President, HR Strategy & Partnerships provides strategic leadership for the organization's HR Business Partner function and enterprise human resources strategy. This role partners with executive, operational, and clinical leaders to align human capital strategies with business objectives, strengthen organizational capabilities, and enhance workforce effectiveness. The Vice President leads Regional HR Directors, HR Business Partners, and employee experience functions while collaborating with HR Centers of Excellence and Shared Services to drive enterprise-wide talent strategies, organizational effectiveness, culture, and workforce transformation. This position will be based in Franklin, TN at our corporate headquarters and will be in office.

Essential Functions

• Develops and executes enterprise human capital strategies that align workforce priorities with organizational goals and long-term business objectives.

• Leads the Regional HR Director and HR Business Partner functions, establishing strategic partnership models that support business performance and organizational effectiveness.

• Partners with executive, operational, and clinical leaders to identify workforce needs and develop human resources strategies that support organizational priorities.

• Establishes enterprise HR governance, strategic workforce priorities, performance measures, and key human capital metrics to evaluate organizational effectiveness.

• Collaborates with HR Centers of Excellence and Shared Services to modernize, standardize, and continuously improve human resources programs, processes, and technologies.

• Provides strategic leadership for employee experience initiatives that strengthen engagement, organizational culture, and workforce retention.

• Develops HR Business Partner capabilities through coaching, talent development, succession planning, and performance management.

• Collaborates with Finance and operational leadership on workforce planning, labor strategies, budgeting, position management, and productivity initiatives.

• Partners with Talent Management to develop succession planning strategies, leadership development programs, and executive talent initiatives.

• Represents Human Resources in executive leadership discussions regarding workforce strategy, organizational change, culture, and future workforce planning.

• Fosters collaboration across Human Resources functions to deliver consistent, integrated services and strategic partnership throughout the organization.

• Monitors emerging workforce trends, organizational effectiveness practices, and human resources innovations to drive continuous improvement.

• Performs other duties as assigned.

• Maintains regular and reliable attendance.

• Complies with all policies and standards.

Qualifications

• Bachelor's Degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field required

• Master's Degree preferred

• 12-15 years of human resources, organizational development, business administration, or related experience required

• Healthcare industry experience supporting clinical, operational, and physician workforce environments required

• Experience partnering with executive leadership to align workforce strategies with business objectives required

• 7-9 years of leadership experience developing enterprise HR strategies, leading HR Business Partner organizations, or supporting complex organizational initiatives preferred

Knowledge, Skills and Abilities

• Comprehensive knowledge of strategic human resources management, organizational effectiveness, workforce planning, and talent strategies.

• Strong business acumen with the ability to align human capital strategies with organizational and financial objectives.

• Ability to influence executive leaders, build strategic partnerships, and lead enterprise-wide organizational change.

• Knowledge of employee engagement, organizational culture, succession planning, leadership development, and change management principles.

• Ability to develop meaningful workforce metrics and utilize data to support strategic decision-making.

• Exceptional leadership, coaching, communication, and relationship-building skills.

• Ability to lead through ambiguity, foster collaboration, and drive organizational transformation.

Equal Employment Opportunity

This organization does not discriminate in any way to deprive any person of employment opportunities or otherwise adversely affect the status of any employee because of race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, age, disability, citizenship, veteran status, or military or uniformed services, in accordance with all applicable governmental laws and regulations. In addition, the facility complies with all applicable federal, state and local laws governing nondiscrimination in employment. This applies to all terms and conditions of employment including, but not limited to: hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. If you are an applicant with a mental or physical disability who needs a reasonable accommodation for any part of the application or hiring process, contact the director of Human Resources at the facility to which you are seeking employment; Simply go to http://www.chs.net/serving-communities/locations/ to obtain the main telephone number of the facility and ask for Human Resources.