Top Human Resources Executive jobs in Cedar Rapids, IA

The Executive Director, Human Resource Business Partner serves as a strategic advisor to the business, providing high-quality consultancy on a diverse set of strategic and operational HR issues, including, but not limited to, culture, talent management, employee relations, labor relations, policy application, organizational development, workforce planning and DEI principles and practices. This role will formulate partnerships across the HR Enterprise and HR Centers of Excellence (COEs) to deliver value added service to the regional executive team, leaders and team members that reflect the strategic business objectives of UnityPoint Health.

Are you a compassionate, fun, and caring person looking for a rewarding career in a care-giving setting? Are you looking to make a difference in others peoples lives? Milestones is seeking a dedicated Activity Specialist to provide activities and supervision to adults with physical and cognitive disabilities at our Cedar Rapids location.

Why UnityPoint Health?

• Culture – At UnityPoint Health, you matter. Come for a fulfilling career and experience a  culture  guided by uncompromising values and unwavering belief in doing what's right for the people we serve.
• Benefits –Our competitive  Total Rewards  program offers benefits options like 401K match, paid time off and education assistance that align with your needs and priorities, no matter what life stage you’re in.
• Diversity, Equity and Inclusion Commitment– We’re committed to ensuring you have a voice that is heard regardless of role, race, gender, religion, or sexual orientation.
• Development– We believe equipping you with support and  development opportunities  is an essential part of delivering a remarkable employment experience.
• Community Involvement – Be an essential part of our core purpose—to improve the health of the people and communities we serve.

Hear more from our team members about why UnityPoint Health is a great place to work at  https://dayinthelife.unitypoint.org .

Strategic Alignment/Execution, Culture and Partnership

• Partner with the Affiliate Executive Teams to understand and assess business needs based on the UnityPoint Health strategies and business objectives. Develop innovative HR solutions to meet the regional business needs, that support common HR goals and strategies across the system.
• Anticipate HR needs within the business unit, making recommendations and developing plans, including goals & priorities. Using data, monitor the business unit progress towards the HR related goals and develop action plans when gaps are identified.
• Integrate the FOCUS values into the business unit practices and processes to ensure all leaders and team members experience and engage in supporting our FOCUS values.
• Leverage Just Culture to help craft appropriate plans for addressing culture development needs identified in the region.
• Build a trusting and credible relationship with business leaders. Work to understand the short- and long-term needs of the region.
• Lead organizational design processes based on strategic priorities while considering system level impacts.
• Collaborate with the UPH HR Centers of Excellence (COEs) to support the accomplishment of common business goals, objectives and outcomes:
  • Identify regional needs and partner with COEs for program and resources solutions that support effective talent management and performance.
  • Champion and assist the COEs with the implementation of programs/initiatives to increase awareness and ensure understanding by leaders and team members.
  • Work with COE partners to develop, implement and improve processes for engagement and communication between the system and HR teams to ensure effective utilization on an ongoing basis.
• Leverage local networks to understand community workforce trends.

Labor Relations, Employee Relations, and Risk Management

• Partner with and serve as a resource to executives, leaders and the HR team to promote and maintain positive employee relations.
• Guide the regional HR team, so they can proactively identify, manage and facilitate the equitable resolution of leader and team member concerns.
• Deploy system DEI practices within the region and the business unit HR Team.
• Manage local relationships with any collective bargaining unit, which would include:
  • Direct negotiation of collective bargaining agreements
  • On-going management of union/company relationships
  • Management of all bargaining unit inquiries, requests and grievances
• Partner with the UPH Labor Relations team on education and advice on proper documentation and/or legal requirements.
• Ensure HR policies and procedures are deployed consistently throughout the region.
• Support regulatory obligations and audits as needed.
• Deploy Affirmative Action and Equal Employment Opportunity plans as needed. Provide regular reporting and support to leaders to ensures compliance with plans.
• Use data to inform trouble areas and act quickly to mitigate risks and issues.
• Monitor regional labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor within the region.

Leadership

• Set clear performance expectations and inspire and enable direct reports through feedback and coaching to meet and exceed expectations.
• Build the capability of direct reports, identifying and supporting them through their own development and towards their career goals.
• Provide appropriate advice, feedback and development to improve the effectiveness of leaders and their team members.
• Provide guidance to the business unit HR team on addressing issues that pertain to engagement, culture, performance management, employee relation and other areas of Human Resources.
• Guide the business unit leadership team on the identification, development and retention of top talent.
• Coach the business unit executive team and leaders through the change management process and help the region build the capacity for change. Act as a change champion for system level initiatives.
• Provide support to business unit Board of Directors and governance councils as needed.

Professional Attributes

• Skillful at influencing leaders and diverse perspectives towards common goals.
• Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, consultative skills and knowledge of the business.
• Ability to effectively manage a budget, interpret a P&L, understand key business drivers and solid cost benefit trade off analysis and planning skills.
• Strong presentation and communication skills.
• Strong organization planning, critical thinking and prioritization skills.
• Ability to inspire and motivate team members and leaders.
• Demonstrates strong courageous leadership skills and the ability to make balanced, difficult and complex decisions in the face of opposition.

• Bachelor’s degree in Human Resource Management or related field.
• 8 years’ experience in providing Human Resources services, solutions and leadership in roles of different levels of size, complexity, business model maturity, etc.
• Partnering with business leaders to develop, design and implement relevant strategic human resources strategies
• Ability to manage and develop HR functional and leadership capability
• Lead organization design, restructuring and strategic workforce planning initiatives
• Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction
• Highly skilled in executing HR core processes across multiple geographic areas and business functions
• Use of usual and customary equipment used to perform essential functions of the position.