Regional Director of People & Culture - WISCONSIN

Health Dimensions Group

Participates and conducts regularly scheduled community site HR visits and calls throughout the State of Wisconsin. Remote only

Full time

Diversity and Inclusion

Black Friendly Equal Pay Women Friendly Transgender Friendly Diversity Friendly LGBTQ+ Friendly From Diverse Organization Equal Employment Opportunity Minority Friendly Young People Friendly Senior Worker Friendly

Mar 8

POSITION SUMMARY:  The Regional Director of People & Culture is responsible for providing Human Resources leadership and consulting expertise that is focused on people strategies that enhance managed communities’ performance. Overall, this role will contribute to developing, implementing, coordinating and evaluating high performance HR programs, systems, and tools that align with the business strategy and create or reinforce a culture based on strategic competencies, motivations and behaviors.

Essential Duties and Responsibilities

 Functions as a primary conduit and liaison with Regional Operations and HR leaders at the sites and/or Centralized HR.

  • Participates and conducts regularly scheduled community site HR visits and calls.
  • Participates in meetings and retreats for the purposes of building consistent skills, knowledge and policy interpretation across the sites. Uses these opportunities to also build camaraderie, collaboration and support across the system. 
  • Utilizes site leaders when possible as members on cross-functional ad-hoc teams, bridging their exposure from field to total company.
  • Provides support to HR leaders at the sites as they implement company-wide programs and/or need a specialized program to meet very specific, local needs.
  • Provides performance feedback to the Executive Director regarding the HR leaders
  • Provides leadership, guidance and coaching to the site HR leaders and to the Executive Directors
  • Partners with Regional Operations leaders to drive performance of leaders in managed communities to include Executive Director’s, Nursing and HR leaders
  • Ensure follow through on all Executive Director onboarding training programs
  • Provides feedback to Regional Operations on Executive Director performance and development
  • Guides, directs, and plans the talent management strategy across designated region(s):
  • Supports the managed communities by developing HR plans, programs, and solutions in order to achieve strategic business initiatives and results. Understands the sites and the consulting business well and their talent needs.
  • Is attune to the broader talent management/pipeline plan, particularly for leadership roles. Understands which roles should be used for developing talent and what roles should be filled from the outside.
  • Responsible for the talent acquisition strategy and its execution in the managed communities. Identifies and drives what can and should be done at the site level. 
  • Helps HR site leaders build relationships with colleges, vocational technical schools and other feeder organizations of talent.
  • Understands the managed communities hiring brand and makes changes necessary to draw high quality candidates. Stays abreast with what it takes to draw top talent and is creative in the process.
  • Ensure a high quality, consistent onboarding program and strategy is executed in regional managed communities.
  • Ensures the execution of the managed communities’ employee relations strategy. In partnership with HR team, builds processes and tools and trains managers to ensure consistency and skill.
  • Works in partnership with Safety, Quality and others to coordinate employee relations efforts when there are issues of disability, injury, and return to work.
  • Reviews all involuntary terminations to ensure proper process was followed to mitigate community liability.
  • Ensures the oversight and completion of HR Compliance to include:
  • Conducting an annual compliance audit
  • Execution/consistency of employee handbook
  • Affirmative Action Plans and EEO-1/Vets 100 reporting
  • HDG Code of Conduct/compliance hotline
  • Background checks, OIG clearance, license verifications, etc.
  • Ensures good faith efforts and the building of a diverse and multi-generational workforce
  • Provides leadership on the investigation of complaints of discrimination and/or harassment
  • Provides training and coaching to minimize those concerns
  • Provides guidance and counsel in regards to reorganizations, reductions in force, and employment law compliance to managed communities.
  • Develops strategies and approaches to improve employee engagement beginning with understanding the employee experience, reasons for retention or departure and the levers that will move the needle of engagement.
  • Helps drive the supporting programs to make that change in such areas as leadership effectiveness, on-boarding, development, recognition, performance improvement, and employee development.
  • In partnership with Quality, ensures that engagement / satisfaction surveys are conducted periodically, analyzed, communicated and action plans are built and executed. Builds plans to increase the organization’s understanding of engagement. Also conducts “pulse checks” along the way to understand more immediate issues.
  • Oversees the organization’s Performance Management process and its effectiveness
  • Ensures that effective performance appraisal tools are in use and understood
  • Oversees the integrity of the rating system; spearheads calibrations across departments
  • Provides training and coaching to managers to help them in assessing and holding performance discussions
  • Works to build a culture in which performance coaching is a natural, all year long process
  • Ensures an individual development plan process
  • Provides strategic direction to the development of leadership development programs. Recommends and oversees leadership training, coaching and development programs.

 REQUIRED KNOWLEDGE, SKILLS, ABILITIES, AND EXPERIENCE

• Bachelor’s degree required: focus in Human Resources, preferred.

• Professional Certification (GRP, CCP, SPHR or PHR) desirable

• At least five years of experience in executing talent acquisition and management, employee on-boarding and performance management, achieving results in these areas. Hands-on experience

• Experienced in employee relations in union and non-union environments; understands the essentials of union management and overall employee relations strategies

• Solid expertise in other areas of HR, including disability management and compensation

• A solid OD background and orientation, with big picture and systems thinking about how the parts fit together in leadership development, employee engagement and customer service.

• Skilled in bringing individuals and teams together to get things done and to achieve consistency and congruency.

• Highly collaborative

• Objective and able to work through high pressure situations in a highly confidential manner. Well-developed judgment;

• Proven ability to maintain high levels of engagement with a broad range of individuals, demonstrating effective oral and written communications, presentation and influence skills

• Able to coach and assist others

• Understands the business and is able to balance human/organizational decisions with business considerations

• Is confident and forward-looking and maintains a healthy balance and positive outlook

• Previous experience in working in multi-site organizations, preferred

• Creative and resourceful

• Excellent communication skills (oral and written)

• Strong organizational and phone skills

• Ability to take initiative with minimal supervision

Benefits include:  

  • 401(k) Retirement Savings
  • Paid Time Off and Volunteer Time Off (VTO)
  • Medical Coverage
  • Health Savings Account (HSA)
  • Flexible Spending Accounts (FSA)
  • Dental Coverage
  • Vision Coverage
  • Life Insurance Plans
  • Flexible Work Schedules
  • Opportunities to Work Remotely
  • Maternity and Paternity Leave
  • Professional Development
  • Tuition Reimbursement
  • Dream It, Do It Program
  • Paid Disability Leave
  • Long-Term Disability (LTD)
  • Pet Insurance
  • Pet Adoption Assistance
  • Many More Supplemental Benefits

HDG VACCINE MANDATE POLICY COMMUNICATIONS - Corporate, SNF and IL/AL Senior Living Communities

As a provider of quality senior housing and services, we are proud to align with healthcare’s best practices and our peers serving individuals throughout HDG corporate headquarters, IL/AL Communities and Skilled Nursing Communities. By requiring* our team members be vaccinated against COVID-19, we are not only helping to end today’s pandemic, but we’re protecting those most vulnerable to devastating outcomes of this virus— older adults, the immunocompromised, and unvaccinated children.

*Declinations are reviewed and considered for those exempt due to religious beliefs, medical reasons, or relevant state laws and regulations. Please contact human resources for more information.

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Health Dimensions Group

Health Dimensions Group

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