Position Description

Position: Vice President, Human Resources

Organization: Children’s Hospital and Regional Medical Center (www.seattlechildrens.org)

Location: Seattle, WA

Organization Background

Children’s Hospital and Regional Medical Center (Seattle Children’s) is ranked as one of the nation’s best children’s hospitals by U.S. News & World Report and Child magazines. Seattle Children’s provides family-centered care, conducts leading-edge pediatric research, and serves as an advocate for child health.

Seattle Children’s is the premier pediatric referral center for Washington, Alaska, Montana and Idaho. Through the work of caregivers in nearly 60 pediatric subspecialties, Seattle Children’s provides inpatient, outpatient, diagnostic, emergency, outreach and telemedicine services that meet the needs of children in their region and beyond. Seattle Children’s has developed a network of clinics and programs, many in partnership with other providers, to better meet the health care needs of patients closer to where they live. In 2005, pediatric specialists spent 350 clinic days at clinics and hospitals throughout Alaska and rural Washington.

Seattle Children’s continues to grow to meet the needs of children in the region. In 2005, the hospital provided 11,608 inpatient admissions, 29,497 emergency room visits and more than 165,000 outpatient visits. The hospital works in close partnership with community physicians and places a high priority on these relationships. Many community physicians are graduates of the University of Washington’s pediatric residency program at Seattle Children’s. These strong ties reinforce the trust and communication needed to care for children.

In 2006, Seattle Children’s embarked on the implementation of a strategic plan that requires aggressive development of programs, facilities and personnel. For instance, Seattle Children’s recently purchased two Seattle buildings totaling 467,000 square feet to expand research operations. The buildings in the South Lake Union neighborhood will be part of Children’s new Research Institute and will eventually exceed one million square feet. In addition, Seattle Children’s will develop clinical services in Bellevue, Washington, to expand in the Eastern neighborhoods of Seattle metro area. Seattle Children’s leadership anticipates the number of employees to double over the next eight years.

Reporting Relationship

The Vice President, Human Resources reports to Lisa Brandenburg, Senior Vice President. Direct reports include: Director, Workforce Planning and Recruitment; Manager, Human Resources Administration; Manager, Human Resources Clinical Resources; Manager, Compensation; Manager, Benefits; Senior Human Resources Consultant; Staff Relations Advisor; Manager, Training and Development; Manager, Occupational Health and Safety. The Human Resources department consists of 34 FTE’s.

POSITION SUMMARY

The Vice President, Human Resources, is a key executive who provides leadership to the Human Resources (HR) function, and who proactively collaborates with his/her peers across the organization to meet their needs and establish a vision for the future. The Vice President, Human Resources will be an imaginative human resources leader who wants to design a strategically engaged innovative HR function. Beyond HR strategy, the Vice President, Human Resources, will be involved with, and will often lead, significant change initiatives that impact organization growth and transformation. It is expected that the Vice President will demonstrate the leadership qualities of being a collegial, artful, and respectful executive, as well as business partner and employee advocate.

Initial Priorities

• Proactively establish relationships with peers and client groups to gain crucial insight into the organizational culture and how to best respond to plans for growth.
• Develop working knowledge of “Lean” philosophy, as well as Gallup and Studer principles that provide the framework for Children’s Best People strategy.
• Focus on the continued development and implementation of systems to support the strategic plan for Children’s growth such as succession planning, performance management, recruitment, employee health and safety and training and development.
• Assess current functioning of HR departments and staff; develop appropriate structure to support Children’s strategic priorities. Create and implement a leadership development program.

Scope of Responsibilities

• In collaboration with the leadership team develop processes, standards and policies to enhance performance, employee engagement and support consistent outcomes. Identify people-related business issues in operational and planning decisions. Partner with clients to identify implications and develop strategies so systems are aligned and change implemented smoothly without business disruption.
• Partner throughout the organization to build a shared urgency for change and improvement, leading change initiatives, establishing performance measures and communicating the impact of change on the employees of Seattle Children’s.
• Develop and implement new approaches to HR practices and programs to enhance business performance, recognize workforce diversity and build employee commitment.
• Develop HR processes and systems that are consistent with “Lean” principles and support continuous performance improvement throughout the organization.
• Ensure HR infrastructures and processes are in place to competitively position the organization to attract, recruit and retain superior talent, and to ensure the ongoing development of the workforce to meet current and future business demands. Develop strategies to address labor market trends and future workforce skill requirements that may affect the organizations’ long-term ability to provide top quality healthcare services.
• Expand Children’s reputation as an “employer of choice” in Seattle and throughout the United States.
• Prepare Human Resources and management for doubling the workforce in the next eight years.
• Create work systems and HR programs which capitalize on diverse ideas, cultures, and thinking of the staff.
• Recruit a quality workforce that reflects the communities Children’s Seattle serves. Focus recruitment efforts on attracting top talent to the organization at all levels. Increase the system’s capability to deliver culturally competent care and enhance its reputation as an employer of choice among diverse groups.
• Implement and support effective retention strategies that include equitable compensation, benefits, work environment improvement, recognition, and proactive relationship building between employees, managers and physicians.
• Foster a customer-oriented work environment with emphasis on quality, service, respect for individuals, innovation and teamwork.
• Create an empowered environment for staff; provide ample opportunities for growth and development of employees..
• Provide accurate, professional and legally sound advice, guidance and information to managers and employees on a variety of employee relations issues.
• Establish connections with, and a healthy respect for labor representatives.
• Establish, monitor and achieve financial goals and measures for the HR function.

Candidate Qualifications

• The preferred candidate will be a bright, seasoned and highly qualified human resources executive whose experience includes accomplishing large-scale growth in a rapidly shifting environment. Familiarity with “Lean” philosophy and operating principles.
• The ideal candidate’s management style will exhibit integrity, collaboration, and a results orientation. Is articulate, poised, calm, and persuasive.
• Has a reputation as being proactive, innovative, and willing to take calculated risks.
• Has a track record of building employee engagement to accomplish the strategic objectives of the organization.
• Is action-oriented and outcomes-focused; has a reputation for follow through.
• Manages effectively through influence. Is adept at creating win-win situations. Is politically savvy and handles complex situations with sensitivity.
• Promotes cooperation and teamwork. Is inclusive of peers and/or key stakeholders when making decisions that affect the organization.
• Solicits feedback and ideas from staff; holds others accountable and is fair. Delegates appropriately and provides opportunities for team to cross-train and further develop their skills.
• Proven ability to prioritize and delegate effectively on competing demands.
• Confronts problems in a timely and effective manner; does not allow uncomfortable or unproductive situations to linger.
• Assumes responsibility for own learning and career growth.
• Excellent communication skills, both oral and written.

Experience to include:

• Minimum of seven years experience managing human resources functions with a successful track record in increasingly responsible roles.
• In depth knowledge of federal, state and local rules and regulations pertaining human resource administration.
• Knowledge of recruitment and retention techniques and practices, position analysis and classification, compensation practices, grievance handling, disciplinary action procedures, workers compensation, etc. Experience with high growth employer.
• Depth of experience building pay practices, benefit programs and other HR initiatives that affect the organization’s
competitiveness, as well as the bottom line is essential.

Education

• An undergraduate degree in human resources, organizational development, business or related field. A graduate degree in human resources, organizational development, business or health administration, is strongly preferred.

Contact

Please send resume or nominations to:
Kate Kingsley or Robert Andersen
KLKingsley Executive Search
1333 No. California Blvd., Suite 570
Walnut Creek, CA 94596
kate@klkingsley.com
Robert@klkingsley.com

(925) 934-4306 main
(925) 934-4327 fax