Human Resources Director - MetroWest Medical Center in Marlborough

Massachusetts Group MetroWest Medical Center is a 229-bed teaching hospital system serving the MetroWest region of Massachusetts, with campuses in Framingham and Natick. As the largest healthcare provider between Boston and Worcester, MWMC offers a broad spectrum of services across two primary facilities: Framingham Union Hospital and Leonard Morse Hospital.

MetroWest Medical Center has been consistently recognized for high quality performance, thanks to the great contributions of our physicians, employees, and volunteers. Our most recent quality awards include:

• Healthgrades Five-Star Recipient for Treatment of Pulmonary Embolism (2024)
• American Heart Association’s Mission: Lifeline Gold Plus Award for STEMI Care (2020)
• Coverdell Stroke Gold Plus Award with Target: Type 2 Diabetes Honor Roll (2024)
• RestorixHealth Center of Excellence Award for Wound Care (2024)
• Blue Distinction Center for Maternity Care, Knee & Hip Replacement, and Bariatric Surgery
• American Heart Association 2020 Mission: Lifeline Award Silver: NSTEMI

At MetroWest Medical Center, you’ll find comprehensive health care services that address the needs of your entire family. Our services include:

• Cardiology and Vascular Care – Including emergency heart care and interventional procedures.
• Behavioral Health – Comprehensive mental health services across age groups.
• Women’s Health – Maternity care, high-risk pregnancy management, and gynaecological services.
• Orthopedics – Joint replacement and minimally invasive surgical options.
• Neurology and Stroke Care – Certified Stroke Center with advanced treatment protocols.
• Advanced Wound Healing and Hyperbaric Center – Recognized for excellence in wound care.

The Hospital Human Resources Director (HRD) is responsible for strategic workforce planning, as well as the day-to-day HR Operations within a hospital. He/she focuses on the acquisition, development and culture of the best talent, critical drivers to achieve Tenet’s goal of becoming the best place to work in health care. The HRD proactively works with hospital leadership to manage the people metrics with the expected outcomes of minimal turnover, effectively managed SWB expense, high employee engagement, high quality patient care, and excellent experiences for all patients, visitors, physicians, and employees.

FUNCTIONAL EXPECTATIONS & REQUIREMENTS:

RESPONSIBILITY/STANDARDS OF PERFORMANCE:

• Develop and execute HR strategies, programs and initiatives that directly align with the hospital business plans and strategies.
• Champion the journey toward the “best place to work in health care” by fostering a high-performance culture focus that delivers high quality patient care and excellent patient experience.
• Being a valuable business partner and high performing member of the Hospital A-Team, including problem-solving, decision support and leadership development.
• Deliver core HR services including recruiting, employee relations, employee health/safety, employee learning/development, and HR legal/regulatory compliance.
• Drive efficiency in overall HR operations, including implementation of HR enterprise services, oversight of salary/wages/benefits, and performance on HR operations scorecard/metrics.
• Design and implement a one to three- and three-to-seven-year workforce plan based on local and national trends and projections.

Responsible for day-to-day operations that drive low turnover, high retention, and efficient SWB within the hospital to include:

• Deliver sound selection, onboarding, and orientation activities to create positive new employment experience and reduce first-year turnover.
• Foster high employee engagement through the development of strong HR programs and team execution of engagement action plans.
• Establish effective employee recognition programs.
• Deliver timely and informative internal communications to employees.
• Oversee overall pay and labor staffing seeking opportunities to improve productivity.
• Deliver on HR KPIs and metrics.

Responsible for day-to-day operations that minimize and mitigate employer risk to include:

• Ensure compliance with all HR regulatory requirements, employment law, and Joint Commission HR standards.
• Respond to EEO complaints and prepare position statements.
• Facilitate the company’s defined FTP process.
• Direct overall employee health and occupational safety with significant input from the employee Health Nurse, Nursing, Infection Control, and Infectious Disease.
• Ensure proper planning, response, and reporting to the following agencies with respect to employee health and occupational safety: Joint Commission, OSHA, CDC, other federal, state, and local agencies.

Responsible for strategic workforce planning for the hospital to include:

• Project workforce gaps considering current staff, local labor market, and national healthcare statistics, trends, and projections.
• Develop workforce strategies, including full-time/part-time/per diem mix, staffing models, and education strategies/partnerships to prepare workforce for the future.
• Participate and execute on Tenet-wide leadership development programs including talent mapping, succession planning, emerging talent programs, leadership academies, and other Tenet leadership development programs.
• Implement Tenet HR enterprise shared services.
• Deliver leadership education and development, inclusive of transitional leadership training, general leadership effectiveness, diversity and inclusion, and labor relations and employee relations.

ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS:

• Use Astute Judgment: Collaborates with corporate, regional, and A-Team members to achieve business results and shares best practices and successes with others.
• Viewed by and sought after by leaders as HR advisors and experts with ability to influence decisions of others; trusted confidante to CEO.
• Considers impact of HR decisions on the rest of the organization and communicates across the organization to create awareness and gain support for HR decisions.
• Provides leadership in building loyalty, trust, and commitment throughout the organization.
• Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions.
• Demonstrates business acumen when managing competing priorities.

DEVELOPING ORGANIZATIONAL TALENT:

• Participate in workforce planning to ensure an adequate, competent, and productive workforce.
• Create/implement programs supporting the organization’s future workforce needs.
• Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan.
• Effectively leads the pre-boarding, onboarding, orientation, and assimilation process for new employees.
• Leads goal setting and performance review process for facility.
• Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required.

ALIGNING THE ORGANIZATION:

• Attends and contributes to the facility business planning process; ensures that the business plan aligns with the “people plan” as described in the HR workforce plan.
• Creates, defends, and implements creative/innovative cost reduction strategies for the workforce.
• Provides global outlook on decisions and aligns with facility business plans when managing competing priorities.
• Provides timely responses to corporate and regional leadership ensuring timetables are consistently met.

OPTIMIZE EXECUTION:

• Consistent and timely administration and communicating of policies, regulations and legal mandates.
• Ensure responsible parties understand changes and any related actions.
• Actively participates in and executes acquisitions and divestitures.
• HR lead for the facility in manpower planning, benefit, and compensation transitions.
• Completes and communicates final investigative results of ER/Labor relations or EAL complaints.
• Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs.

DRIVE ORGANIZATIONAL SUCCESS:

• Strategically develops and executes creative initiatives to increase participation in the annual employee engagement survey.
• Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies.
• Plans seamless transitions ensuring minimal disruption of workplace.
• Works with A-Team members to collaborate and deliver cross-functional programs and processes.
• Leads and is held accountable for the “People Pillar” initiatives for the facility.

CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS:

• Experience of at least 5 to 7 years in a top HR leadership position. Hospital experience required.
• Demonstrated track record of driving high organizational performance and high employee engagement.

PROFESSIONAL ATTRIBUTES:

• A solid strategic thinker, with strong operational focus, good judgment, and detail-oriented perspective.
• A well organized, decisive, and self-directed individual with a strong ability to develop an organizational culture that fosters teamwork.
• Excellent work organization skills, ability to appropriately set priorities, and manage multiple demands.
• The ability to communicate effectively with diverse groups and to deliver high quality written and verbal presentations.
• Excellent oral and written presentation skills, as well as strong PC skills.
• Must listen actively and accurately, encourage input from others.
• Must coach and correct constructively to improve the performance of team members.
• Provide clear directions. Maintain an ongoing dialogue with employees to ensure continual progress.
• Bring out the best employees. Interpersonally savvy, relating well to diverse groups of people throughout the organization.
• Able to build rapport and form constructive relationships.
• Excellent at team building and motivating people.
• Skilled at accomplishing goals through others.
• Proficient at being a teacher, mentor, and coach.
• Ability to earn the trust of co-workers, maintain confidence, and put the organization’s interest above oneself.

PERSONAL ATTRIBUTES:

• A high-energy individual with a strong work ethic and high expectations for performance.
• A person who leads by example and sets strong professional and personal standards for every activity.
• Someone who values employees at all levels, treating all with dignity and respect.
• An individual who is able to relate easily to people from all walks of life; empathetic and compassionate.
• Self-confident and assured with significant presence and charisma, but with a balanced ego.
• An individual of highest personal and professional integrity, principle, and knowledge.
• Able to establish immediate credibility with peers, senior leadership, and the medical staff.
• An individual with a contagious passion for his/her work.

EDUCATION/CERTIFICATIONS:

• BS degree in Business, HR Management or related field strongly recommended. Master’s degree or SPHR preferred.

TRAVEL:

• Limited travel. Selected candidate will be required to pass a Motor Vehicle Records check.

COMPENSATION:

• Pay: $120,000-$180,000 annually. Compensation depends on location, qualifications, and experience.
• Position may be eligible for an Annual Incentive Plan bonus of 10%-40% depending on role level.
• Management level positions may be eligible for sign-on and relocation bonuses.

Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship. Tenet participates in the E-Verify program.