Shrm Hr Jobs (NOW HIRING)

At Houston Methodist, the Director Human Resources (HR) position is responsible for providing both tactical and strategic direction for the Human Resources department, and other departments, as appropriate. This position develops and implements human resources strategies by proactively shaping programs and practices for maximum business effectiveness. The Director HR position ensures the effective coordination and delivery of all Human Resource functions including the employment, employee relations, and talent acquisition processes and procedures, maintaining alignment with system and organizational objectives and policies. This position participates in the system HR policy committee, is a member of the Senior leadership team and provides guidance to identify, develop and implement HR and business-related programs. The Director HR position assists to position the organization to meet increased expectations for performance and growth which reflect the mission and values of Houston Methodist.
The Director position responsibilities include overseeing the activities of the department staff, ensuring quality, productivity, functional excellence and efficiency to accomplish strategic and operational objectives. In addition, this position is accountable for employee engagement, adequate staffing levels, budget development and compliance, staffing decisions such as hiring and terminating employment, coaching and counseling employees on work-related performance, and developing and implementing policies and procedures to ensure a safe and effective work environment. This position also ensures training, monitoring and operations initiatives are implemented which secure compliance with ethical and legal business practices and accreditation/regulatory/government regulations. FLSA STATUS
Exempt
QUALIFICATIONS
EDUCATION

• Bachelor's degree
• Master's degree preferred

EXPERIENCE

• Seven years experience in Human Resources (HR) with three years in management; may consider HM employee with six years experience in HR which includes two years in management
• Healthcare experience preferred

LICENSES AND CERTIFICATIONS
Preferred

• PHR - Professional in Human Resources (HRCI) or
• SPHR - Senior Professional in Human Resources (SHRM) or
• SHRM-CP - Certified Professional in HR (SHRM) or
• SHRM-SCP - Senior Certified Professional in HR (SHRM)

SKILLS AND ABILITIES

• Demonstrates the skills and competencies necessary to safely perform the assigned job, determined through ongoing skills, competency assessments, and performance evaluations
• Sufficient proficiency in speaking, reading, and writing the English language necessary to perform the essential functions of this job, especially about activities impacting patient or employee safety or security
• Demonstrates the ability to interact with others in a way that gives them confidence in one's intentions and those of the organization
• Ability to use appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one's own behavior to accommodate tasks, situations and individuals involved
• Demonstrates leadership qualities and critical thinking through self-direction initiative and effective interpersonal skills and oral/written communication skills
• Ability to identify and understand issues, problems and opportunities, comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints and probable consequences
• Extensive knowledge of regulatory and accreditation agency requirements that impact department; stays abreast of industry changes
• Demonstrates highly effective communication skills-strong written communications and platform presentation abilities
• Ability to work effectively in a fast-paced environment
• Demonstrates flexibility and adaptability in the workplace
• Capable of leading teams/facilitating groups, building consensus and garnering highest confidence in professionalism and work product by senior leadership
• Ability to work under pressure and balance many competing priorities; highly responsive and solution/action oriented
• Proficiency in spreadsheet, word processing, and presentation software
• Maintains a positive and supportive attitude and demeanor
• Professional handling of exposure to confidential/sensitive information
• Ability to build trust at all levels of the organization
• Demonstrates the ability to guide and direct others toward goal setting
• Works collaboratively with HR leadership to ensure effective communication to align on consistent strategies, tactics and plans

ESSENTIAL FUNCTIONS
PEOPLE ESSENTIAL FUNCTIONS

• Directs, develops and implements strategic and operational/high level projects and processes either through independent/highly autonomous work or through the facilitation of work teams and collaboration with leaders and peers to enable the effective and efficient completion of objectives.
• Oversees management of and ensures development for staff to meet overall objectives in terms of quality, service and cost effectiveness. Provides timely guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem. Directs management responsibilities of selection, scheduling, supervision, retention, and evaluation of employees.
• Meets or exceeds threshold goal for department turnover and/or system metrics on employee engagement indicators.
• Provides leadership and communication to maintain a competent and engaged employee group by conducting regular department meetings to review policies and procedures and operational matters, rounding on all employees, completing performance appraisals, conducting new hire feedback sessions, coaching/corrective counseling, and providing recognition/commendations to achieve desired outcomes.
• Identifies opportunities and takes action to build strategic relationships between one's area and other areas, teams, departments, and units to achieve business goals. Drives the promotion of teamwork within and between departments; participates and/or leads and facilitates department process improvements as needed.
• Leads entity- and business-aligned HR staff to provide strategic and operational HR support to management by offering human resources advice, counsel, and decisions.

SERVICE ESSENTIAL FUNCTIONS

• Oversees department operations, designated projects, schedules and activities as needed to ensure that goals or objectives are accomplished within the prescribed time frame. Sets priorities and functional standards, giving direction to staff as necessary to ensure the best possible delivery of service and high customer/patient satisfaction.
• Drives department service standards and activities to impact department and/or system score for patient/customer-based satisfaction, through role modeling and fostering accountability. Serves and actively participates on various entity committees as a voice for the department.
• Partners with executive leadership team members to analyze and prioritize the critical business challenges faced by the organization and deploy appropriate HR interventions in collaboration with system initiatives.
• Ensures a futuristic and collaborative departmental approach to long-range strategic operational planning, care and service design and development by implementing human resources strategies which establishes department accountabilities, including talent acquisition, employment processing, compensation, benefits, training and development, records management, safety and health, succession planning, employee relations and retention, Office of Federal Contract Compliance Programs/Equal Employment Opportunity (OFCCP/EEO) compliance, and labor relations. Collaborates with medical staff, as appropriate, executives, hospital leaders, corporate leaders, system HR leaders and hospital staff, to assure goals are in congruence.
• Ensures that robust recruiting/onboarding processes and employee relations exist to attract and retain the depth of talent needed to meet the business objectives.

QUALITY/SAFETY ESSENTIAL FUNCTIONS

• Ensures a safe and effective working environment; monitors and/or revises the department safety plan and/or any specific accreditation/regulatory required safety guidelines. Responsible for staff maintenance of credentials and competencies, per accrediting/ licensing agency and/or department guidelines as applicable.
• Employs a proactive approach in the optimization of safe outcomes and information systems by monitoring and improving the department workflow and enhancing operations, using peer-to-peer accountability and identifying solutions via collaboration. Implements process improvements utilizing tools such as lean principles. Role models situational awareness, using teachable moments to improve safety.
• Responsible for employee compliance to policies and procedures and performs associated actions upon non-compliance (i.e., licensure/certification compliance, focal point review requirements, disaster plan, in-services, influenza immunization, wage and hour, standard hours, timely termination submission, timely timecard approval, etc.).
• Assumes leadership position to ensure seamless, quality services. Actively participates and leads initiatives to improve employee and organizational operations. Delegates effectively by entrusting responsibility and authority to others.
• Produces and delivers reports that are professionally written and provides an accurate interpretation of the information. Tracks metrics around regular HR dashboard reporting for key business leaders to identify successes and areas for improvement; utilizes industry and market benchmarks in Human Resources for comparable information and analysis.
• Guides management and employee actions by researching, developing, writing, and recommending updates to policies, procedures, processes, and guidelines; communicates and enforces Houston Methodist values.
• Directs broad operations to ensure the provisions of comprehensive department services with all regulatory agencies and hospital requirements. Complies with federal, state, and local legal requirements by studying existing and new and anticipated legislation; enforces adherence to requirements; advises management on needed actions.

FINANCE ESSENTIAL FUNCTIONS

• Develops and manages department operational and capital budgets, approvals, and ongoing maintenance of the department(s), ensuring operation in a cost-effective manner. Proactively identifies and plans for capital needs related to current equipment and future department projects. Ensures staffing plans and schedules meet department needs that reflect understanding of the importance of cost-effectiveness.
• Creates department strategies to achieve financial target and staffing needs, through optimizing productivity, supply/resource efficiency, minimizing incidental overtime and overtime percentage, and other areas according to department specifications.
• Ensures operational excellence by measuring the effectiveness and efficiency of the HR team. Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning financial resources; implements action plans; measures and analyzes results; initiates corrective actions; minimizes the impact of variances.

GROWTH/INNOVATION ESSENTIAL FUNCTIONS

• Identifies and implements innovative solutions for practice or workflow changes to improve department, entity or system operations by leading unit projects and/or other department/ system-directed activities. Proactively leads task forces and committees. May represent HM at assigned community or professional organization meetings.
• Drives change initiatives, maintaining effectiveness when experiencing major changes in work responsibilities or environment; adjusts effectively to work within new work structures, processes, requirements or cultures. Partners effectively with stakeholders as appropriate.
• Ensures own career discussions occur with appropriate management. Completes and updates the My Development Plan (MDP) on an ongoing basis. Conducts conversations with staff on their development and MDP.
• Updates job knowledge by participating in conferences and educational opportunities; reads professional publications; maintains personal networks; participates in professional organizations. Integrates current knowledge of all areas of responsibility and management. Theories and concepts into the practice environment. Explores opportunities to add value to job accomplishments.

SUPPLEMENTAL REQUIREMENTS

WORK ATTIRE
• Uniform: No
• Scrubs: No
• Business professional: Yes
• Other (department approved): No

ON-CALL*
*Note that employees may be required to be on-call during emergencies (ie. Disaster, Severe Weather Events, etc) regardless of selection below.
• On Call* Yes

TRAVEL**
**Travel specifications may vary by department**
• May require travel within the Houston Metropolitan area Yes
• May require travel outside Houston Metropolitan area Yes

Work Shift:

1 - Day (United States of America)

Job Category:

Non-clinical Houston Methodist Cypress Hospital, Houston Methodist's eighth hospital, opened in the first quarter of 2025 in a prime location in the heart of the rapidly growing U.S. 290 corridor. It incorporates the most advanced technology available, featuring innovations designed to enhance communication between patients, physicians, staff and families. The facility combines state-of-the-art technology with world-class clinicians, creating an unparalleled experience for patients, employees and physicians.

Houston Methodist is an Equal Opportunity Employer.