HR Manager, Technology Group

An exceptional health system needs to engage top talent to achieve its mission of providing world-class healthcare. That requires a world-class Human Resources function, and that's what we're delivering. Join us and make a difference every single day in service of this extraordinary work - excellence and innovation in patient care, research, and community service. We're enhancing our technology, energizing organizational climate, facilitating change, and enabling talent. The healthcare industry is challenging, but Cedars-Sinai Human Resources is pursuing outstanding service and support for a talented workforce inspired by those challenges, engaged in their work, and deft in their ability to adapt to the ever-changing environment.

The HR Manager of EIS (Enterprise Information Services) will serve as a strategic partner to leadership and employees in the EIS line of business (LOB). The Manager will assess and anticipate HR related needs, develop and manage the delivery of value added service that align with the initiatives of the organization. Additionally, the role will leverage and formulate partnerships across the HR Centers of Expertise (COE) to ensure HR deliverables are addressed in a timely and thorough matter.

The Manager will work with the EIS Department to establish and maintain an understanding of the client's organization and business practices while building trusted, effective and productive working relationships.

The Manager will collaborate with the department on developing job descriptions, reviewing current vs. future requirements as well as support with forecasting, staffing, on-boarding, talent development, career / success planning and talent movement. In addition, the HR Manager should develop thoughtful, integrated approaches to promoting diversity & inclusion in talent attraction, development and retention.

The Manager will oversee compensation plans and processes for staff including annual appraisal, merit, market, equity and promotional reviews. Provides strategic consultation to line of business leadership regarding compensation matters in order to ensure fair market value, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as the Health System compensation philosophy.

The Manager handles highly sensitive employee relations and other complex HR related issues and special assignments when necessary.

Job Responsibilities:

Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of Business.

Ensures HR services and team members meet customers' needs consistent with Medical Center philosophy, mission, vision, and strategic plan.

Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other business issues impacting the Line of Business, Human Resources and the Health System at large.

Proactively and regularly evaluates the Line of Business (people, processes, programs and systems) and HR service delivery relative to organizational and business unit strategy and objectives in order to identify short and long-term opportunities.

Collaborates with management teams within the Line of Business and HR on the creative design and implementation of high quality, integrated, flexible and efficient business solutions and improvement initiatives.

Develops strong working relationships with internal and external stakeholders of diverse backgrounds, building reputation as a credible and trustworthy leader in order to successfully influence, facilitate change initiatives and drive buy-in at all levels and in all areas of the organization.

Builds accountability through recognition, reward, and performance feedback on a regular basis. Identifies and facilitates employee development opportunities.

Develops and interprets HR specific policies, guidelines and processes across organization and provides consultation to Line of Business leadership on policy application and best practices.

Recommends policy and process changes to support business needs and organizational success.

Recognizes potential employee relations issues in a proactive manner.

Manages and resolves complex and sensitive cases through objective and thorough fact finding investigations, mediation of difficult interactions, political navigation and escalation of problems to a higher level when warranted.

Oversees compensation plans and processes including annual appraisal, merit, market, equity and promotional reviews.

Provides strategic consultation to line of business leadership regarding compensation matters in order to ensure fair market value, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as the Health System compensation philosophy.

Provides education, training and development guidance to management and employees. This includes analysis of employee engagement surveys and other measurement tools, coaching line of business management on leadership performance and practices, facilitating discussions and action planning for learning, organizational development and talent management (career development, succession planning, etc).

Maintains advanced knowledge in the use of data, evidence-based research, benchmarks, HR and business metrics to make critical decisions.

May supervise HR Business Partners and staff

Serves as a team leader for organizational initiatives and manages projects within allotted time and budget.

Participates in the development of the department budget.

Performs other duties as assigned.

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