Deputy Chief Human Resources Officer

Job Summary

The Deputy Chief Human Resources Officer (Deputy CHRO) reports to the Chief Human Resources Officer (CHRO) and assists the CHRO in delivering the full range human resources (HR) programs and services. The Deputy CHRO will provide leadership and direction in reviewing, developing and analyzing relevant HR information and in ensuring alignment with L.A. Care's mission, values, and financial stewardship. The Deputy CHRO will also be tasked with the undertaking of special projects under the direction of the CHRO in areas of Human Capital Strategies, metrics, HRIS development, business process improvement or other projects supporting HR and Facilities. The position provides a key role in directing and providing a range of consultation services to executive leaders and senior management. The Deputy CHRO is second in command, and is responsible for providing leadership for the cross functional management in HR.

Duties

Foster change and develop new insights to facilitate the modernization of HR practices, procedures, and technology; assist in creating a work environment that encourages creative thinking and innovation; design and implement new or cutting-edge programs/processes.

Lead efforts to identify and prioritize project requirements with complex policy, data and technology considerations; coordinate input from a cross-functional teams, navigating the varied perspectives and competing needs of stakeholders, and developing options and recommendations for improved business processes to drive decision-making by L.A. Care.

Strategically manage the research, development, implementation, and maintenance of effective and innovative human capital tools to support a quality workforce; direct the implementation of effective HR solutions designed to drive and affect change.

Provide executive leadership and oversight in operations and administrative management matters such as directing the development and implementation of human capital policy and procedures, optimizing organizational structure, and management of budget and staffing resource management. Advise executive leadership on short and long-range HR goals and initiatives for their service areas.

Serve as subject matter expert on the interpretation of HR policies, regulations, guidelines, standards, and priorities. Assist in HR policy development or revisions.

Manage and guide the formulation of HR research and technical approaches to be used by staff and provides instruction on resolving critical project-related problems. Ensure the proper interpretation and use of research findings and identifies implications to workforce initiatives; oversee the development of new and creative approaches, methods, techniques, and hypotheses related to assigned projects and develop data collection plans for testing before use in large scale data collection projects.

Direct the implementation of innovative techniques, technology, and business strategies to assess and improve organizational practices, policies, and procedures for increased effectiveness, to promote operational diversity, and to drive change necessary for effective mission accomplishment.

Lead and monitor on-going operations and status of current program activities and resolves controversial or precedent setting issues/challenges that affect current or future human capital developments.

Plan, direct and implement HR operations as assigned by the CHRO. Provide overall support for the CHRO as needed.

Manage staff in Talent Acquisition and Technology and Facilities, including, but not limited to: monitoring of day to day activities, monitoring of performance, developing, training, and cross-training of staff, among others.

Perform other duties as assigned.

Duties Continued

Education Required

Education Preferred

Experience

Required:

At least 10 years experience at a senior management level in Human Resources in an organization of similar size and complexity. 

At least 10+ years of supervisory/management experience. 

Strong experience in talent acquisition, organizational development, leadership, counseling coaching; and managing and planning budgets.

Preferred:  
Experience working in a not-for-profit or public agency.

Skills

Required:
Knowledge of all facets of the HR profession.

Proven ability to interact and appropriately influence at all levels of the organization.

Ethics and Values: Models ethical behavior, respect for human differences, life-long learning, "self-renewal ability" of individuals and organizations, and uses LA Care values to shape business support and organizational effectiveness practices.

Demonstrated knowledge of group dynamics, interactive learning methods, systems theory and quality improvement processes, principles of customer service, consulting methods, leadership coaching, conflict resolution, group process facilitation, organization communications processes, presentation skills and project management.

Demonstrated knowledge of employee relations identification and intervention methods.

Strong organizational leadership, administration, analytical, negotiation and persuasion skills.

Strong leadership skills and the ability to build effective working relationships internally and externally.

Excellent communication skills, negotiating skills, consensus building, analytic ability, planning and implementation skills. 

Ability to work effectively within a matrix environment, influencing and leading others without a direct reporting relationship.

Licenses/Certifications Required

Licenses/Certifications Preferred

Required Training

Physical Requirements

Additional Information