At Central Maine Healthcare our team members are committed to providing exceptional care and experiences for our community and for each other every day.

Essential Generic Job Functions (List in order of importance):

Partner to Align Business Units and HR Strategy for assigned business units. 

Engage leaders to understand talent needs of the businesses and define responsesParticipate in periodic business planning and reviews and proactively work with COE teams to identify and deploy HR interventions to meet and align with business requirementsPartner closely with leadership to refine organizational structure, operations and cultureProactively obtain, interpret and present metrics and analysis to business leaders to inform decisions (performance, attrition, hiring, vacancy, team member engagement/sensing, and other data)

Advise leaders on people issues

Provide HR observations related to strategy/performance in meetings and one-on-one; formulate HR requirementsOffer objective and balanced advice to leaders on business challenges and people implications, leadership effectiveness, culture, and alignment of HR programsAdvise business leaders on change management, performance issues, responding to team member or community concerns, compliance or ethics investigations, etc.Manage response to executive requests for information, questions or special projects

In Partnership with COE, deploy talent and development programs

Partner with COEs to deploy talent programs in business units (performance assessment & review, succession planning, development planning, talent acquisition strategies).Support leaders, in conjunction with COE with advice and tools for team member coaching, mentoring, feedback processes, high-potential development, career development counseling, etc.

Drive HR operational excellence

Assist in the development and drive HR programs and initiatives with COE’sBuild, develop and lead the efforts of HR professionals in achieving operational objectivesDeliver broad based and complex HR messages or concepts to leaders, present HR strategies and initiatives in a way that provides clarity around integration and business relevanceWork with local business executives and HR COEs to develop or modify strategies and programs to most effectively meet local business needs and culture; Identify and share root causes of HR issues with relevant HR COEs to help shape HR programsConduct ongoing position budgeting review and ensure that staffing plans are aligned with span of control, productivity metrics, budgeted allocations, etc. Understand local and regional healthcare talent market;Drive effective leader and team member communications initiativesCoach and Develop HR Team to drive HR engagement, individual growth and organizational outcomes.

Team Members Relations

Promote and foster a healthy work environment; raise awareness of available programs to assist team members;Implement appropriate team member engagement programs and positive team member relations programs. Interpret and drive action planning as a result of engagement surveys; assess population “temperature” through formal and informal sensing and report results/plan actions with leadership teamImplement programs to recognize service and celebrate achievement by team members. Assist with driving the CMH experience and creating a culture of excellence and results through execution.Responsible for developing and managing positive team member relations programs in collaboration with key stakeholders. Recommends effective solutions for addressing workplace issues and corrective actions in accordance with organizational and HR policy, practice and applicable laws.Oversee investigations of team member, ethics, or compliance issues, in consultation with HR Leadership, compliance and legal counsel.Ensure compliance with all federal and state laws, as well as all Joint Commission and other regulatory standards.  Educate and counsel leadership and team members regarding compliance obligations.  Facilitate understanding, interpretation and application of HR policies within assigned business units.

Partner to support business performance, quality and patient care initiatives

Partner with business unit leaders on initiatives related to patient care, quality, safety & compliance, physical security, data security, professional ethics, etc., implementing training and development, performance management, certification & other initiatives to create an environment of compliance/excellenceUphold all compliance standards, including Joint Commission, Department of Labor, HR policies, CBAs, etc.Support location emergency response plans in partnership with business leadership.

Other duties and/or projects as assigned.

Knowledge, Education and Skills Required:

Bachelor’s degree; HR , OD or Business concentration required5-7 years of progressive Human Resources generalist experience.Demonstrated experience partnering with Leaders in linking HR strategies to the business in areas such as business operations, HR Practices, change and transition managementWorking knowledge of multiple Human Resource disciplines including compensation, talent and organizational development, employee relations, diversity, performance management, talent acquisition andExpert verbal and written communication skills.Work in high collaboration environment across operations and business teams, as well as HR. Working in an HR COE environment strongly preferred.Work effectively in a highly changing and dynamic environment, demonstrating ability to learn and adjust quickly, and bring others along when designing or implementing new ideasDemonstrated experience managing large, complex projects with multiple stakeholdersExperience operating at both operational and tactical levelProven ability to develop, engage and retain a high performing teamsExcellent interpersonal and partnership skillsAbility to develop meaningful trusting relationships at all levels within the organization to gain support and achieve resultsExpert level coaching, change management, project management, facilitation, conflict resolution, negotiation, presentation, process development, analysis and problem-solving skills.Proficient with Microsoft Office Suite (Word, Excel, PowerPoint, etc.)

Preferred Certification/Licensing Preferred:  

HR certification preferred, not required

If you are passionate about making a difference and are looking for your next great career opportunity, we look forward to reviewing your application!