Total 11 medical officer job vacancies in Human Resources category in MDMC - Methodist Dallas Medical Center - MDMC

Love what you do; Love where you live

The HR Generalist supports the Center for Workforce Excellence (CWE) by collaborating with the HR Leadership Team as the “Writer” in Policy Tech to create and/or revise CWE policies and procedures, purpose descriptions, job profiles, and Standard Operating Procedures (SOPs). They provide excellent customer service and support by researching best practices, providing Policy Tech guidance on compliance with policies and procedures, creating reports, conducting audits, and coordinating the HR Policy Review Committee Meetings.

Required Behaviors:

• As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.

Required Qualifications:

• Associates Degree in Business, Human Resources, or related field
• Two (2) years’ experience in human resources
• Proficient in all Microsoft Office Applications (Outlook, Word, Excel, and PowerPoint)
• Advanced computer skills: data entry, creating reports, creating presentations, creating hierarchies, etc.
• Proficient in creating, editing, and manipulating data in spreadsheets
• Experience in creating and revising policies/procedures, job descriptions, and Standard Operating Procedures
• Excellent organization skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Ability to multi-task and prioritize tasks
• Excellent verbal and written communication skills
• Excellent interpersonal, negotiation, and conflict resolution skills
• Excellent customer service skills
• Experience with various video conferencing technology (i.e., WebEx, ZOOM, GoToMeeting, Skype, etc.)
• Experience in conducting online research
• Must be action-oriented
• Must maintain strict confidentiality

Preferred Qualifications:

• Bachelor’s Degree in Human Resources or related field
• Advanced Certification (A-PHR, PHR, SPHR, GPHR, SHRM-CP, etc.)
• Four (4) years’ experience in human resources
• Experience in Talent Acquisition (screening, interviewing, and onboarding new caregivers)
• Experience in creating and/or revising SOPs, policies and procedures, and purpose descriptions

Duties and Responsibilities:

• Creates and revises HR Policies and Procedures by collaborating with the HR Leadership Team
• Creates and revises HR Purpose Descriptions by collaborating with the HR Leadership Team
• Creates and revises Standard Operating Procedures (SOPs) for HR Operations processes
• Maintains compliance with federal, state, and local employment laws and regulations
• Maintains knowledge of trends, best practices, and regulatory changes
• Proactively identifies opportunities and makes recommendations to the HR Leadership Team
• Conducts HR Audits as directed by CHRO or HR Operations Manager
• Creates spreadsheets for audits, reports, recordkeeping, etc.
• Creates Workday Reports for Leadership Team (i.e., Turnover Reports, I-9 Compliance, Clearpoint HR Dashboard Updates, etc.)
• Creates PowerPoint presentations as directed by CHRO or HR Operations Manager
• Leads, schedules, creates agendas, and prepares HR policies and procedures for HR Policy Review Committee Meetings
• Sends policy drafts to committee member one week prior to the scheduled meeting
• Reviews and revises the policies and procedures during the meeting (in real time)
• Coordinates the required reviews with appropriate committees in compliance to the Document Control Policy
• Participates in committees, task forces, work groups, etc. (i.e., Employee Engagement Committee, etc.)
• Maintains an updated Employee Handbook (i.e., review and revise, sends for legal review, etc.)
• Assists Compensation and Talent Acquisition by creating and/or revising job profiles in Workday
• Maintains accurate records in Workday
• Attends and/or assists with meeting room set-up for CWE Meetings and events (i.e., HR2024, HR Huddles, birthday, and work anniversary parties, etc.)
• Research best practices of other NM organizations, healthcare facilities, etc.
• Ensures excellent customer service for internal and external customers
• Each caregiver is responsible for implementing SJRMC’s Service Standards into their daily work: Safety, Courtesy, Effectiveness, and Stewardship
• Other duties as assigned by HR Operations Manager or CHRO

Physical Requirements and Environmental Working Conditions:

• Prolonged periods of sitting at a desk and working on a computer
• Occasional irregular work hours (to meet the needs of SJRMC)
• Must be able to lift twenty-five (25) pounds
• Occasional: lifting, carrying, reaching, bending, pushing, pulling, and stooping
• Must be able to: talk (ordinary and conversations), hear (ordinary and conversations), and see (acuity: near and far, depth perception, and color vision)

Love what you do; Love where you live

Reporting directly to the CHRO, this position provides advice and consultation on complex topics and regulations, conducts comprehensive investigations of complex and/or multiple claims, prepares narrative reports, and implements and monitors programs to ensure compliance with federal and state regulations, as well as SJRMC policies and procedures.

Required Behaviors:

• As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.

Required Qualifications:

• Bachelor’s Degree in Business Administration, Health Care Management, or Public Policy
• Five (5) years of experience directly related to the duties and responsibilities specified
• Completed degree(s) from an accredited institution that are above the education requirements may be substituted for experience on a year for year basis
• Proficiency in Microsoft Office Suite applications, including Outlook, Word, Excel, and PowerPoint
• Effective writing skills with the ability to communicate key messages in an easy-to-understand way
• Ability to think, plan, and execute autonomously
• Experience with planning, prioritization, and attention to detail
• Efficient collaboration and listening skills; building upon a wide network, sparking great ideas, gathering, and incorporating feedback from multiple people and groups

Preferred Qualifications:

• MBA, MPH, or MPP in Business Administration, Health Care Management, or Public Policy
• Five (5) years of project/program management experience; able to manage multiple projects and deliverables simultaneously across workgroups and stakeholders
• Five (5) years of experience in change management and process improvement techniques; ability to motivate yourself and others to take on new challenges
• Knowledge of accrediting/regulatory body requirements

Duties and Responsibilities:

• Creates and leads HR Compliance Programs that are linked through common departmental or organizational goals and strategies including those related to Licensure and Certification
• Partners with SJRMC Compliance to ensure perpetual survey-readiness
• Partners with HRIS and Learning & Development to build and maintain HR Compliance Technology Infrastructure
• Partners with Talent Acquisition and HR Operations to ensure onboarding workflow and technology reliably gathers all new hire record requirements
• Partners with Learning & Development and HR Operations leadership to optimize learning assignments that meet regulatory requirements
• Partners with HR Business Partners to manage ER incidents
• Performs internal investigations
• Performs Exit Interviews (in concert with Stay Interviews)
• Articulates vision, goals, and objectives for all HR Compliance Programs (i.e., manages strategic projects and ensures deliverables are aligned with the organization’s strategy)
• Manages the execution of strategies through program design and implementation, ensuring strategic alignment with the Senior Leadership Team
• Partners with stakeholders to build cross functional strategy and implementation teams; facilitates identification of program scope, manages associated project implementation, communicates progress to HR Leadership Team and Senior Leadership Team, and drives timely execution to obtain desired results
• Identify and manage risks associated with individual projects and overall program development and implement mitigation strategies to remove barriers
• Develops effective communication strategies to facilitate initiative rollout
• Ensures change management feasibility, plan, and implement accordingly
• Develops collaborative relationships with key stakeholders and other consulting resources to help drive and lead cross functional project efforts
• Updates key stakeholders of initiative progress, challenges, and barriers
• Develops and enforces policies and procedures for operational efficiency and quality
• Facilitates the Senior Leadership Team’s decision making by analyzing strategic alternatives and developing recommendations
• Escalates Compliance Program issues, risks, or other appropriate information to HR Leadership Team or Senior Leadership Teams as appropriate
• Manages multiple projects and assignments; assemble project teams, collaborate on responsibilities, develop project schedules, and determine resources needed to achieve milestones and overall objectives/outcomes
• Collaborates with the Compliance Department to implement transparent policies and procedures to define compliance controls within CWE Departments
• Provides timely and accurate guidance to all CWE Departments on compliance matters; to ensure compliance with all policies and procedures
• Evaluates and improves CWE systems, processes, and interactions between CWE and SJRMC Departments
• Acts as a liaison between CWE and regulatory agencies, ensuring seamless communication and response to external audits and/or investigations involving regulatory and compliance matters
• Contributes to project teams, assigning and monitoring work, and providing guidance and leadership
• Educates and collaborates with CWE Departments to identify innovation opportunities and adopts improvement actions
• Analyzes compliance data to identify trends and risks; periodically reports to HR Leadership Team on metrics and trends
• Responsible for researching best practices and creating and/or revising HR Compliance policies and procedures in conjunction with key stakeholders; to align with regulatory requirements, industry benchmarks, and programmatic functions
• Participates in workgroups and provides advice related to HR Compliance requirements
• Supports the CHRO in preparing reports and updates for the Board of Directors, Senior Leadership Team, SJRMC/SJHP Leadership Team, and HR Leadership Team
• Manages all San Juan Regional Medical Center (SJRMC) and San Juan Health Partners (SJHP) federal and state labor law posters (including all NM and CO clinics)

Physical Demands and Environmental Work Conditions:

• Prolonged periods of sitting at a desk and working on a computer
• Occasional irregular work hours (to meet the needs of SJRMC)
• Must be able to lift twenty-five (25) pounds
• Occasional: lifting, carrying, reaching, bending, pushing, pulling, and stooping
• Must be able to: talk (ordinary and conversations), hear (ordinary and conversations), and see (acuity: near and far, depth perception, and color vision)

Love what you do; Love where you live

The HR Business Partner provides advanced expertise on a broad range of complex human resource management practices. They serve in a leadership capacity by partnering directly with the Leadership Team to resolve organizational issues and lead HR initiatives in Performance Management, Just Culture, and Employee Engagement. The HR Business Partner identifies opportunities and creates meaningful programs to enhance our work culture, improve employee performance, and increase employee engagement across all departments. They are a valuable
resource to the Leadership Team with in-depth knowledge of employment law, federal and state regulations, best practices, organizational policies and procedures, and other related experience and knowledge.

Required Behaviors:

• As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability, and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.

Required Qualifications:

• Bachelor’s Degree in Human Resources, Business, Healthcare Management, or another related field
• At least two (2) years of experience directly related to the duties and responsibilities specified
• Completed degree(s) from an accredited institution that are above the education requirements may be substituted for experience on a year for year basis
• Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community
• Skills in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures
• Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues
• Ability to identify and implement effective solutions to complex human resources issues in compliance with organizational policies and procedures
• Strong critical thinking skills
• Ability to perform research and prepare reports and summaries based on research data
• Ability to analyze complex information, and to define and create integrated solutions and recommendations
• Knowledge of human resources administration principles and practices
• Knowledge of federal and state employment laws and regulations, and public sector employment policies and procedures
• Skills in examining and evaluating business processes and operating procedures and managing procedure/process change
• Knowledge of equal opportunity and affirmative action requirements as related to public sector human resources
• Knowledge of FMLA and catastrophic leave policies and procedures and best practices
• Knowledge of ADA, FLSA, and other employment regulations
• Knowledge of employee benefit laws, regulations, documentation, and policies and procedures
• Knowledge of labor relations principles and collective bargaining agreements
• Broad knowledge and understanding of HR transactions, policies and procedures, and best practices

Preferred Qualifications:

• Master’s Degree in Business Administration or Healthcare Management, or another related field
• Four (4) years of experience directly related to the duties and responsibilities specified
• Advanced Certification (A-PHR, PHR, SPHR, GPHR, SHRM-CP, etc.)

Duties and Responsibilities:

• Provides advanced expertise and leadership on a broad and comprehensive range of human resources activities (i.e., performance management, Just Culture, employment transactions, policy and regulatory compliance, engagement surveys, etc.)
• Independently navigates and directs the Leadership Team to various resources available
• Provides in-depth advice to Senior Leadership Team regarding adherence to SJRMC/SJHP policies and procedures
• Identifies innovative solutions and options to address complex human resource management issues
• Identifies opportunities to enhance departmental operations, policies, and procedures; makes recommendations for improvement and implements changes
• Approves performance improvement plans, corrective action documentation, Workday transactions, and other related HR transactions
• Conducts proactive and comprehensive organizational needs analyses, which may include data collection, design of proactive staffing plans, training and development assessments, strategic planning, etc.
• Maintains in-depth knowledge of SJRMC/SJHP policies and procedures, processes, and resources, as well as applicable federal, state, and local laws
• Participates in the development of policies and procedures and sits on the HR Policy Review Committee
• Responsible for HR Analytics analysis and makes recommendations to HR Leadership Team

Workplace Culture:

• Champions the SJRMC and SJHP Culture; promotes the mission, vision, and values of the organization
• Implements “Just Culture”  Conducts “Stay Interviews” and reports findings to HR Leadership Team
• Champions Change Management
• Responsible for leadership coaching, performance coaching, and Equal Employment relations
• Responsible for team chartering and organizational development
• Responsible for creating and managing the Recognition Program

Employee Engagement Survey:

• Manages the Employee Engagement Survey Process
• Collaborates with the Marketing Department to promote survey participation
• Creates reports, updates, and presentations for the HR Leadership Team and Senior Leadership Team
• Creates a program to improve engagement scores in departments with low engagement scores
• Creates a program to reward departments with engagement score improvement
• Participates in the Employee Engagement Meetings

Performance Management Program:

• Manages the Performance Management Program (i.e., administration, training, succession planning, goal setting, etc.)
• Responsible for MICP Program (performance incentive program for managers and directors)
• Schedule and lead performance management planning meetings, process improvement meetings, etc.
• Create/update annual training presentations and intranet resources
• Provide training to Leadership Team prior to the beginning of the Performance Management Cycle
• Facilitates the Salary Review Process for the Pay for Performance Program

Customer Service:

• Liaison to the Senior Leadership Team and Leadership Team on escalated issues and various needs (i.e., understands challenges, identifies resources, creates solutions, supports leaders, timely follow-up, etc.)
• Liaison to the HR Leadership Team to create strategies, policies and procedures, and long-term plans to improve HR functions
• Ensures consistent HR practices across all departments
• Attends departmental meetings as needed
• Provides training support for department-specific training needs
• Collects data and creates reports on hospital operations and performance
• Provides reports and summaries to CHRO to inform and influence HR strategy
• Anticipates HR-related needs
• Communicate effectively with all stakeholders
• Each caregiver is responsible for implementing SJRMC’s Service Standards into their daily work: Safety, Courtesy, Effectiveness, and Stewardship
• Other duties as assigned

Physical Demands and Environmental Work Conditions:

• Prolonged periods of sitting at a desk and working on a computer
• Occasional irregular work hours (to meet the needs of SJRMC)
• Must be able to lift twenty-five (25) pounds
• Occasional lifting, carrying, reaching, bending, pushing, pulling, and stooping
• Must be able to talk (ordinary and conversations), hear (ordinary and conversations), and see (acuity: near and far, depth perception, and color vision)

Hours of Work :

Days Of Week :

Work Shift :

12X3 Night (United States of America)

Job Description :

Your Job:
In this highly technical, fast-paced, and challenging position, you'll collaborate with multidisciplinary team members to provide the very best care for our patients. The Patient Sitter primary purpose is to provide a safe and supportive environment for a patient.

Your Job Requirements:

• Prior Clinical Secretary, Patient Care Technician, Unit Assistant or equivalent experience preferred
• Current Basic Life Support certification required
• High school diploma or equivalent preferred

 Your Job Responsibilities:

•   Communicate clearly and openly
•   Build relationships to promote a collaborative environment
•   Be accountable for your performance
•   Always look for ways to improve the patient experience
•  Take initiative for your professional growth
•   Be engaged and eager to build a winning team

Methodist Dallas Medical Center is one of North Texas’ best places to work. And it keeps getting better. The flagship hospital of Methodist Health System, Methodist Dallas is a 595-bed acute care teaching and referral hospital. It is home to the only adult Level I Trauma Center in southern Dallas, the first and only Certified Comprehensive Stroke Center in southern Dallas, and the newly renovated Linda and Mitch Hart Breast Center. Celebrating more than 90 years of service, we strive to have a diverse workforce that reflects the communities we serve and welcomes the skills and talents of all groups. Our reputation as an award-winning employer shows in the distinctions we’ve earned:

• Magnet®-designated hospital
• 150 Top Places to Work in Healthcare by Becker’s Hospital Review, 2023
• Top 10 Military Friendly® Employer, Gold Designation, 2023
• Top 10 Military Spouse Friendly® Employer, 2023
• Level III Neonatal Intensive Care Unit
• Liver, kidney, and pancreas transplantation programs

Love what you do; Love where you live

The Talent Acquisition Concierge will act as a trusted guide for candidates transitioning to our area. They are responsible for providing personalized support with finding housing, connecting with schools, integrating into the community, and answering any questions or concerns they may have.

Required Behaviors:

• As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.

Required Qualifications:

• High School Diploma or GED  Proven experience in relocation assistance or a related field
• Ability to build rapport and create trust with individuals new to the area
• Flexible and adaptable, with the ability to handle diverse needs and requests
• Strong organizational and communication skills
• Proficient in travel booking systems and expense management tools
• Excellent customer service skills and a genuine passion for creating positive experiences
• Ability to manage multiple tasks simultaneously and work independently
• Strong knowledge of the local area and a willingness to go above and beyond for candidates

Preferred Qualifications:

• Bachelor’s degree in hospitality, human resources, or a related field

Duties and Responsibilities:

• Manage travel arrangements for candidates, including booking flights and hotel rooms
• Coordinate airport pick-ups and ground transportation
• Secure hotel accommodations aligning with budget and candidate preferences
• Conduct research and create personalized relocation packages for candidates based on their needs and preferences
• Research and present information about the local area, including schools, neighborhoods, and amenities
• Answer candidate questions promptly and accurately regarding relocation, living arrangements, and the community
• Assist with housing searches, including property tours
• Serve as a point of contact before, during, and after the interview process
• Connect candidates with relevant community resources and organizations
• Assist with scheduling and logistics for interview panels
• Gather and analyze feedback from candidates to improve the interview experience

Physical Demands and Environmental Work Conditions:

• Prolonged periods of sitting at a desk and working on a computer
• Occasional irregular work hours (to meet the needs of SJRMC)
• Must be able to lift twenty-five (25) pounds
• Occasional: lifting, carrying, reaching, bending, pushing, pulling, and stooping
• Must be able to: talk (ordinary and conversations), hear (ordinary and conversations), and see (acuity: near and far, depth perception, and color vision)

Love what you do; Love where you live

The RN Clinical Recruiter will collaborate with hiring managers, HR teams, and other departments to ensure a smooth hiring process and a warm welcome for new recruits.

Required Behaviors:

• As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.

Required Qualifications:

• Bachelor’s degree in Nursing
• Current RN license in good standing
• Strong understanding of the nursing job market and current recruitment trends
• Excellent communication, presentation, and interpersonal skills
• Proven ability to build and maintain relationships with diverse stakeholders
• Proactive, resourceful, and results-oriented with a positive and enthusiastic attitude

Preferred Qualifications:

• Minimum of two (2) years of clinical experience in a hospital setting

Duties and Responsibilities:

Become a talent sleuth:

• Scour online platforms, professional networks, and industry events to unearth exceptional RNs ready for a change. Think strategic sourcing meets detective work!
• Identify top talent using Boolean strings, social media listening, and attending key industry events.
• Master the art of interview screening, uncovering the hidden gem with the right skills and cultural fit through insightful phone and video interviews.

Champion our brand on college/university campus:

• Transform into our passionate ambassador at universities and colleges, captivating students with the vibrant culture and rewarding career paths we offer. Imagine yourself rocking career fairs and holding captivating presentations!
• Conduct targeted outreach to nursing programs and student groups, engaging potential candidates early on and building relationships for future talent pipelines.
• Participate in mock interviews and career panels, providing valuable insights and fostering a positive candidate experience.

Craft a seamless candidate journey:

• From the first spark of interest to onboarding bliss, you’ll guide RNs through a positive and informative experience. Think of yourself as their friendly Sherpa!
• Develop interview guides and scoring rubrics to ensure consistent and fair evaluation of candidates.
• Provide timely feedback to all applicants, keeping them engaged throughout the process.

Be our voice, be our face:

• At industry conferences, university events, and career fairs, you’ll champion SJRMC unique story and values. Think of yourself as our charismatic storyteller!
• Network with industry professionals and potential candidates, building broad awareness and generating interest in SJRMC career opportunities.
• Conduct informational interviews with current RNs, highlighting their positive experiences and attracting similar talent.

Data whisperer, unite!

• Analyze recruitment metrics like a pro, identifying what works and what needs a tweak. Think of yourself as a data detective deciphering the secrets of successful recruitment!
• Track source of hire data, identifying the most effective channels for attracting top talent.
• Analyze interview feedback, refining your questions and process to ensure you’re finding the best fit.

Teamwork makes the dream work:

• You’ll collaborate with hiring managers, HR teams, and other departments to ensure a smooth hiring process and a warm welcome for new recruits. Think of yourself as the maestro of a harmonious recruitment orchestra!
• Develop strong relationships with hiring managers, understanding their specific needs and expectations for ideal candidates.
• Partner with HR to ensure compliance and best practices, creating a smooth and efficient hiring experience.

Physical Demands and Environmental Work Conditions:

• Prolonged periods of sitting at a desk and working on a computer
• Occasional irregular work hours (to meet the needs of SJRMC)
• Must be able to lift twenty-five (25) pounds
• Occasional: lifting, carrying, reaching, bending, pushing, pulling, and stooping
• Must be able to: talk (ordinary and conversations), hear (ordinary and conversations), and see (acuity: near and far, depth perception, and color vision)

Hours of Work :

Days Of Week :

Work Shift :

12X3 Day (United States of America)

Job Description :

Your Job:

Registered nurse renders highly professional and technical nursing care to assigned patients. Provides direct and indirect patient care using the nursing process (assessment, planning, implementation, and evaluation). Directs and supervises other assigned team members and collaborates with multidisciplinary team members to provide age/developmentally appropriate care in accordance with unit standards of care.

Your Job Requirements:

• Graduate of an accredited school of professional nursing. BSN Preferred
• Current Basic Life Support Certification
• Current additional certifications as required by department
• Current license to practice professional nursing in Texas or eligibility to do so
• Work experience: at least 6 months RN experience

Your Job Responsibilities:

• Communicate clearly and openly
• Build relationships to promote a collaborative environment
• Be accountable for your performance
• Always look for ways to improve the patient experience
• Take initiative for your professional growth
• Be engaged and eager to build a winning team 

Methodist Mansfield Medical Center is a 262-bed, full-service, acute care hospital serving Tarrant, Johnson, and Ellis counties in North Texas. We are an Advanced Primary Stroke Center and Advanced Primary Heart Attack Center certified by The Joint Commission. We also were the first in the Dallas-Fort Worth area to receive the Academy of Medical-Surgical Nurses PRISM Award® for exemplary practice of medical-surgical units. We strive to have a diverse workforce that reflects the communities we serve and welcomes the skills and talents of all individuals. Our reputation as an award-winning employer shows in the honors we’ve earned:

• Magnet®-designated hospital
• 150 Top Places to Work in Healthcare by Becker’s Hospital Review, 2023
• Top 10 Military Friendly® Employer, Gold Designation, 2023
• Top 10 Military Spouse Friendly® Employer, 2023
• Level III Neonatal Intensive Care Unit
• Level III Maternal Facility for perinatal care
• Level III Trauma Center

We are looking for a Talent Management Officer to perform end to end recruitment. You are responsible for sourcing, attracting, interviewing, hiring and onboarding employees.

WHAT IS THE JOB LIKE?

The Talent Management Officer will be responsible for finding and screening candidates for open position within the organization. She/He will work with different departments/hiring managers to identify the best candidates for each position.

• Help develop job descriptions and post job listings on sourcing channel such as LinkedIn, Workable and Darwinbox.
• Analyze the recruitment process performance thru recruitment dashboards
• Review resumes, credentials and qualifications for appropriate skills, experience and knowledge of candidates in relation to position requirements
• Endorsement of qualified candidates to Hiring Managers
• Assist/Schedule interview with Hiring Managers via Darwinbox/MS Teams
• Prepares Salary Analysis and collaborates with Hiring Leads and/or HR leads during the offer process
• Conducts Job Offer to shortlisted candidate
• Ensure accuracy in updating the recruitment database and other recruitment related reports on a real-time basis
• Prepares Contract & Employee Data Authority (EDA) for New Hires
• Validates Pre-Employment Requirements and endorse to shared services for processing

WHO ARE YOU?

You have a Bachelor's Degree in Human Resources or related field, or equivalent work experience, required.

• At least five years managing all phases of the recruitment and hiring process highly preferred
• Excellent verbal and written communication skills
• Excellent interpersonal skills
• Ability to create and implement sourcing strategies for recruitment for a variety of roles.
• Proactive and independent with the ability to take initiative.
• Proficient with or the ability to quickly learn applicant-tracking software or other recruitment systems.

• Provide administrative and technical military personnel support, with responsibility for a variety of military personnel duties.
• Communicate in writing, telephonically, electronically, and in person with military officers, military enlisted personnel, and civilians to determine the specific types of military actions required.
• Receive, review, coordinate, prepare, finalize, and track a wide range of military personnel actions.
• Perform all aspects of retirement/separation counseling and processing.

Starting at $39,207 Per Year (GS 5-7)

Technical Consultation, Advisory and Program Management

• Serving as a key member in various VISN committees and activities working directly with leadership to develop an HR strategy that closely supports and facilitates meeting local organizational goals.
• Examining the forecasting data to project managerial strategies, organizational processes, competencies, and human resources interventions necessary to create the required cultures to support new and establish VHA initiatives.
• Supporting leadership and organizational goals, which includes, but is not limited to: Resource Management Committee; Succession Planning; Emergency Management; Diversity and Inclusion; Activations Planning; Quality Management; Joint Commission Planning; Workforce Planning; and any others as applicable.
• Advising leadership and providing responses to proposed legislation, policies, and standards of higher authority regarding human resources issues. These include requests from members of Congress, the Office of Management and Budget and the Office of Personnel Management.
• Interpreting the national human capital workforce plan and leading the development and implementation of the healthcare system workforce plan.
• Developing appropriate techniques, identifying key progress indicators and other metrics, sequences and schedules necessary activities to accomplish action plans.
• Leading the succession planning process and coordinating expert services in performing analyses of the workforce to identify succession plan priorities.
• Leading and managing the HR Employee Relations section of the HR Strategic Business unit.
• Ensuring leaders and managers assess results and build comprehensive action plans from employee performance appraisals, proficiencies, competencies and all employee surveys.
• Addressing and resolving difficult and complex problems that have a direct impact on the Department mission.
• Working with leadership, staff and operational officials, employee groups, etc., to develop and explore labor relations alternatives to improve policies, techniques, and procedures.
• Analyzing, evaluating and developing major aspects of agency-wide labor relations programs that require isolating and defining unknown conditions, resolving critical problems, and developing new concepts and methodologies; and resolving issues of sensitivity and potential controversy that may promote advances in principal human resources program plans, goals, objectives, and milestones.
• Serving as VISN advisor to the facility executive leadership team for the Human Capital Program.
• Integral in the talent acquisition of the local facility creating relationships with the local stakeholders and maintaining and building local relationships with professional organizations and academic affiliations to advance Medical Center current and future demands.
• Providing expert management consultative service involving the full spectrum of HR functions (e.g., recruitment/placement, employee performance and conduct issues) on highly complex VISN-wide or equivalent issues.
• Working in collaboration with VHA-wide stakeholders to align HCM strategies and objectives to achieve agency/HCM goals.

Supervisory Duties

• Recruiting and hiring subordinate staff members in line with merit staffing procedures and equal employment opportunity guidelines.
• Supervising a minimum of three full performance level GS-0201-12 HR Specialists and administrative staff as deemed necessary. This is subject to change under future phases.
• Planning and establishing work schedules, hours of duty, etc.
• Assigning work to staff and providing technical and policy direction to their efforts.
• Reviewing completed work of the staff and providing feedback to encourage top performance to enhance an atmosphere of teamwork in the office.

Work Schedule: Monday - Friday 8:00 a.m. - 4:30 p.m.
Telework: VA supports the use of telework as a way to help attract and retain talented individuals in public service, increase worker productivity, and better prepare the agency to operate during emergencies. This position may be authorized for telework. Telework eligibility will be discussed during the interview process.
Virtual: This is not a virtual position.
Position Description/PD#: Assistant HR Officer (Senior Strategic Business Partner) - PCS/Relocation Incentive/PD99991S
Relocation/Recruitment Incentives: Authorized
Permanent Change of Station (PCS): Authorized
Financial Disclosure Report: Not required
Physical Requirements: The work is sedentary. Some work may require walking in offices, hospitals, warehouses and similar areas for meetings and to conduct work. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. Incumbent may carry and lift light items weighing less than 15 pounds.

Starting at $126,254 Per Year (GS 14)

Abbott is a global healthcare leader that helps people live more fully at all stages of life. Our portfolio of life-changing technologies spans the spectrum of healthcare, with leading businesses and products in diagnostics, medical devices, nutritionals and branded generic medicines. Our 115,000 colleagues serve people in more than 160 countries.

     

JOB DESCRIPTION:

     

The base pay for this position is

$71,300.00 – $142,700.00

In specific locations, the pay range may vary from the range posted.

     

JOB FAMILY:

Product Development

     

DIVISION:

EP Electrophysiology

        

LOCATION:

United States > Minnesota > St. Paul > Tech Center : One St Jude Medical Drive

     

ADDITIONAL LOCATIONS:

     

WORK SHIFT:

Standard

     

TRAVEL:

Not specified

     

MEDICAL SURVEILLANCE:

No

     

SIGNIFICANT WORK ACTIVITIES:

Keyboard use (greater or equal to 50% of the workday)

     

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EEO is the Law link - English: http://webstorage.abbott.com/common/External/EEO_English.pdf

     

EEO is the Law link - Espanol: http://webstorage.abbott.com/common/External/EEO_Spanish.pdf