Job Summary: Key Job Responsibilities
The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of
business (LOB) and plays a critical role in providing tools, communications, and a clear path for execution of
strategic functional initiatives. Provides a broad range of HR support for achieving business objectives, including
talent management, organization development, change management, leader effectiveness, succession planning,
and employee engagement. 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 Associate Director works with leaders across assigned line of business to establish and maintain an
understanding of the client's organization and business practices while building trusted, effective working
relationships. The Associate Director collaborates with department leaders to support organization design
including staffing, talent development, career / success planning and talent movement. In addition, the
Associate Director works with department leaders to drive attraction and retention including development of
integrated approaches to promoting diversity & inclusion in talent attraction, development, and retention.
 

Primary Duties & Responsibilities

? Manages and leads a team of HR staff by providing leadership and guidance to address complex questions
and issues. Guides staff and ensures HR services and team members meet customers? needs consistent with
Cedars-Sinai philosophy, mission, vision, and strategic plan. May oversee other HR leaders.
? Partners and works with HR leadership in prioritizing and implementing HR LOB goals, initiatives and
strategies.
? Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of
Business. Manages, motivates and mentors a team of HR professionals. Promotes the development,
engagement and productivity of each employee by encouraging a healthy team environment.
? Serves as strategic partner to senior leadership, managers, and other personnel.
? Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other
business issues impacting the Line of Business, Human Resources and the organization.
? Proactively and regularly evaluates the Lines of Business, such as people, processes, programs, 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 of the organization.
? Develops and interprets HR specific policies guidelines and processes and provides consultation to
department 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 productive manner. Manages and resolves complex and
sensitive cases through objective and thorough fact-finding investigations, mediation of difficult interactions,
political navigation.
? Provides strategic consultation to line of business leadership regarding compensation matters in order to
ensure, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well
as organizations 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 as well as career development, and succession
planning.
? Collaborates with other teams within HR, in cross-functional process improvement initiatives and integration.
 

Department-Specific Duties and Responsibilities
 

The HR Associate Director will play a pivotal role in leading HR functions across multiple Medical Groups & Surgery Centers, encompassing diverse entities with distinct governing practices. Key responsibilities include:

Leadership and Governance: Serve as the strategic HR Leader for physician (and advanced practice provider) groups, including staffing, performance management, engagement, retention, compensation, and organizational development.

Influence: Provide influence and expertise in working with Boards of Directors, Medical Directors, and Medical Group Presidents to align HR initiatives with organizational goals, including partnering with physician leadership at our Affiliates (Marina Hospital, Huntington Hospital and Torrance Memorial), to translate business goals into HR strategies and initiatives

Complex Physician Investigations: Lead and manage complex physician investigations in collaboration with the MN Chief Medical Officer, MN Chief Operating Officer, and Medical Group Directors/Presidents. Address a wide range of issues from Physician Relations to Medical Board Investigations, ensuring thorough and consistent handling across all medical groups. Navigate complex organizational dynamics and influence key stakeholders to maintain consistency and fairness in investigative processes. Develop strategies to manage and resolve investigations, ensuring alignment with best practices and organizational standards.

Policy Development and Compliance: Develop and implement HR policies and practices in accordance with State and Local laws, alongside Cedars-Sinai Policies and Procedures. Collaborate closely with MN Leadership, Line of Business (LOB), and Centers of Expertise (COE) stakeholders identifying issues and aligning policies with organization where needed.  Work with HR compliance to contribute to physician contracting, onboarding, credentialing, privileging, and alignment to employment agreements.   Develop and manage physician-focused HR policies, guidelines, and governance (e.g. dual employment, moonlighting, etc).  Help ensure compliance with applicable laws, accreditation, medical staff bylaws, and regulatory requirements

Acquisitions and Start-Ups: Under the direction of the Director of HR Integration and in collaboration with the COEs, participate in activities related to acquisitions and the establishment of new medical groups. Responsible for supporting the HR initiatives to ensure a smooth transition and integration. 

Cultural Integration: Drive the establishment, infusion, and promotion of the Medical Network Culture within the Medical Groups to foster a cohesive and unified organizational identity.

Data-Driven Decision Making: Establish metrics and best practices for utilizing data to inform and guide HR decisions within Physician Groups. Develop reporting mechanisms to track HR effectiveness and outcomes.  Monitor and report on physician HR metrics (turnover, retention, satisfaction, compensation variance, benchmarking).

Stakeholder Engagement: Build and maintain strong working relationships with internal and external stakeholders, ensuring effective communication and collaboration across Medical Groups.   Lead or participate in physician committees (quality committees, physician engagement councils).  Represent the organization in external benchmarking, physician relations, and industry best practice forums

Training and Development: Lead efforts to enhance physician and staff development through targeted training programs, fostering a culture of continuous improvement and professional growth.  Provide coaching, guidance, and consultation to physicians and clinical leaders on career progression, feedback, performance, development, and behavior·  

Change Management: Provide strategic HR leadership during times of organizational change, ensuring stability and continuity in HR operations.

If assigned, serves as HR leader on affiliate projects, including collaborating with affiliate and Cedars-Sinai leadership to develop and implement integration plans, workflows, personnel, and other items.
 

Teamwork/Customer Relation Responsibilities
Collaborates to problem solve and make decisions to achieve desired outcomes
Cultivates and maintains strong customer relationships and rapport with stakeholders and/or client groups
Establishes effective working relationships with cross-functional team(s)
Ensures practices and procedures are inclusive of interpersonal and cultural diversity
Responds timely, effectively and appropriately to deliverables
Shares knowledge, time and expertise to assist other members of the team
 

Team Lead/Supervisory/Management Responsibilities
Plans, leads, and directs work of staff to ensure goals and objectives are completed within established budget
and deadlines are met.
Responsible for hiring, onboarding, managing schedules, personnel actions, performance reviews, and
performance improvement plans.
Supervises the day-to-day work of employees, assigns work, ensures tasks are completed and deadlines are
met.
 

These statements describe the primary duties and responsibilities of the job and are not intended to
be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without
notice.
 

JOB QUALIFICATIONS
Minimum - Bachelor's Degree Business Administration, Human Resources or a related field
 

Preferred - Master's Degree Business Administration, Human Resources or a related field
 

Work Experience

8 years Progressive experience in Human Resources 
4 years Managing a team in Human Resources or a related field; or experience requiring significant human resource management or administrative oversight

 

Licenses and Certifications:

Senior Professional in Human Resources
(SPHR) SPHR or SHRM - SCP Preferred Upon Hire


Travel Requirements
Est. Amount - 5%

 

Job Summary: Key Job Responsibilities
The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of
business (LOB) and plays a critical role in providing tools, communications, and a clear path for execution of
strategic functional initiatives. Provides a broad range of HR support for achieving business objectives, including
talent management, organization development, change management, leader effectiveness, succession planning,
and employee engagement. 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 Associate Director works with leaders across assigned line of business to establish and maintain an
understanding of the client's organization and business practices while building trusted, effective working
relationships. The Associate Director collaborates with department leaders to support organization design
including staffing, talent development, career / success planning and talent movement. In addition, the
Associate Director works with department leaders to drive attraction and retention including development of
integrated approaches to promoting diversity & inclusion in talent attraction, development, and retention.
 

Primary Duties & Responsibilities

? Manages and leads a team of HR staff by providing leadership and guidance to address complex questions
and issues. Guides staff and ensures HR services and team members meet customers? needs consistent with
Cedars-Sinai philosophy, mission, vision, and strategic plan. May oversee other HR leaders.
? Partners and works with HR leadership in prioritizing and implementing HR LOB goals, initiatives and
strategies.
? Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of
Business. Manages, motivates and mentors a team of HR professionals. Promotes the development,
engagement and productivity of each employee by encouraging a healthy team environment.
? Serves as strategic partner to senior leadership, managers, and other personnel.
? Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other
business issues impacting the Line of Business, Human Resources and the organization.
? Proactively and regularly evaluates the Lines of Business, such as people, processes, programs, 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 of the organization.
? Develops and interprets HR specific policies guidelines and processes and provides consultation to
department 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 productive manner. Manages and resolves complex and
sensitive cases through objective and thorough fact-finding investigations, mediation of difficult interactions,
political navigation.
? Provides strategic consultation to line of business leadership regarding compensation matters in order to
ensure, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well
as organizations 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 as well as career development, and succession
planning.
? Collaborates with other teams within HR, in cross-functional process improvement initiatives and integration.
 

Department-Specific Duties and Responsibilities
 

The HR Associate Director will play a pivotal role in leading HR functions across multiple Medical Groups & Surgery Centers, encompassing diverse entities with distinct governing practices. Key responsibilities include:

Leadership and Governance: Serve as the strategic HR Leader for physician (and advanced practice provider) groups, including staffing, performance management, engagement, retention, compensation, and organizational development.

Influence: Provide influence and expertise in working with Boards of Directors, Medical Directors, and Medical Group Presidents to align HR initiatives with organizational goals, including partnering with physician leadership at our Affiliates (Marina Hospital, Huntington Hospital and Torrance Memorial), to translate business goals into HR strategies and initiatives

Complex Physician Investigations: Lead and manage complex physician investigations in collaboration with the MN Chief Medical Officer, MN Chief Operating Officer, and Medical Group Directors/Presidents. Address a wide range of issues from Physician Relations to Medical Board Investigations, ensuring thorough and consistent handling across all medical groups. Navigate complex organizational dynamics and influence key stakeholders to maintain consistency and fairness in investigative processes. Develop strategies to manage and resolve investigations, ensuring alignment with best practices and organizational standards.

Policy Development and Compliance: Develop and implement HR policies and practices in accordance with State and Local laws, alongside Cedars-Sinai Policies and Procedures. Collaborate closely with MN Leadership, Line of Business (LOB), and Centers of Expertise (COE) stakeholders identifying issues and aligning policies with organization where needed.  Work with HR compliance to contribute to physician contracting, onboarding, credentialing, privileging, and alignment to employment agreements.   Develop and manage physician-focused HR policies, guidelines, and governance (e.g. dual employment, moonlighting, etc).  Help ensure compliance with applicable laws, accreditation, medical staff bylaws, and regulatory requirements

Acquisitions and Start-Ups: Under the direction of the Director of HR Integration and in collaboration with the COEs, participate in activities related to acquisitions and the establishment of new medical groups. Responsible for supporting the HR initiatives to ensure a smooth transition and integration. 

Cultural Integration: Drive the establishment, infusion, and promotion of the Medical Network Culture within the Medical Groups to foster a cohesive and unified organizational identity.

Data-Driven Decision Making: Establish metrics and best practices for utilizing data to inform and guide HR decisions within Physician Groups. Develop reporting mechanisms to track HR effectiveness and outcomes.  Monitor and report on physician HR metrics (turnover, retention, satisfaction, compensation variance, benchmarking).

Stakeholder Engagement: Build and maintain strong working relationships with internal and external stakeholders, ensuring effective communication and collaboration across Medical Groups.   Lead or participate in physician committees (quality committees, physician engagement councils).  Represent the organization in external benchmarking, physician relations, and industry best practice forums

Training and Development: Lead efforts to enhance physician and staff development through targeted training programs, fostering a culture of continuous improvement and professional growth.  Provide coaching, guidance, and consultation to physicians and clinical leaders on career progression, feedback, performance, development, and behavior·  

Change Management: Provide strategic HR leadership during times of organizational change, ensuring stability and continuity in HR operations.

If assigned, serves as HR leader on affiliate projects, including collaborating with affiliate and Cedars-Sinai leadership to develop and implement integration plans, workflows, personnel, and other items.
 

Teamwork/Customer Relation Responsibilities
Collaborates to problem solve and make decisions to achieve desired outcomes
Cultivates and maintains strong customer relationships and rapport with stakeholders and/or client groups
Establishes effective working relationships with cross-functional team(s)
Ensures practices and procedures are inclusive of interpersonal and cultural diversity
Responds timely, effectively and appropriately to deliverables
Shares knowledge, time and expertise to assist other members of the team
 

Team Lead/Supervisory/Management Responsibilities
Plans, leads, and directs work of staff to ensure goals and objectives are completed within established budget
and deadlines are met.
Responsible for hiring, onboarding, managing schedules, personnel actions, performance reviews, and
performance improvement plans.
Supervises the day-to-day work of employees, assigns work, ensures tasks are completed and deadlines are
met.
 

These statements describe the primary duties and responsibilities of the job and are not intended to
be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without
notice.
 

JOB QUALIFICATIONS
Minimum - Bachelor's Degree Business Administration, Human Resources or a related field
 

Preferred - Master's Degree Business Administration, Human Resources or a related field
 

Work Experience

8 years Progressive experience in Human Resources 
4 years Managing a team in Human Resources or a related field; or experience requiring significant human resource management or administrative oversight

 

Licenses and Certifications:

Senior Professional in Human Resources
(SPHR) SPHR or SHRM - SCP Upon Hire


Travel Requirements
Est. Amount - 5%