Lead and manage workforce development initiatives to identify and close gaps in Essentia Health’s physician, advanced practice, clinical, and non-clinical workforce.
Compensation
$103,875.20 - $155,812.80
Responsibilities
Contribute to a three- to five-year strategic workforce plan, including forecasting, scenario planning, environmental scans, and gap analysis.
Partner with Operations, Nursing, Finance, Internal Mobility, and HR Business Partners to understand workforce requirements related to headcount, budget, and skills.
Design, implement, and evaluate workforce development programs, including career pathways, earn-while-you-learn apprenticeships, internships, educational partnerships, and internal advancement programs.
Develop and manage partnerships with pre-med programs, medical schools, residency and fellowship programs, and nurse practitioner and physician assistant programs that create pathways into Essentia Health.
Build and maintain relationships with schools, colleges, workforce boards, government agencies, and community organizations.
Requirements
Bachelor’s degree in Human Resources, Business, Healthcare, or a related field
Nice to have: experience with workforce data, assessments, models, and trends
Nice to have: understanding of current practices in workforce development and talent pipeline development
The Human Resources Business Partner partners with leaders and employees to strengthen organizational effectiveness, employee performance, and the employee experience.
Responsibilities
Build effective relationships with leaders and employees to understand business needs and recommend appropriate HR solutions.
Coach managers on employee relations, performance expectations, corrective action, conflict resolution, and effective communication.
Conduct workplace investigations; document findings and recommend appropriate action in partnership with HR leadership and legal counsel when needed.
Coordinate performance management activities, including goal setting, reviews, improvement plans, and employee development.
Partner with leaders on workforce planning, organizational changes, succession planning, and retention initiatives.
Requirements
Bachelor’s degree in Human Resources, Business Administration, or a related field
Strategic HR partner and advisor helping shape people strategies to support business performance, organizational growth, and long-term success at the Creedmoor site.
Responsibilities
Partner with site leadership to develop and execute workforce plans, talent strategies and succession planning initiatives.
Provide strategic HR guidance and coaching to leaders on employee relations, performance management, organizational effectiveness and people-related decisions.
Collaborate with Talent Acquisition and Learning & Development teams to support hiring strategies, early careers programs, and employee development.
Champion employee engagement, inclusion and retention by partnering with leaders to implement action plans.
Lead and support performance management, talent reviews, succession planning, and organizational change initiatives.
Requirements
Bachelor's degree in Human Resources or a related field
Lead talent reviews, succession planning, and identification of critical roles and talent
Partner with leaders to assess talent gaps, organizational needs, readiness, and development opportunities
Support performance management, coaching, career development, and leadership development initiatives
Design, develop, and implement HR and talent programs that strengthen employee development, engagement, leadership capability, and organizational effectiveness
Translate identified business or workforce needs into practical HR programs, tools, resources, and solutions
Requirements
Bachelor’s degree in human resources, Business Administration, Organizational Development, or related field
The Senior Employee Relations Manager serves as the strategic leader and subject matter expert for employee relations across KARL STORZ North America (KSNA). This role is responsible for developing and executing the organization's employee relations strategy, ensuring alignment with business objectives, company values, and legal and regulatory requirements.
Locations (2)
El Segundo, California, United States
Auburn, Massachusetts, United States
Responsibilities
Develop and execute the enterprise employee relations strategy for KSNA
Establish frameworks, standards, and best practices that promote consistency, fairness, legal compliance, and positive employee experience
Serve as the senior employee relations advisor to executive leaders, Human Resources leadership, and HR Business Partners on high-risk and complex employee matters
Monitor emerging employment law developments, workplace trends, and regulatory changes and assess organizational impact
Recommend and drive policy, practice, and program changes to address evolving business and legal requirements
Certain states require us to disclose the pay range and benefits summary for job openings. For Denver residents, the compensation range for this position: $157,400 - $214,400. For Southern California and New York residents, the compensation range for this position: $173,100 - $235,800, For Northern California residents, the compensation range for this position: $161,800 - $246,510. Compensation may vary based on skills, role, and location. Eligible employees at certain levels can participate in a discretionary long-term financial incentive plan, subject to plan participation rules.
Responsibilities
Lead the Resource Management function and team, establishing clear expectations, operating rhythms, accountability, and development for Resource Managers while continuously improving the effectiveness of the function.
Own workforce capacity and deployment across the business, ensuring available professionals are effectively matched to client and business needs based on skills, experience, development objectives, availability, geography, and engagement economics.
Lead proactive, forward-looking capacity and demand planning, identifying projected shortages, excess capacity, skill gaps, and other workforce risks early enough for business leaders to take corrective action.
Actively identify and resolve resource imbalances, including unassigned or underutilized capacity, staffing conflicts, delayed client work, overextended teams, and resources being unnecessarily held for future engagements.
Partner with senior business and engagement leaders to optimize workforce decisions, constructively challenging staffing requests, timing assumptions, skill requirements, and resource allocations when necessary to achieve the best outcome for the broader business.
Requirements
Bachelor's degree in business, finance, accounting, human resources, or a related field, or equivalent professional experience.
Nice to have: experience with Workday, Dayshape, or comparable enterprise workforce management, scheduling, and planning tools
Nice to have: experience within accounting, consulting, or another project-based professional services organization
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