Location:  Rogers Corporate office is located in Oconomowoc, Wisconsin.  Open to relocation.  If not relocating, position will require 50% travel.

The Chief People Officer (CPO) serves as part of the senior leadership team of the Rogers Behavioral Health System, reporting to the President and CEO (Pres/CEO). The Chief People Officer has responsibility for planning, developing and implementing system-wide initiatives and strategies that support talent acquisition and management, employee engagement and customer service excellence.

The CPO is an enterprise-wide thinker who works collaboratively with other senior leaders in supporting System change management initiatives. Additionally, he/ she is responsible for developing HR’s strategic plan, assuring alignment with the hospital, developing and implementing HR policies and guidelines and working collaboratively with hospital and clinic leaders to link the system strategies and policies to staff. The CPO has overall accountability for HR performance system-wide and compliance with federal, state and hospital labor standards and policies.

The CPO sets direction system-wide for recruitment, retention and succession strategies; organizational development and training initiatives; compensation; performance management; employee relations; and the management of HR systems and analytics. He/she also works collaboratively with the COO in the development and implementation of diversity and inclusive excellence initiatives in support of hospital employees. The CPO participates in the Board’s Compensation Committee and assist Board Chairperson in board related activities. The CPO works closely with a variety of System and hospital leaders, including the COO, General Counsel, Chief Financial Officer, as well as System communication leaders responsible for internal communication to develop consistent and accurate messages as they relate to human resources functions.

Job Duties & Responsibilities:

• Plans and develops HR metrics, reviews monitoring trends, adjusting programs as indicated and providing results.
• Develops and supports HR information systems enhancements, technology innovations and new ways of working.
• Builds, implements and supports system wide performance management programs, including review processes for senior and medical staff.
• Creates national scope compensation and classification policies and programs to effectively attract and retain talent.
• Utilizes system wide employee engagement assessments, including system-wide employee satisfaction and climate surveys to maintain and increase employee engagement.
• Develops and implements succession planning and internal development/promotion strategies to build career pathing programs and increase employee retention.
• Completes executive recruitment as needed including national searches for system-wide executive positions, with emphasis on robust outreach to build a broadly inclusive pool of qualified applicants, including but not limited to women, minorities and other under-served people.
• Oversees and provides direction to system-wide training and professional development plans as part of talent development.
• Leads internal employee communications regarding HR issues.
• Completes and implements on-going system-wide compliance reporting accountability including affirmative action plans; Office of Federal Contract Compliance Programs (OFCCP) reporting; legal mandates set out by state and federal law as they relate to civil rights, equal employment and affirmative action; and compliance with Vietnam Era Veterans Readjustment Assistance Act, etc.
• Support the Rogers Operating System (ROS), utilize MDI processes and participate in huddles with team(s).
• Develops, manages and implements HR operational and staff budgets.
• Other duties as assigned.

In addition to the qualifications listed above, Specific skills/knowledge/abilities/attributes include: 

• Ability to foster an organizational culture that supports intra-organization teamwork and collaboration.
• Demonstrated leadership skills and abilities.
• Ability to clearly articulate priorities and to update and communicate them.
• Ability to translate, vision, strategic direction, and long-term goals into specific projects and initiatives with clear timelines.
• Knowledge of shared governance and related dynamics within staff and faculty populations to facilitate the development and implementation of strategic direction and necessary changes.
• Advanced knowledge of and commitment to affirmative action and equal employment opportunity.
• An advanced understanding of state laws, statutes and federal laws and regulations related to employment and other areas of HR.
• Knowledge of the components of an effective human resources management platform, particularly as it relates to performance management.
• Experience with enterprise resource planning (ERP)/human resources management, including the ability to implement, use, maintain and develop systems to meet future needs of the hospital.
• Strong operational and business acumen.
• Experience with employee engagement and survey instruments, strategies and best practices.
• Demonstrated commitment to self-development.
• Demonstrated effectiveness in developing HR initiatives, programs, and polices that support the diversity and inclusive excellence.
• Exceptional skills in communications and interpersonal relations.
• Ability and willingness to delegate effectively and to hold direct reports accountable.
• Strong analytical, project management, fiscal and workforce development skills.
• Skilled decision-maker, with transparency in decision-making and management.
• Excellent oral, written and presentation skills; exceptional listening skills.
• Strong networks within relevant professional organizations to foster innovation and new thinking.

Requirements:

• Bachelor’s degree in business, human resources or similar degree required with master’s degree preferred. An advanced degree and professional HR certifications are strongly preferred.
• A minimum of ten (10) years of progressively responsible leadership experience in human resources, including experience in key areas such as compensation, workforce development, performance management, employee engagement, succession planning and change management is required.
• Experience in healthcare is highly desirable. Experience working in a multi-site health system or a multi-location organization, along with a history of successful collaboration with multiple constituencies is preferred. The CPO must have demonstrated experience consulting and advising senior-level executives in broad areas of human resources.
• He/she must demonstrate a commitment to an inclusive and collaborative leadership style that is strong in teamwork. Demonstrated strategic planning, implementation and evaluation expertise is essential, along with large-scale program implementation experience. Experience dealing with highly sensitive and confidential situations is also required.
• Computer proficiency and working knowledge of software programs, including Windows packages.
• Valid driver’s license. Must be granted insurable status by the Rogers insurance
• Able to travel by car and/or air and be away from Rogers for up to 10% of time.
• Physically/Mentally able to perform job duties as verified by a physical exam by a licensed physician, per post-employment physical.
• Must pass pre-employment background and drug screen.
• Must be fully vaccinated for Covid unless approved for a medical or religious exemption.

Benefits:

• Comprehensive benefits package (medical, dental, vision, etc.) for positions of 30 hours or more per week.
• Childcare reimbursement offered for positions of 20 hours or more per week.
• Gainshare bonus based on company goals.
• 401k with matching contribution that is fully vested from day 1.
• Loan relief, tuition reimbursement and scholarship opportunities.

ABOUT ROGERS BEHAVIORAL HEALTH 

Rogers Behavioral Health is a nationally recognized, not-for-profit provider of highly specialized psychiatric care. Rogers offers evidence-based treatment for children, teens, and adults with OCD and anxiety, addiction, depression and other mood disorders, eating disorders, trauma, and PTSD. Backed by more than a century of experience, Rogers is leading the way on measurement-based care and use of clinical outcomes. Rogers provides residential care and has three inpatient facilities located in southeastern Wisconsin. Rogers also offers outpatient services in a growing network of communities across the U.S. 

The System also includes Rogers Behavioral Health Foundation, which supports patient care, programs, and research; and Rogers InHealth, an initiative that works to eliminate the stigma of mental health challenges. For more information, visit rogersbh.org. 

EOE/MFDV 

Equal Employment Opportunity and Affirmative Action – Rogers Behavioral Health (rogersbh.org)