Human Resources Director - Metro West Medical Center

MARKET SUMMARY:

Massachusetts Group

MetroWest Medical Center is a 229-bed teaching hospital system serving the MetroWest region of Massachusetts, with campuses in Framingham and Natick. As the largest healthcare provider between Boston and Worcester, MWMC offers a broad spectrum of services across two primary facilities:

• Framingham Union Hospital – This campus provides 24/7 emergency care, advanced cardiac services including the region’s only cardiac catheterization lab between Boston and Worcester, comprehensive surgical programs, maternity services with a Level IIB Special Care Nursery, and state-of-the-art cancer treatment.
• Leonard Morse Hospital – Located in Natick, this facility specializes in behavioral health services, offering inpatient psychiatric care for children, adolescents, adults, and geriatric patients.

MetroWest Medical Center has been consistently recognized for high quality performance, thanks to the great contributions of our physicians, employees, and volunteers. Our most recent quality awards include:

• Healthgrades Five-Star Recipient for Treatment of Pulmonary Embolism (2024)
• American Heart Association’s Mission: Lifeline Gold Plus Award for STEMI Care (2020)
• Coverdell Stroke Gold Plus Award with Target: Type 2 Diabetes Honor Roll (2024)
• RestorixHealth Center of Excellence Award for Wound Care (2024)
• Blue Distinction Center for Maternity Care, Knee & Hip Replacement, and Bariatric Surgery
• American Heart Association 2020 Mission: Lifeline Award Silver: NSTEMI

At MetroWest Medical Center, you’ll find comprehensive health care services that address the needs of your entire family. Our services include:

• Cardiology and Vascular Care – Including emergency heart care and interventional procedures.
• Behavioral Health – Comprehensive mental health services across age groups.
• Women’s Health – Maternity care, high-risk pregnancy management, and gynecological services.
• Orthopedics – Joint replacement and minimally invasive surgical options.
• Neurology and Stroke Care – Certified Stroke Center with advanced treatment protocols.
• Advanced Wound Healing and Hyperbaric Center – Recognized for excellence in wound care

The Hospital Human Resources Director (HRD) is responsible for strategic workforce plan, as well as the day-to-day HR Operations within a hospital. He/she focuses on the acquisition, development and culture of the best talent, critical drivers to achieve Tenet’s goal of becoming the best place to work in health care. The HRD proactively works with hospital leadership to manage the people metrics with the expected outcomes of minimal turnover, effectively managed SWB expense, high employee engagement, high quality patient care, and excellent experiences for all patients, visitors, physicians, and employees.

CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS:

• Experience of at least 5 to 7 years in a top HR leadership position.
• Hospital experience required.
• Demonstrated track record of driving high organizational performance and high employee engagement.

Professional Attributes

• A solid strategic thinker, with strong operational focus, good judgment, and detail-oriented perspective.
• A well organized, decisive, and self-directed individual with a strong ability to develop an organizational culture that fosters teamwork.
• Excellent work organization skills, ability to appropriately set priorities, and manage multiple demands.
• The ability to communicate effectively with diverse groups and to deliver high quality written and verbal presentations. Excellent oral and written presentation skills, as well as strong PC skills.
• Must listen actively and accurately, encourage input from others. Must coach and correct constructively to improve the performance of team members.
• Provide clear directions. Maintain an ongoing dialogue with employees to ensure continual progress. Bring out the best employees.
• Interpersonally savvy, relating well to diverse groups of people throughout the organization. Able to build rapport and form constructive relationships.
• Excellent at team building and motivating people. Skilled at accomplishing goals through others. Proficient at being a teacher, mentor, and coach.
• Ability to earn the trust of co-workers, maintain confidence, and put the organization’s interest above oneself.

Personal Attributes

• A high-energy individual with a strong work ethic and high expectations for performance. A person who leads by example and sets strong professional and personal standards for every activity.
• Someone who values employees at all levels, treating all with dignity and respect. An individual who is able to relate easily to people from all walks of life; empathetic and compassionate.
• Self-confident and assured with significant presence and charisma, but with a balanced ego.
• An individual of highest personal and professional integrity, principle, and knowledge, earning respect and support when making difficult decisions and choices. Able to establish immediate credibility with peers, senior leadership, and the medical staff.
• An individual with a contagious passion for his/her work.

Education/Certifications

• BS degree in Business, HR Management or related field strongly recommended.
• Master’s degree or SPHR preferred.

Travel

Limited travel.

Tenet Healthcare complies with federal, state, and/or local laws regarding mandatory vaccination of its workforce. If you are offered this position and must be vaccinated under any applicable law, you will be required to show proof of full vaccination or obtain an approval of a religious or medical exemption prior to your start date. If you receive an exemption from the vaccination requirement, you will be required to submit to regular testing in accordance with the law.

RESPONSIBILITIES:

• Develop and execute HR strategies, programs and initiatives that directly align with the hospital business plans and strategies.
• Champion the journey toward the “best place to work in health care” by fostering a high-performance culture focus that delivers high quality patient care and excellent patient experience.
• Being a valuable business partner and high performing member of the Hospital A-Team, including problem-solving, decision support and leadership development.
• Deliver core HR services including recruiting, employee relations, employee health/safety, employee learning/development, and HR legal/regulatory compliance.
• Drive efficiency in overall HR operations, including implementation of HR enterprise services, oversight of salary/wages/benefits (e.g., labor standards/staffing, contract labor, overtime, premium pay), and performance on HR operations scorecard/metrics.
• Design and implement a one to three- and three-to-seven-year workforce plan based on local and national trends and projections.

ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS:

• Collaborates with corporate, regional, and A-Team members to achieve business results (e.g., HR Leader call, monthly HR regional meetings) and shares best practices and successes with others.
• Viewed by and sought after by leaders as HR advisors and experts with ability to influence decisions of others; trusted confidante to CEO (e.g., sought out for personal and professional advice and counsel)
• Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions.
• Provides leadership in building loyalty, trust, and commitment throughout the organization (e.g., leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility)
• Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e.g., uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner)
• Demonstrates business acumen when managing competing priorities (e.g., presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders instead of changing pay practices)