CHRO

The CHRO will be expected to provide a continuity of leadership in carrying out established

initiatives while continuing a process of innovation and building the capacity for ongoing

change and renewal of the organization through proactive resolution of issues, solution

development, and expert execution. The CHRO will work closely with all members of senior

management and Division and Regional executives to continue to strike the appropriate

balance between a coherent corporate framework for human resources policy and highly

responsive, local HR practices.

The Vice President/Chief Human Resources Officer must be a strategic and innovative agent

of change, an internal consultant, and a trusted advisor.

The ideal candidate for this position will have a graduate degree with a concentration in

Business, Human Resources, Healthcare Administration, or related field; degree must be

obtained through an accredited institution. A successful track record of increasingly

accountable leadership in the human resources field, with at least ten years at the senior

management level, is required.

Experience in an integrated healthcare delivery system of at least $1billion in revenue is

preferred, characterized by decentralized management structures and best-in-class corporate

HR functions. Experience should also include multi-site affiliate operations in a number of

diverse markets.

Critical competencies for success in this position include:

• Strong relationship-building skills, including an approachable and visible style, and a

transparent and collaborative problem-solving approach;

• A demonstrated track record of success in change leadership, including demonstrable

contributions to restructuring and productivity improvements at both the system and

isolated front-line levels;

• Demonstrated strong functional expertise in all areas of HR, including talent acquisition,

employee relations, reward and recognition, benefits design, organizational development,

and incentive compensation design and support for executives, physicians and staff;

• Superior interpersonal, communication, and presentation skills;

• Demonstrated understanding of the clinical and quality issues facing Intermountain

Healthcare, its customer relations focus, the market realities and competitive environment,

and the key financial and information system issues facing prominent integrated healthcare

systems;

• A proactive leadership style, with a focus on identifying innovative and strategic HR

Solutions;

• The ability to lead and manage through influence rather than positional power;

• The ability to mobilize teams and gain collective buy-in for programs and initiatives in the

pursuit of HR best practices;

It will be important that recognition and compensation incentive programs enhance morale with effective

communication, innovation, and an atmosphere of fairness to support cooperation and the organizational synergy that is inherent in the Intermountain organization.

Another key area of responsibility as a trusted advisor to all senior management will be

contributing at both the corporate and division levels to the evolution of strategies to support shared accountability to better align both employed and affiliated physicians with the System's interests.

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