Human Resources at AHS - Alameda Health System
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Human Resources at AHS
Why are we here? • To create an environment where employees of all levels feel valued and that they are able to do their best work. • Deliver services and benefits to employees of AHS at all levels. • To help develop and move the culture to align with the needs of our patients and the business of delivering healthcare to the community.
HR In Transition • Why are change the structure? • What is the point of the changes? • How will it impact my employees?
Structure
CHRO
Executive
Assistant
Director of Executive
Director Total Director Labor Director Talent Director HR
Employee Health Director
Rewards Relations Management Business Partners
and Wellness HealthPathEnhances HR Service Model
Self HRSC COE
Service
Employee • Predefined
and Manager Answers
• Employee and • Interpret and
Self-Service solve complex
• Information Manager
Support problems
and Tools • Back Office
• Basic • Consistent
responses to Administration
Enquiries • Subject Matter
• Web-based complex
questions Expertise
transactions • Consultation
• Easy to • First Line
support for all • Strategy
understand
information HR functionsEnhanced HR Solutions • HRBP’s are tasked with creating holistic solutions that aid in reaching strategic and operational goals • HR Service Center is tasked with creating easy access to information and processes for employees at all levels • Centers of Expertise are tasked with policy development and implementation of practices that serve the employees of AHS and through them our patients
HR and Employee Interface
Strategic
Center of Expertise HR Business
Partner
HR Business
HR Service Center Manager Manager
Centralized Service and
Employee Employee
Self Service
Other Customers
OperationalTalent Management
Lisa Marie May
Director Talent Management
Muneet Chohan Robyn Hodge
Karen Skillman
Talent Acquisition Service Center Arleen Gomez
Human Resources
& & Learning and Development
Information Services
On-boarding HR ComplianceGoals of the HR Service
Center
• One-stop-shop for employees
and managers
• 1st Tier resolution
• Promote timely response &
execution (SLAs)
• Standardization of responses
• Track requests for completion
• Easy access to HR information
for allFocus Group 1: Service Center
Feedback Summary
Category Feedback HR Service Center Solutions
Communication • You want communication from HR to be timely,
from Human accurate, and consistent. • One-stop-shop for a wide range of
Resources • You want HR contacts to be accessible transactional and operational needs
• You want to know the status of requests and • Reach a live person to connect you
changes directly with the right resource
• Ticket system for up-to-date tracking
Efficiency & Clarity • You want to know what the processes are, for
of Processes processes to be clear
• Standardized employee and manager
• You want to know what your steps in the
FAQs and job aides with clear and
processes are
accurate instructions
• You want processes to be smooth and not time
• Self-serve knowledge-base with up-to-date
consuming
information across all HR services
Coordination • You want coordination within HR and between
departments in the exchange of information • COE experts freed up for 1:1 support when
• You want the right department involved in the you need it
right activities • HR Service Center is part of an overall
initiative to improve HR alignment and
Access to • You want important information to be accessible
coordination
Information on demand
• You want information to be accurate, up-to-dateLabor Relations
Athena Buenconsejo
Director Labor
Relations
Labor Relations Labor Relations
Investigator
Analysts CoordinatorsEnhanced Labor Relations
Current State Future State
• HR is often viewed by employees • Providing the right support to
through the lens of Labor employees and managers is our
Relations or compliance based priority and we want employees
issues. to receive the services they need
• This creates inefficiencies in when they need them.
getting employees and mangers • Minimize the role of Labor
the support they need Relations in the direct service
• Negotiate Contracts model.
• Resolve Grievances at the Final • Negotiate Contracts
Step • Resolve Grievances at the Final
• Impact Bargaining Step
• Manage Skelly Process • Impact Bargaining
• Manage Arbitrations • Manage Skelly Process
• Manage ArbitrationsHRBP Structure
Chamayne Pierce
Lead HRBP -
SSC
Joan Davis
Karen Hopkins Anthony Uribe Paul Liem
Fairmont and
Alameda and San Ambulatory and Highland
John George
Leandro IT Hospital
CampusHuman Resources Business
Partners
• What are they?
HR business partners are HR professionals who work closely with an
organization's senior leaders in order to develop an HR agenda that closely
supports the overall aims of the organization. They act in concert with the
business not independent of the business.
• What do they do?
• The HR business partner (HRBP) position is responsible for
aligning business objectives with employees and management in
designated business units. The position serves as a consultant to
management on human resource-related issues. When successful HRBP
acts as an employee champion when necessary and a change agent when
necessaryLabor Relations
PowerPoint Template &
Employee Relations
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The two person relationship between
Wages, Benefits, Hours of Work and the Employee and the Employer.
other terms and of employment must
be negotiated between the Hospital This relationship is manifested in
and the Union, and formally outlined many ways, including performance
5XOHVRI
in a MOU. Under state law, the management, layoff planning,
(QJDJHP HQW discipline and dismissal, scheduling,
Hospital is prohibited from bypassing
a union and dealing directly with and all the other ways an employer
represented employees in connection engaged with its employees.
with terms and conditions of their
employment.
5XOHV (QJDJHP HQWIncreased Role of Managers • Through the Leadership Academy we have been building some additional management skills and strengths • Work that was help being pulled from managers will fall within their responsibilities with the appropriate level of training and support • This we believe will create, a more engaged workforce
Total Rewards
Sheila Walker
Director Total
Rewards
Benefits
Retirement Plans Compensation
AdministrationEmployee Health and Wellness
Terrie Dixon
Director Employee
Health and Wellness
Greg Stephens
Gina Rapaport
Disability Programs Employee Health
Employee Wellness
and LeavesEmployee Health and Wellness • These functions will be lead by a Clinician • Alignment of functions related to our employees maintaining their health • Clinical focus on getting employees back MMI and back to work with or without an accommodation.
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