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Executive Director, People Systems and Analytics
The mission of The University of Texas M. D. Anderson Cancer Center is to eliminate cancer in Texas, the nation, and the world through outstanding programs that integrate patient care, research, and prevention, and through education for undergraduate and graduate students, trainees, professionals, employees, and the public.
Reporting to the Vice President of Human Resources, the Executive Director People Systems and Analytics is responsible for providing strategic vision and leadership in the design, implementation, promotion, and evaluation of technology that support the People of MD Anderson:
• Drive execution of initiatives in support of the People Org Roadmap, ensuring that projects are delivered on time and within budget.
• Discover possibilities to reduce technical inefficiencies and propel ongoing improvement initiatives to maintain a best-in-class technology infrastructure.
• Collaborate regularly in planning and estimating activities, offering mentorship and support to team members using previous experience and understanding of the business, and actively participate in discussions about capacity and priorities.
• Establish strong connections with key individuals across the institution serving as a reliable consultant who can provide guidance, anticipate challenges, and find innovative solutions.
• Represent Human Resources needs and best interests with third-party vendors, ensuring that they are accountable to expectations, service level agreements (SLAs), and contractual commitments.
• Constructively negotiate trade-off discussions with other area, articulating pros and cons while providing options and recommendations that align with goals and values.
As a member of the Executive Steering Committee of Human Resources, the Executive Director works closely with the HR leadership team to foster a world-class Human Resources organization.
KEY FUNCTIONS
Provides visionary leadership and strategy for the design, implementation, promotion, and communication of all HR technology to enhance the overall manager and employee experience. This includes directing assessments of current technology and analytics to determine continuation or modifications.
Serves as an advisor to senior leadership in the development of HR systems in support of organizational initiatives and represents the institution externally, capitalizing on opportunities to share and leverage best practices while maintaining awareness of external factors impacting the industry.
Leads and demonstrates expertise on cross-functional teams and participates in institutional initiatives. Champions change throughout the division, continually gathering information on the pulse of the organization aimed at improving the customer experience.
Fosters a team environment by instilling a cooperative atmosphere, promoting collaboration, and encouraging constructive dialogue. Supports the division’s guiding principles by collaborating upfront and remaining engaged to ensure one message.
Identifies and defines key quantitative and qualitative operational measures at a department and functional level to drive HR effectiveness and efficiency.
EDUCATION
Required: Bachelor’s degree in related field.
Preferred: Master’s degree in human resources business administration, Health Care Administration or a related field.
EXPERIENCE
Required:
• Ten years experience managing full life cycle enterprise wide system implementation and support.
• Five years of people leadership experience, with a consistent track record of getting results through others in a dynamic environment.
• Ten years professional level experience in Technology and Analytics.
Preferred:
• Director level experience in a large hospital environment to included ten years professional level experience in Technology and Analytics.
QUALIFICATIONS
• Proven experience in People/HR technology with a strong preference for extensive exposure to the implementation and sustainment of an enterprise wide system.
• Ability to seamlessly adapt your communication style to the audience ranging from individual contributors to senior leaders and executives.
• Strong dedication to operational excellence, constantly aspiring to uncover the underlying causes of problems, using data to guide decision-making, and encouraging a culture of ongoing improvement.
It is the policy of The University of Texas MD Anderson Cancer Center to provide equal employment opportunity without regard to race, color, religion, age, national origin, sex, gender, sexual orientation, gender identity/expression, disability, protected veteran status, genetic information, or any other basis protected by institutional policy or by federal, state or local laws unless such distinction is required by law. http://www.mdanderson.org/about-us/legal-and-policy/legal-statements/eeo-affirmative-action.html
