Senior Resource Manager, Community

POSITION SUMMARY:

The Senior Resource Manager of Labor Management will report to the Manager, Labor Management. This role will be responsible for providing end-user support and maintenance for the Community division's workforce management systems and processes. The Senior Resource Manager will collaborate with colleagues across finance, clinical, and non-clinical functions to ensure the successful execution of the Community division's workforce management goals.

Position: Senior Resource Manager

Department: Finance and Accounting

Schedule: Full Time

ESSENTIAL RESPONSIBILITIES / DUTIES:

The Sr. Resource Manager-Labor Management will play a crucial role in supporting the strategic and operational aspects of BMC's workforce planning.

This role will involve:

Provides Financial Expertise and Labor Management Support:

• Analyzes historical trends and financial data to support Community SLT and Leadership (Finance, Operations, Patient Care).

• Supports Operations on planning, developing, and implementing annual labor budgets.

• Develops and delivers training on workforce management systems

Optimizes Labor Costs Through Data Analysis:

• Conducts in-depth biweekly and monthly analyses of productivity variances to identify and mitigate budget overruns.

• Continuously monitors trends in volume fluctuations, overtime utilization, and non-productive time to pinpoint opportunities for resource optimization and cost reduction.

• Actively participates in the development and evaluation of strategies to proactively manage departmental labor expenses and achieve sustainable cost savings.

Maintains Labor Management Systems and Ensures Compliance:

• Maintains access and data accuracy within the Labor Productivity system.

• Ensures the integrity of the Job Class Table.

• Provides ongoing training to authorized individuals on designated modules.

Contributes to Effective Labor Management Strategies:

• Participates in professional organizations and attends relevant meetings to stay up to date on current industry standards.

• Collaborating with Labor colleagues on relevant benchmarking methodology.

• Maintains up-to-date knowledge on financial methodologies and software through seminars and workshops.

Supports Workforce Planning and Productivity Improvements:

• Manages meeting agendas, participates in meetings, and takes minutes for workforce planning and productivity committees.

• Oversees weekly action planning, collects and consolidates action plans, and follows up on missing plans.

• Ensures timely distribution of Labor Productivity Management System and hospital reports.

• Monitors progress against action plans and identifies areas needing additional departmental support.

• Supports annual labor productivity benchmark setting for all departments in collaboration with Labor Management colleagues.

• Provides data analysis and collection support to managers as needed.

• Develops a deep understanding of the Community division's data (HR, billing, clinical, productivity, budget).

• Prepares monthly productivity reports and creates custom reports for Finance, Operations, and Leadership.

• Provides analytical and technical support to the Manager, Labor Management.

• Assists hospital managers and directors in using the Labor Productivity Management System and Workday.

• Develops and delivers training materials on workforce management systems and processes.

Manages Workforce Planning and Position Control:

• Leads and participates in meetings and committees focused on strategic and operational workforce planning, particularly regarding position control.

• Oversees the weekly position control process, including:

• Supporting department managers.

• Collecting and consolidating requisition updates.

• Following up on requisitions after senior leadership review.

By effectively managing these responsibilities, the Sr. Resource Manager will contribute significantly to the Community division's workforce optimization efforts.

(The above statements in this job description are intended to depict the general nature and level of work assigned to the employee(s) in this job. The above is not intended to represent an exhaustive list of accountable duties and responsibilities required).

JOB REQUIREMENTS

EDUCATION:

• Bachelor's degree required, with a preference for a degree in finance or healthcare.

EXPERIENCE:

Required Experience:

• Inpatient Healthcare: Minimum of 6-8 years of experience in an inpatient healthcare setting.

• Analytical Role: Minimum of 2-3 years of experience in an analytical role, such as human resources or finance.

Preferred Experience:

• Staffing or Payroll: 3 years of experience in either staffing or payroll, preferred.

• Budgeting: Experience with budgeting, including end-to-end process management and collaboration with clinical and non-clinical stakeholders.

• Project Management: Detailed project management experience.

• Strata Budgeting and Productivity: Experience with Strata Budgeting and Productivity modules a plus.

• Kronos Dimensions: Experience with Kronos Dimensions, a plus.

• Workday: Experience with Workday, specifically using Prism for Position Control and Position ID.

KNOWLEDGE, SKILLS & ABILITIES (KSAs):

Knowledge:

• Healthcare Finance: Strong understanding of healthcare financial principles, including budgeting, cost accounting, and variance analysis.

• Labor Management: In-depth knowledge of labor management principles and best practices, including workforce planning, staffing models, productivity measurement, and cost control.

• Data Analysis & Analytics: Proficiency in data analysis techniques, including statistical analysis.

• Healthcare Operations: Familiarity with hospital operations, including patient flow, clinical workflows, and departmental functions.

Skills:

• Data Analysis & Reporting: Expert in data analysis and reporting using various software tools (e.g., Excel, Tableau, DataViz). Ability to extract, transform, and analyze large datasets to identify trends, patterns, and areas for improvement.

• Financial Modeling: Proficiency in developing and maintaining financial models related to labor costs, budgets, and workforce planning.

• Project Management: Strong project management skills, including planning, execution, monitoring, and evaluation of projects related to labor management initiatives.

• Communication & Presentation: Excellent written and verbal communication and presentation skills. Ability to effectively communicate complex data and analysis to diverse audiences, including senior leadership.

• Problem-Solving & Decision-Making: Strong analytical and problem-solving skills with the ability to identify and analyze complex issues, develop and evaluate solutions, and make data-driven decisions.

• Interpersonal & Collaboration: Strong interpersonal and collaboration skills with the ability to build and maintain effective relationships with stakeholders across departments.

• Technical Skills: Proficiency in using various software applications, including HRIS systems (e.g., Workday), labor management systems, productivity analysis tools, and Microsoft Office Suite.

Abilities:

• Strategic Thinking: Ability to think strategically and contribute to the development and implementation of long-term labor management strategies.

• Proactive & Results-Oriented: Proactive and results-oriented with a strong focus on achieving key performance indicators related to labor cost and productivity.

• Continuous Learning: Strong desire for continuous learning and professional development to stay abreast of industry best practices and emerging technologies.

• Adaptability & Flexibility: Ability to adapt to changing priorities and work effectively in a dynamic and fast-paced environment.

• Attention to Detail: High level of attention to detail and accuracy in all work products.

• Teamwork & Collaboration: Ability to work effectively as part of a team and contribute to a positive and collaborative work environment.

Equal Opportunity Employer/Disabled/Veterans