Position Specification

Chief Human Resources Officer

Wausau, Wisconsin

CONFIDENTIAL Prepared by

Christine Mackey-Ross, R.N., MBA Wendy L. Brower McLeod, BBA This Position Specification is intended to provide information about Aspirus and the position of Chief Human Resources Officer. It is designed to assist qualified individuals in assessing their interest.

P a g e | 1

Opportunity The new dynamic President and CEO, Mr. Matthew Heywood, formerly COO of the New Hanover Health Network in North Carolina, is building the leadership team that will further transform Aspirus into a substantive system player within the highly competitive and advanced healthcare market that is the State of Wisconsin. The new Chief Human Resources Officer (CHRO) will focus on several critical areas: building a culture of employee empowerment and patient focus, creating coordination, commonality and collaboration between multiple hospitals human resource functions, creating a system of leadership development for management and executive leadership. Formed in 1982, Aspirus is a non-profit, community-directed health system based in Wausau, Wisconsin. With more than 6,000 employees, Aspirus serves people in North Central Wisconsin and Upper Michigan through an extensive hospital and clinic network, home health and hospice care, pharmacies, critical care, medical goods, nursing homes, a philanthropic and research foundation, and an affiliated physician network. Aspirus Wausau Hospital is recognized as one of the nation's best *cardiovascular programs and also provides leading-edge cancer, trauma, womens health, and spine and neurological care. Aspirus Inc., its member institutions and affiliates have established their long-term audacious goal as being: To be a recognized national leader in the provision of high quality, cost effective, integrated and aligned healthcare services, and to provide those services in a manner that meets and/or exceeds the demands of the post-reform marketplace. Aspirus and its affiliates will demonstrate and be recognized for superior: Adaptability. Collaboration. Consistency of care requiring a standardized IT platform. Culture.

Efficiency. Quality, service and accessibility. Transparency. To attain these goals within the framework of healthcare delivery and payment reform, Aspirus Inc. is evaluating opportunities to increase system alignment and focus on population health and care management. *Ctrl+Click to follow link

P a g e | 2

Aspirus Human Resources Human Resources is a complex function, given the matrix nature of the system and the variations in the types of system memberships held by the individual hospitals. There is also variation in size and complexity amongst the facilities. Each member organization has a Human Resource professional, with direct and matrixed reporting relationships to the CHRO, who will serve as a collaborative resource. While meeting current needs, there is variation in the presence and sophistication of almost all Human Resource technical aspects between the facilities including; compensation and benefits, productivity monitoring, HRIT, organizational development, employee engagement, recruitment and retention and the business model employed to provide these services and connect to the operations team. There are no unions at Aspirus Wausau, but in the regional institutions, there is mixed representation. The flagship hospital, Aspirus Wausau utilizes the following systems: Halogen Performance Management. Lawson Information Office.

Kronos 6.2. OnBase a position description management tool. Onboarding an electronic method of sending orientation materials to new employees. Skill Survey online reference verification. Shared Point used to facilitate employee ability to access benefit information. Among the full Aspirus Inc. members, Human Resources supports development of partner relationships with management staff through assigned Human Resources Employee Relations Specialists. This engagement provides structure to employment processes, thereby meeting staffing needs, driving employee engagement and reward and recognition programs, as well as culture change that leads to a rewarding employment experience for all employees from on-boarding to exiting the organization. Aspirus partners with colleges, universities and technical colleges within Wisconsin to provide clinical internships and mentorships for students in nursing, pharmacy, physical therapy, occupational therapy, radiology and respiratory therapy. Aspirus is seeking to establish a pipeline resource for critical allied health, nursing and related specialties. This relationship has the potential to alleviate projected shortages and foster a long-term means of sustaining service to patients. As the organization continues on its Magnet journey and their quest for best practice, they have set a goal of 80% of direct patient care nurses having their BSN degree by 2020. They have developed a program which provides ADN or Diploma nurses additional funds to complete their BSN.

P a g e | 3

Additional programs provided by Human Resources include: I-Spire A program developed to address the leadership development needs at Aspirus. Phase I of the program provides opportunities for management staff to develop their understanding of manager competencies, the employment process, interviewing and selection, employee relations, etc. Phase II provides opportunities for management staff to develop the leadership foundations and focuses more on strategic thinking, self-assessment of leadership characteristics, problem solving, financial impact of business decisions, etc. The target audience is Directors and Managers. Aspire to the Future Targeted toward aspiring managers. It is designed to provide additional learning opportunities for employees who have a desire and the potential to become formal or informal leaders in the organization. While not a guarantee of future promotion or advancement, this program is intended to provide opportunities and challenges for those who desire advancement, or want to have a better understanding of the skills needed to become an effective leader at Aspirus. The program assists in developing skills in the areas of project management, motivating others, communication, presentation skills, time management, financial acuity and more, through a self-directed hands-on learning experience.

P a g e | 4

Position An organizational job description is attached to this document. The following information is a summary of interviews with leadership and key constituents of Aspirus. The Chief Human Resources Officer of Aspirus, Inc. reports to the President/Chief Executive Officer of Aspirus, Inc., Mr. Matthew Heywood. The position is open due to the impending retirement of Mr. Roger Lucas, who has been with the organization 10 years. Reporting to the CHRO are two Human Resources Directors; Director of Compensation/Benefits; Director of Occupational and Employee Health; and Executive Director of Aspirus Health Foundation and Volunteers; Director of Educational Services; and HR Consultant Post Acute Care. Goals and Objectives Excellent relationships:

o Develop a strong working relationship with the Chief Executive Officer and other senior team members to serve as a key advisor in the organization.

o Build trust among the Human Resources professionals at system-member organizations, becoming a vital partner and mentor.

o Be looked upon as a consultant for providers and to the management and supervisory staff to provide guidance to them on employee relations/employment matters, as well as being viewed as a trusted resource by all employees.

Operations:

o Craft an operations plan for Human Resources that supports the system's strategic goals.

o Assure the inclusion of the "people aspect" in operational and future business development discussions.

o Create commonality of policy, process and standards where necessary and feasible, enhancing the "systemness" of the organization. Create an accountability monitoring system for performance in those common areas. Establish shared services where warranted.

o Evaluate compensation and benefit programs for market competitiveness and take action according to results.

o Assist the leadership team in proactively managing change.

Establish a high level of engagement:

o Establish a rapport with employees by being visible. o Evaluate employee engagement and morale at all levels, implement appropriate

action plan.

P a g e | 5

Establish the Human Resources function of tomorrow:

o Understand the Human Resources department, its staffing, structure and the perception of service levels by management and employees and determine how services might be delivered more efficiently.

o Provide and educate on contemporary Human Resources leadership. o Serve as a role model to Human Resources associates and to the organization at

large. o Demonstrate a service philosophy. o Create a culture within Human Resources that encourages openness, commitment to

customer service and a comfort with change and performance improvement. o Manage Human Resources strategically in tandem with the system goals. o Address transformation and change in the organization. o Engage employees so they feel empowered to share ideas and make changes

together. o Create a system approach to Human Resources technical services and establish

accountabilities and standards for those functions. o Provide leadership in a system-wide evaluation of selected employee benefits,

including the feasibility of creating a population health management plan for employees.

Leadership and organizational development:

o Improve training for staff, leadership development, physician education, continuous

education and training for the future. o Develop and implement a workforce planning and development program that begins

to frame the recruitment needs for the future to prepare the organization for the changing healthcare environment.

Integrate into the institution and community, developing a reputation as a trusted and

visible leader who balances goals and objectives between the system and its affiliates.

o Establish trusting relationships with board members, BJC leadership, administrative team, physicians, community leaders and associates throughout the organization.

o Integrate into the community through involvement with local boards, i.e., United Way, Chamber of Commerce, Centergy, Boys & Girls Club, etc.

P a g e | 6

Candidate Qualifications The successful candidate will possess: ESSENTIAL KNOWLEDGE/SKILL SETS People

Thorough knowledge and experience building proactive employee relations programs and high performance organizational cultures. Viewed by top and middle managers as a mentor and advisor who offers thoughtful advice. Is competent at assessing organizational needs and future trends.

Must have an exceptionally strong orientation toward an employment function which

emphasizes service to and partnership with user departments. He/she should view the human resources function as being flexible and timely in responses for those services.

A strong track record of initiative and action; an upbeat, people-person who has superb

interpersonal skills, political savvy, and an ability to work well in a complex, intense organization environment.

A good coach, counselor, teacher, leader and consummate team player with unwavering

credibility and integrity.

Exceptional employee relations skills and competencies. Technical

Demonstrated experience building a people resource foundation that successfully supports a high performance organization.

Knowledge of all phases of human resources to include: employment; wage and salary administration and reward systems; employee benefits; organizational development; employee relations; adult learning principles; and communications.

Knowledge of a variety of pay-for-performance philosophies, programs, and practices with solid experience in wage and salary administration and with systems that monitor the marketplace.

Extensive experience in benefit plan design, development and administration.

Demonstrated experience successfully aligning people systems with business strategies. Extensive experience in all aspects of compensation administration including survey analysis, job evaluation, compensation plan design and development.

P a g e | 7

Design, development, and administration of effective performance management systems. Labor relations experience is preferred, in order to understand union strategies, tactics, methods and goals.

Expertise in human resources and organizational development processes to ensure that the Human Resources talent throughout the organization is being developed, improved and deployed properly.

Solid experience with HRIS automated systems and processes to fully and effectively manage Human Resources data and information.

Leadership

An array of executive level traits, skills and characteristics. Capable of delivering highly

effective written and oral communications, superb listening skills, and a track record of working well as a valued member of a top management team.

A forward thinking, can-do, progressive human resources executive who has experience

building a top quality, human resources organization and team. Possesses a solid understanding of the unique characteristics of the healthcare environment.

Solid business sense; thinks strategically; a good problem solver and able to adapt quickly to changing issues.

EDUCATION/CERTIFICATION

Masters degree required preferably in Human Resources or related field.

Senior Professional in Human Resources (SPHR) Certified by the Human Resources Certification Institute is preferred.

P a g e | 8

AFFILIATES AND REPORTING RELATIONSHIPS FOR CHRO:

Hospital Ownership Human Resources Executive

Reporting Relationship

Aspirus Wausau Hospital

Fully-owned Randy Schade, Human Resources Director

CHRO

Aspirus Clinic, Inc. Fully-owned Tina Seidl, Human Resources Director

CHRO

Memorial Health Center

50% Angie Huff, VPHR Direct to CEO, Memorial Health Center, Gregg Olson; dotted line to CHRO

Langlade Hospital 45% Janelle Markgraf, Human Resources Director

Direct to Langlade Executive Director, Dave Schneider; dotted line to CHRO

Upper Peninsula Regional Hospitals:

Aspirus Keweenaw 50% Chad Rowe, Human Resources Director

Direct to Upper Peninsula Regional Chief Executive Officer, Chuck Nelson; dotted line to CHRO

Aspirus Ontonagon Fully-owned G. Linna Chad Rowe, Human Resources Director

Aspirus Grand View 70% K. Karthesier Chad Rowe, Human Resources Director

P a g e | 9

System Overview The history of Aspirus dates back to the days when lumberjacks worked the timberlands of central Wisconsin. In 1886, Wausau's first hospital, a 25-bed "ticket hospital," opened and Aspirus was born. What started out as a 25-bed hospital in 1886 has grown into a world-class health system that includes six *partner hospitals, more than 35 community-based clinics, post-acute care services, including long-term care and senior living, and a robust physician network. The Aspirus Network is a healthcare organization that aligns regional providers together to provide access to care, coordination of care, and delivery of high value services with the best clinical outcomes for healthcare consumers and businesses. The flagship hospital and several affiliates are using the EPIC clinical documentation system: those in the Upper Michigan Peninsula utilize the Health Land (formerly Dairy Land) system. System Members and Affiliates Hospitals in Wisconsin *Aspirus Wausau Hospital The fully-owned flagship hospital of the system, Aspirus Wausau Hospital (AWH) serves as a regional health resource for north central Wisconsin and the Upper Peninsula of Michigan. AWH is an acute care Magnet facility with 234 available beds and staffed by 350 physicians in 35 specialties. Best known for its world-class cardiovascular program, Aspirus Wausau Hospital also provides leading edge cancer, trauma, womens health, and spine and neurological care. AWH monitors its market share, focusing on 13 counties located in North Central Wisconsin. These counties represent the primary and secondary service areas and account for 96% of all admissions. AWHs open heart surgery program is the second largest in Wisconsin, with 369 procedures performed in 2010 and 444 in 2012. The program also has the lowest average charge per discharge and the lowest length of stay. Thomson Reuters ranked AWH among the nations 100 Top cardiovascular hospitals in 2001-2003 and 2006-2009. AWH is evolving as a major regional cancer center. AWH is an Eastern Cooperative Oncology Group affiliate in cooperation with the University of Wisconsin Department of Human Oncology. Investigational studies and protocols are conducted at AWH. AWH has expanded a number of outpatient-based programs in response to the needs of the greater Wausau area. These programs include a wound clinic utilizing a hyperbaric chamber, a pain clinic, physical therapy, diagnostic imaging, dialysis, a health information library, a physician information service, and a lecture series on various medical topics. In addition, AWH offers programs that include community heart-healthy seminars, prenatal fitness and education programs, pediatric orientation programs, back programs, cardiac exercise programs, nutrition counseling, smoking cessation programs, speech and occupational therapy and physical therapy. AWH offers a community care program that provides charity care, subject to aggregate program limits established annually by AWHs Board. Charity care under this program was $19.1 million in AWHs fiscal year 2011.

P a g e | 10

*Memorial Health Center Memorial Health Center (MHC) is a 25-bed nonprofit healthcare organization that serves Taylor, Price and Clark counties in north central Wisconsin. Aspirus and Memorial Member Association are each 50% members of MHC as the result of an affiliation agreement dating back to February, 2001. MHC focuses on Taylor and Price counties, which account for 82% of their admissions. The hospital is accredited by the Joint Commission, and is a Critical Access, Level III Trauma Care Center. In addition to the hospital, the organization includes primary care clinic locations in Gilman, Medford, Phillips, Prentice, and Rib Lake; a specialists clinic; a retail pharmacy; two therapy centers; a public fitness center; Kidney Care (dialysis center); an outpatient surgery center that also provides chemotherapy and IV therapies five days a week; a continuum of Senior Care Services; and a satellite campus location for the Aspirus Heart & Vascular Institute and the Aspirus Joint Replacement Center. *Langlade Hospital Langland Hospital (LH) is a critical access hospital, owned and operated by the Religious Hospitallers of St. Joseph in a 65% - 45% affiliation agreement with Aspirus, Inc. With investment from Aspirus, a new state-of-the-art hospital has been constructed and occupied with the goal of providing local access to high quality healthcare. LHs service area consists of Langlade and Shawano counties in Wisconsin, which account for 86.3% of all admissions. The hospital is accredited by the Joint Commission, and is a Critical Access, Level III Trauma Care Center. In addition to the hospital, the organization includes primary care clinics in Antigo, Echo, and Wittenberg/Birnamwood. Hospitals in Michigan Three hospitals comprise Upper Peninsula Region (UP) totaling 67 aggregate beds. *Aspirus Keweenaw Aspirus, Inc. holds a 50% membership interest in the Aspirus Keweenaw critical access hospital, located in Laurium, MI, serving residents in the Keweenaw Peninsula. In addition there are three clinics and a fast care providing services to residences in this part of the U.P. *Aspirus Ontonagon Owned since November 2007, Aspirus Ontonagon currently operates a 17-bed critical access hospital, a 46-bed nursing home, rehabilitation and fitness center, and three clinics. *Aspirus Grand View Aspirus, Inc. owns a 70% majority membership interest and operates the facility as a 25-bed critical access hospital with two clinics.

P a g e | 11

Long Term Care and Senior Living

Memorial Nursing and Rehabilitation Center (99 skilled nursing beds).

Pleasant View Nursing Home (PVNH) located in Phillips, WI (64 skilled nursing beds). Located at PVNH is also an adult day care facility, two community based residential facilities and an apartment complex with 25 units.

Country Gardens (28 assisted living units).

Cedar Lane Apartments (1 community-based residential unit).

Pine Meadow (40 independent living units).

Rosalia Gardens Antigo (18 assisted living units). Aspirus Clinics Aspirus has a network of more than 35 *community-based clinics, 169 physicians and 52 mid-level providers who are committed to developing trusting, personal and caring relationships with their patients. Aspirus Clinics provide high quality, accessible healthcare to a growing number of communities and provides a continuum of excellent, comprehensive, cost-effective care for the entire family. The team of primary care *providers specialists in family medicine, OB/GYN, internal medicine, pediatrics and urgent care has access to, and works closely with a highly skilled group of specialists to prevent, diagnose and treat illnesses and disease. *Ctrl+Click to follow link UW Family Medicine Program Patients can gain access to quality healthcare through the UW Wausau Family Medicine Residency program at the Aspirus Medical Education Center (AMEC). The AMEC has three important functions: Provide expanded educational opportunities for all healthcare professionals in the region. Ensure continued access to primary care throughout the region by strengthening the UW

Family Medicine Residency. Provide excellent, convenient care to all, including the underserved and those with special

needs. The UW Wausau Family Medicine residency is one of five programs in the state established by the University of Wisconsin to provide well-trained family physicians. A thriving Wausau residency program is vital in order to meet the growing challenge of providing access to healthcare. Physicians are increasingly approaching retirement age, while

P a g e | 12

the number of people who need care continues to rise, creating a high demand for primary care physicians. Since 1978, the Wausau residency has had more than 135 graduates with 40% of them establishing practices in the region and 60% establishing practices in the state. Aspirus Wausau Hospital has had 6% of its family doctors graduate from the program. Family medicine residents provide comprehensive medical, maternity and urgent care in consultation with interdisciplinary teams of faculty and staff. The Wausau residency provides care to the general population and is open to new patients of all ages and conditions. Market Overview Within the primary service area of Aspirus Inc.s flagship hospital AWH, the only acute care competition of any size is a Ministry Health facility, St. Clares Hospital, which has 66 staff beds and a third the inpatient discharges of AWH. Within the primary service area, Aspirus, Inc. market share has increased slightly over the past five years, to its current level of 48%. Secondary service area competition is from St. Josephs Hospital in Marshfield, WI, a Ministry Health facility. St Josephs is twice the size of AWH. Market share has been stable in this secondary area at 8%. The other major competitor in the market is Marshfield Clinic. AWH has successfully positioned itself as a strong regional referral center in the provision of cardiac services, neuromuscular services, and oncology services. AWH has also successfully positioned itself as a low-cost provider within its peer group and within its service areas. The State-mandated Wisconsin Hospital Discharge Data System (HDDS) collects charge data for all Wisconsin hospital discharges. HDDS designates peer groups based on patient volumes and scope of services. AWHs peer group of 15 hospitals includes the hospitals providing the greatest amount of secondary and tertiary care in Wisconsin. For the twelve-month period ending March 31, HDDS data shows an AWH case mix adjusted charge per discharge 28.3% lower than the average of the peer group; and the second lowest within the peer group. This was accomplished with a case mix index of 1.63, which is 5.8% above the average within the peer group. In comparison to St. Josephs, AWH has an average charge per discharge of 17.4% lower. This price position allows AWH to be very competitive in negotiating provider contracts with insurance companies, HMOs, PPOs and other managed care organizations. Financial performance of the Aspirus system continues to be strong, with solid operating margins and a low long-term debt to capitalization ratio.

P a g e | 13

Accolades and Quality Magnet Designation Aspirus Wausau Hospital was recognized as a Magnet Hospital an elite provider of nursing care by the American Nursing Credentialing Center (ANCC), and was recertified in 2009. Only 2% of hospitals in the nation achieve recertification. Regardless of an organization's size or location, Magnet designation serves two primary purposes: to attract and retain quality employees and to help consumers identify it as a hospital with a proven level of excellence in care. Its a seal of approval for quality care. U.S. News & World Report Top 50 Best Hospitals for: Cardiac Care and Cardiac Surgery (2002, 2005) GI Care Treatment of Digestive Disorders (2005) Respiratory Care (2000) Thomson Reuters Top 100 Hospitals: Cardiovascular Care (2001, 2002, 2003, 2006, 2007, 2009) Stroke Care (2000) Top Urban Hospital (1994) U.S. Department of Health and Human Services: *Medal of Honor for Organ Donation (2005 2009) HomeCare Elite: *Aspirus VNA Home Health (2008 2009) Blue Distinction Center for Knee and Hip Replacement: *Aspirus Orthopedic Program NAPBC Accreditation: *Aspirus Women's Health Breast Center *Ctrl+Click to follow link

P a g e | 14

Aspirus by the Numbers Statement of Revenue and Expenses (in thousands) 2012 2011 2010

Excludes restricted funds Net Patient Service Revenue 499,350 469,354 407,201

Other revenue 30,402 26,606 22,305

County appropriation 0 0 0

Total operating revenues 529,752 495,960 429,506

Expenses

Salary and wages 222,566 202,378 176,217

Fringe benefits 59,382 53,618 48,163

Medical supplies 81,837 80,135 71,131

Pharmaceuticals 0 0 0

Plant operation 0 0 0

Supplies and other expenses 102,240 94,017 76,173

Insurance 8,163 7,039 8,148

Depreciation 25,864 26,452 27,111

Interest 2,641 3,195 3,746

Total Expenses 502,695 466,834 410,689

Operating income 27,057 29,126 18,817

Other Statistics of Interest As of November 30, 2012

Inpatient Days 30,288

Outpatient Visits 262,292

Surgical Cases 5,388

Deliveries 648

Metro Life Flights 136

Emergency Dept. Visits 18,088

CMI 1.62

LOS 3.94

Physicians 208

Residents 15

Registered Nurses 781

Total Employees 4,519

Payer Mix

Medicare 47.82%

Medicaid 10.99%

Contracted 31.47%

Commercial 3.68%

Other 1.60%

Workers Comp 0.64%

Self Pay 3.80%

P a g e | 15

Clinical Quality *HealthGrades *Thomson Reuters Top 100 Hospitals *The Joint Commission *CheckPoint *Center for Medicare and Medicaid Services (Hospital Compare) Customer Service Healthcare quality must focus on the patients, making sure their experiences are as positive as possible, and that all their needs are met. The following resources offer valuable information about customer service: *Center for Medicare and Medicaid Services (Hospital Compare) *HCAHPS *CheckPoint *Home Health Compare Value Shopping for healthcare is no different than shopping for anything else. Patients and families want to receive the best possible care and outcomes for a cost thats in line with, or better than other hospitals and healthcare facilities. Aspirus Wausau Hospital posts the estimated prices of many services on their Web site, and the following resources offer other valuable information about cost: *PricePoint *Center for Medicare and Medicaid Services (Hospital Compare) *Ctrl+Click to follow link

P a g e | 16

The Community Located in the middle of north central Wisconsin, Aspirus is the largest employer in Marathon County. The Wausau area is the county seat and includes the communities of Wausau, Rib Mountain, Schofield, Rothschild, Mosinee, Kronenwetter and Weston. Surrounded by woods, lakes and hills, the Wausau area enjoys the fortunate combination of big-city amenities with the look and feel of the great Northwoods and small-town hospitality. Four seasons of outdoor recreation includes a downhill ski facility within the city limits, cross country ski trails, five public golf courses and two private golf clubs, numerous parks, lakes and rivers. The community also enjoys a thriving arts community which includes a nationally recognized art museum, entertaining festivals and events, diverse shopping and dining. The community has an excellent K-12 educational system with high school graduation rates at 96%. Post high school educational opportunities are available through a Technical College, two private Colleges and a two-year campus of the University of Wisconsin located in Wausau. There is a strong and diverse economic base in Marathon County. Wausau sits at the junction of highway 39 running North/South and highway 29 running East/West making transportation to major metropolitan areas easy and convenient. The community is served by three regional carriers from Central Wisconsin Airport. For more information, contact Wausau/Central Wisconsin Convention & Visitors Bureau: 715-355-8788, 888-WI-VISIT, (948-4748), www.visitwausau.com *Ctrl+Click to follow link

P a g e | 17

Procedure for Candidacy Please direct all nominations and resumes to Christine Mackey-Ross and Wendy L. Brower McLeod preferably via e-mail to AspirusCHRO@wittkieffer.com.

Christine Mackey-Ross

Wendy L. Brower McLeod Witt/Kieffer

7733 Forsyth, Suite 2025 St. Louis, MO 63105

Phone: 314-754-6072 Fax: 314-727-5662

Aspirus, Inc. is an equal opportunity employer.

Discover Thought Leadership at www.wittkieffer.com

The material presented in this position specification should be relied on for informational purposes only. This material has been copied, compiled, or quoted in part from Aspirus documents and personal interviews and is believed to be reliable. While every effort has been made to ensure the accuracy of this information, the original source documents and factual situations govern.

Chief Human Resources Officer Aspirus, Inc. 1

Job Description JOB TITLE: Chief Human FLSA STATUS: Exempt Human Resources DEPARTMENT: Human Resources DIVISION: Administration JOB CODE: 10038 PAY GRADE: 402 REPORTS TO: President/Chief Executive Officer of Aspirus, Inc. GENERAL SUMMARY: The Chief Human Resources Officer is the senior executive for Human Resources, Volunteer Services and Spiritual Care at Aspirus, Inc. and its subsidiary organizations. This individual provides leadership for:

As a member of the Leadership Council, assists in the development of Aspirus strategic initiatives and action plans.

Translating Aspirus Inc.s organizational strategies and tactics into responsive manpower plans to achieve organizational success.

Assuring Aspirus Inc.s work environments are conducive to employee recruitment, retention, development and patient satisfaction.

Assuring Aspirus, Inc.s presence is realized by participating in community leadership organizations, business organizations, and service groups.

Coordinating Aspirus, Inc.s management teams Resources programs designed to facilitate leadership skills for the healthcare delivery system.

Assuring oversight of staff for Human Resources, Educational Services and Employee Health throughout the Aspirus, Inc. organizations.

Provides guidance and oversight to Volunteer Services and Spiritual Care management and staff.

PRINCIPAL DUTIES AND RESPONSIBILITIES: Service

Assures that Aspirus, Inc.s Human Resources personnel are coordinated and responsive to both system and operating subsidiary requirements.

Identifies and pursues, in cooperation with Aspirus, Inc.s senior leadership team, opportunities to assure a positive and rewarding work environment.

Provides counsel to Aspirus, Inc.s senior leadership team as well as healthcare affiliate CEOs and Human Resources personnel regarding human resources issues and opportunities.

Chief Human Resources Officer Aspirus, Inc. 2

Integrity

Assures the service, quality, fiscal, and human relations performance for areas of assigned accountability.

Prepares and recommends resource allocation necessary to assure competitive, compensation and benefit programs.

Assures preparedness of the Aspirus, Inc. system to be in compliance with all applicable federal, state, and local human resources related regulatory/accreditation requirements.

Community

Promotes an environment of mutual respect, partnership, and collaboration throughout the Aspirus system.

Participates in community, business, and civic leadership organizations to help advance Aspirus, Inc.s presence and business interests.

Visibly moves throughout the subsidiaries engaging employees, physicians, and management regarding Aspirus, Inc.s commitment to a positive work environment.

Actively supports the Aspirus Volunteer program.

Relates and works with community leaders, organizational executives, physicians, managers, employees, consultants, and suppliers.

Improvement

Designs and assures ongoing systems of feedback regarding assigned staff performance for Aspirus, Inc. operating subsidiaries.

Assures a continuous system of monitoring the work environments of Aspirus, Inc. subsidiaries and recommends opportunities for improvement to accountable management colleagues.

Promotes opportunities to advance leadership, creativity and innovation among Aspirus, Inc. employees to improve organizational performance.

Human Resources Accountabilities

Participates in the development of system strategies to achieve our corporate-wide mission.

Provides leadership in the Resources of human resources philosophies/programs that advance corporate objectives and creates an environment for employee recruitment, development and retention.

Creates and evolves compensation and benefits programs, recruitment programs, employee relations programs, employee health and safety programs which promote staff leadership, staff safety, and assures industry competitiveness.

Assures corporate-wide compliance with all laws, rules, and regulations that impact human relations practices.

Ensures the currency, security, and accuracy of personnel data throughout the system, and accurately provides statistics and projections on the workforce as requested.

Provides counsel on human relations issues to management and staff and assures the integrity of systems designed to address disputes, as well as assures resolution to issues dealing with human relations practices.

Actively participates in assuring the fiscal integrity of the organization in its human relations programs and divisional financial performance.

Chief Human Resources Officer Aspirus, Inc. 3

Works with physicians, staff, management and Boards of Directors to provide leadership and recommendations on human relations practices and expenditures.

Provides administrative, legal, and technical direction to management staff on employee relations and human resource issues.

Assures two-way communication through staff meetings or other means, including the proper dissemination of information and policy changes.

Develops annual performance plans and assures competence of direct reports.

Presents a positive image, assures confidentiality, and honors the dignity of others.

Provides oversight to Volunteer Services, Spiritual Care and other organizational units as assigned.

Reports to the President/Chief Executive Officer of Aspirus, Inc. MINIMUM KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:

Knowledge of health management and policy administration, as well as development and implementation of budgets, strategies and standards, normally acquired through completion of a Masters Degree in Business, Human Resources Administration, or Organizational Resources.

Eight to ten years of human resources responsibility with at least five years of executive/ management experience in a multi-organizational corporate environment, as well as experience with healthcare, labor relations, compensation and benefits, recruitment, retention, organizational design, and management development.

Demonstrates mastery of communication and leadership behavioral competencies:

Excellent judgment.

Superior ability to communicate verbally and in writing.

Superior ability to coach and mentor.

Superior ability to lead, manage, and mediate.

Superior ability to manage competing interests.

Refined ability to move forward despite ambiguity.

Refined ability to create a climate of trust, confidence, and collaboration.

A Senior Professional in Human Resources (SPHR) as certified by the HUMAN RESOURCES Certification Institute beneficial.

Annual competencies as required by Aspirus and/or various regulatory agencies based on entity and/or job position.

Chief Human Resources Officer Aspirus, Inc. 4

MINIMUM KNOWLEDGE, SKILLS AND ABILITIES REQUIRED Continued: Physical Requirements Analysis Mark all responses using the following codes: N = Never O = Occasional - Represents 1 to 33% or 1 to 2 hours of an 8 hour workday. F = Frequently - Represents 34 to 66% or 2 to 5 hours of an 8 hour workday. C = Continuously - Represents 67 to 100% or 6 to 8 hours of an 8 hour workday. X Walking X Standing X Sitting X Reaching: Shoulder Height X Above Shoulder Height X Below Shoulder Height X Climbing X Pulling/Pushing: 25 Pounds or Less X 25 Pounds to 50 Pounds X Over 50 Pounds X Lifting: 25 Pounds or Less X 25 Pounds to 50 Pounds X Over 50 Pounds X Carrying: 25 Pounds or Less X 25 Pounds to 50 Pounds X Over 50 Pounds X Crawling/Kneeling X Bending/Stooping/Crouching X Twisting/Turning X Repetitive Movement

Unprotected Heights Infectious Diseases X Lighting: Bright Harmful Physical Agents: X Dim Heat/Cold Mechanical Hazards Noise Hazardous Substances Ionizing/Non-Ionizing Radiation X Good Poor Blind Vision Normal X Impaired Color Vision X Normal Moderate Loss Deaf Hearing Good X Fair Poor Manual Dexterity X Good Fair Mute Talking/Speech

N O F C PHYSICAL ACTIVITY

PHYSICAL EXPOSURE

ACCEPTABLE MINIMUM PHYSICAL

ABILITY

Witt/Kieffer is the preeminent executive search firm that identifies outstanding leadership solutions for organizations committed to improving the quality of life.

The firms values are infused with a passion for excellence, personalized service and integrity.