HR Pulse - Fall 2008 - (Page 16)

[HR LEADER] “After three months in HR, I knew I was home,” says Pye. “It gave me the opportunity to help people every day in a variety of ways.” As she progressed up the career ladder, Pye found that assuming more responsibility in the organization required her to change her deﬁnition of “helping people.” “I loved working with people, helping them on an individual basis,” she explains. “As I moved into more senior-level positions, it was a real shift that took adjustment for me because there was less time for the one-on-one interactions. Now I help everyone across the organization at the same time through decisions that I make, but I always remember the impact the decisions have on individuals.” With well over two decades of experience under her belt, Pye feels lucky to be able to say that she still enjoys her work. “I love what I do. I feel like every day, if I can make something better for someone then I’ve accomplished something important,” she says. Job Satisfaction In her various roles at Valley Baptist over the years, Pye has racked up many accomplishments. When asked which ones gave her the greatest satisfaction, she names one related to the “nuts and bolts” of the HR function early in her career and a recent one that took place at the strategic level. A couple of years after joining Valley Baptist, she initiated a major redesign of the organization’s beneﬁts package. “We gave employees much, much greater value by adding long-term disability and dental and vision coverage, and by improving the life insurance. I’m still proud of the big changes we made back then,” she says. Over the last ﬁve years, Pye has been the architect of an organizational redesign of the HR function that involved separating transactional roles from consultative roles and creating these distinct departments: • Performance management • Center for Leadership Excellence • Recruitment and beneﬁts • HR informatics • Employee Assistance Program. “When we started down this road, I thought the approach made sense, but I had no idea how powerful and effective this structure would be. It has fundamentally changed the way the organization views HR,” says Pye. “This structure allows HR managers to really focus and expend 100 percent of their time devoted to speciﬁc areas; the result is we provide more and better services faster.” In the coming year, Pye says she and her HR colleagues will focus heavily on creating new development opportunities—both personal and professional—for Valley Baptist employees. “We want all of our people to get new skills they can utilize here right now, use out in the community, and take with them for a lifetime,” she says. 16 HR Pulse Fall 2008 Let us make your healthcare staffing all better. Adecco’s Recruitment Process Outsourcing ( RPO ) offers multiple solutions to significantly increase qualified candidate traffic (by as much as 80 percent) for your clinician openings, resulting in more timely hires. • Hourly (on-demand), project-based and long-term • Rapid staffing, rapid deployment • Candidate sourcing and screening • Full lifecycle solutions through candidate onboarding • Recruiting events, market expansion, cyclical hiring, large staffing initiatives • Dramatically reducing your high-vacancy expense Contact us today to learn how our RPO services can immediately help your healthcare recruiting get better. 419.720.0111 RPO.adeccousa.com ©2008 Adecco 390414_Adecco.indd 1 7/3/08 4:06:54 PM

Table of Contents Feed for the Digital Edition of HR Pulse - Fall 2008

HR Pulse - Fall 2008 Contents Pulse Points Executive Director’s Letter President’s Message HR Leader Profile: Irma Pye Sammy’s House: Making a Difference in Austin Working Mother Magazine’s 100 Best Companies Increasing CEO Engagement Pastoral Care Retaining Scarce, Critical Talent The Engagement Dilemma Diversity Considerations…More than AAP & EEO Quashing the Workplace Bullying Bug How to Become a Strong Human Resources Partner Citizen Lobbyists Descend Upon Capitol Hill Conference Highlights Schedule at a Glance Sponsors Exhibitors Advertisers’ Index

HR Pulse - Fall 2008

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