July 2005

Vallier Sees New Role for HR


07-05Vallier

Herb Vallier, senior vice president and chief human resource officer, envisions human resource teams across the system developing the skills needed to serve as change leaders, with a keen eye on driving organizational and system effectiveness. “The foundresses of Catholic Health Initiatives entrusted us with the responsibility to steward resources in a manner that leaves the ministry stronger than it was when we received it,” he said.

Herb Vallier, senior vice president and chief human resource officer for Catholic Health Initiatives, anticipates change. At the same time, he envisions human resource teams across the system developing the skills needed to serve as change leaders, with a keen eye on driving organizational and system effectiveness.

“The compelling reason for our human resource function to change and evolve is the fact that the foundresses of Catholic Health Initiatives believed that responsibility for our healing ministry belongs to all of us,” said Vallier. “They entrusted us with the responsibility to steward its resources in a manner that leaves the ministry stronger than it was when we received it. The evolution of our People core strategy creates opportunities for human resource leaders to make operations more effective, to leverage the size of our system and to be good stewards, for the good of all the communities we serve.”

CHI Connect, the electronic system that will standardize processes in human resources and other operational areas within Catholic Health Initiatives, is an important factor in advancing effective service delivery and efficient processing of routine transactions. “The standardization of practices and key processes is what makes CHI Connect important to our ministry of healing,” said Vallier. “The results will deliver more time for us to focus on activities that benefit our ministry, greater employee satisfaction and resource savings worth as much as $50 million annually. Clearly, this kind of transformation in human resource processes will help us fulfill our stewardship responsibilities.”

The implementation of CHI Connect will also provide human resource leaders with an opportunity to develop a new role within their organizations as masters of change. “I am calling on our human resource leaders to more fully develop the core competency of change leadership within human resources and across their organizations,” Vallier said. “Because we carry out the mission and vision of Catholic Health Initiatives in a changing environment, our organization must change, and change is most effective when it is well managed.”

The experience of working with the human resource applications of CHI Connect is giving human resource staff across the system experience in leading change. “We have had to create a detailed approach to accelerating the change associated with CHI Connect that is both considerate of the people involved and mindful of the desired outcomes,” said Vallier. “Our human resource leaders are now in a position to lead change in a way that relies on and reinforces our distinctive culture.”

As always, human resource leaders will remain accountable for the success of the workforce across Catholic Health Initiatives, in partnership with system and market-based leadership. “This is expressed through our recently revised national Human Resources Group charter: we will share accountability with leadership to deliver a workforce capable of executing our health ministry’s strategic priorities,” said Vallier. “We expect to be held accountable. It’s the responsibility of human resources to understand key business drivers, drill down with leaders to determine what’s required to create workforce success, and to work closely with leaders to implement solutions. It all comes back to what our foundresses expect of us as good stewards: that we build a healthy community within Catholic Health Initiatives, just as we do in the communities we serve.”