The Director of Human Resources plans, directs and coordinates the human resources functions of the health center, and ensures the health center’s policies and protocols comply with regulatory requirements and incorporate best practices for a positive workplace culture.

ESSENTIAL FUNCTIONS:

Strategic Management

Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.

• Assesses the health center’s existing human resource systems, personnel needs, and services and provide appropriate recommendations for improvements. Builds human resources infrastructure, including staffing, consistent with organizational size, complexity, and HR needs.
• Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.

Workforce Planning and Employment

• Supervises Human Resources Manager, HRIS/Payroll, and support staff, as relevant.
• Conducts job analyses to write position descriptions and develop related competencies. Establish hiring criteria based on the competencies needed.
• Assesses external workforce, labor market, and recruitment agencies to determine the availability of qualified applicants.
• Develops and manages a full-cycle recruitment program, including job description generation, salary range setting, development of a diverse candidate pool, coordination of recruitment and candidate selection process, reference checks and offer preparation; participates in interviews, extends offer, and ensures a current ‘talent bank’ of competitive candidates
• Responsible for New Hire Orientation Program and leads the successful ‘on-boarding’ of new hires, in collaboration with the Human Resources Manager and Leadership Team
• Employee Performance Management
• Develops and administers performance review program to ensure effectiveness, compliance, and equity within organization.
• Assists supervisors with performance reviews, coaching techniques, performance improvement programs, and other tools and strategies to encourage and support employee performance.
• Develops a leadership succession plan through a systematic process for preparing employees to fill key roles as they become vacant.

Human Resources Development

• In collaboration with department directors and supervisors, identifies current skill sets of employees, and develops gap analysis for current and future skill needs. Creates and implements a workforce development plan to address gaps and coordinates plan implementation.
• Designs and implements programs for staff continuing education and professional development, including creation of career ladder opportunities and development of leadership skills.

Compensation and Benefits

• Works with Senior Leadership team to develop staff recruitment and retention strategy. This includes developing target compensation levels, and assisting in developing provider incentive compensation systems.
• In consultation with Senior Leadership team, develops/maintains and updates compensation and benefits plan, ensuring recruitment and retention of qualified employees, and internal equity. Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Performs or oversees benefits administration, including change reporting and communicating benefits information to employees.
• Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.

Employee Relations

• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Serves as a model for excellence in responsiveness and customer service. 
• Maintains and updates the organization’s Human Resources Policy Manual on annual and as needed basis. Partners with leadership to communicate Human Resources policies, procedures, programs and laws. Interprets policy intentions and their application and advises supervisors in situations requiring further consideration.
• Conducts annual, and as needed, employee engagement surveys and focus groups. Assists senior management and leadership team to develop responsive plans to address employee issues.
• Assists supervisors with conflict management, providing education and support as needed to ensure effective problem resolution. Performs mediation services when appropriate to resolve employee interpersonal issues and to ensure fair consideration of all parties involved.
• Ensures the conduct of exit interviews, analyzes data and makes recommendations to the leadership team for corrective action and continuous improvement.
• Champions the implementation of the Core Principles adopted by the organization. Cultivates professionalism, leadership, diplomacy, and ethical values in self and others through modeling and teaching. Ensures that all human resources communications and actions are carried out with commitment to the practice of cultural competency,

Compliance and Risk Management

• Provides leadership team with human resources guidance and support and ensures health center compliance with applicable local, state, and federal employment-related laws and regulations, including Fair Labor Standards Act, Title VII of the Civil Rights Act, Affirmative Action Plans, Age Discrimination and Employment Act, Americans with Disabilities Act, unemployment and workers’ compensation regulations.
• Oversees credentialing and privileges process for all Licensed Independent Practitioners and licensed/certified personnel, according to agency guidelines and HRSA regulations.
• Manages health professions educational institution affiliation agreements for students and residents who qualify for clinical rotations or administrative internship rotations.
• In conjunction with Chief Administrative Officer (Compliance Officer), conducts third party investigations, responses, audits, and hearings with EEOC, state agencies, Department of Labor, ICE and OSHA.
• Serves as HR Privacy Officer to receive complaints from staff. In conjunction with Compliance Officer, conducts investigation of complaints; reports to CEO, as appropriate, findings and recommendations to resolve the issue.
• Reviews involuntary terminations with Chief Administrative Officer (Compliance Officer), senior management and/or leadership team prior to any action being taken.
• Identifies employee relations problems and makes recommendations for appropriate interventions in minimizing employment-related litigation issues.
• Manages health center’s compensation claims management process.
• Ensures the performance of initial and annual verifications of staff and Board members against government exclusion lists.

Other/General

• Actively participates in other organizational and community-based, and state and federal, committees as assigned.
• Participates in appropriate professional development activities, such as workshops, conferences, webinars, and other learning activities.
• Performs other duties as assigned by Chief Executive Officer.

QUALIFICATIONS

 Education:

Required: Bachelor’s Degree in Human Resources or related field, or equivalent combination of education and experience

Preferred: Certification as SHRM-SCP, SHRM-CP, SPHR, or PHR. Master’s Degree.

Experience:

Required: Seven plus (7 ) years’ professional experience across all HR disciplines, including employment, benefits, compensation, employee relations, training and development, workers compensation and conflict resolution; a minimum of 3 years’ supervisory/management experience.

Preferred: Experience in health care/medical setting, non-profit or public agency, or similar environment.

Special Skills:

• Evidence of successful human resource leadership, positive change management, and building cohesive teams
• Documented contributions toward building a strong corporate culture, focused on high-performance, accountability, patient-centeredness, and equity and inclusion
• Strong interpersonal and communication skills with ability to clearly convey critical HR information, and to educate/train and coach other staff
• Demonstrated ability to drive business results through human resources and business initiatives
• Proven experience in creating and implementing policies and procedures, and the leadership skills to address compliance
• Excellent attention to detail and the ability to produce accurate, well-crafted work documents and products
• Highly developed decision-making and conflict resolution skills
• Self-directed approach, with ability to develop well-organized systems and processes
• Computer proficiency in common office software, and experience with implementing and maintaining HRIS

Working Conditions:

Work is performed in an interior medical/clinical environment.

Physical Effort:

Minimal physical activity. Occasional handling of average-weight objects up to 25 pounds.

Environmental Conditions:

Work environment may occasionally involve exposure to potentially dangerous materials and situations that require following extensive safety precautions and may include the use of protective equipment.