• This position is directly responsible for supervising the HR staff within the organization.
• This position is indirectly responsible for support and advocacy of all employees within the organization.
• Recruits, interviews, hires, and trains new staff of the HR department.
• Oversees daily workflow of the HR department.
• Provides constructive and timely performance evaluations for direct employees.
• Handles discipline and termination of employees in accordance with organizational policies.

Duties/Responsibilities:

• Reports directly to the AOC Board, with a dotted line reporting to the CEO
• Establishes and implements HR efforts that effectively communicate and support the organization’s business needs.
• Develops HR plans to support the achievement of overall business operations objectives.
• Develops and implements staff compensation and benefits plans that are competitive and cost-effective.
• Provides guidance for the HR function by overseeing talent acquisition/recruitment, new hire onboarding/training, leadership development, workers’ compensation, verifications of employment, pre-employment screening processes, employee relations, human resource reporting compliance, compensation, payroll, and benefits.

• Plans, leads, develops, coordinates, and implements policies, processes, training, and employee-related initiatives to support the organizations human resource compliance and strategy needs.
• Administers and oversees the administration of human resource programs including, but not limited to compensation, benefits, and leave; disciplinary matters and employee relations issues; disputes and investigations; performance and talent management; tuition reimbursement, productivity, recognition, and morale; occupational health and safety; and training and development.
• Oversees maintenance of the company’s Employee Handbook and Human Resources policies. Makes updates and edits as state and federal rules and regulations change.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS).
• Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

• Oversees the payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other deductions.
• Ensures accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates.
• Oversees the preparation and maintenance of accurate records and reports of payroll transactions.
• Ensures compliance with federal, state, and local payroll, wage, and hour laws and associated best practices.
• Facilitates audits by providing records and documentation to auditors.
• Oversees annual distribution of employee W-2’s and 1095-C’s in an accurate and timely manner.
• Serves as the organization’s super-user for HRIS system maintenance and updates.

• Serves as primary contact for plan vendors and third-party administrators.
• Coordinates transfer of data, including EDI feeds from HRIS system, to external contacts for services, premiums, and plan administration.
• Evaluates and revises internal processes to reduce costs and increase efficiency.
• Ensures compliance with applicable government regulations.
• Ensures timeliness and accuracy of required reporting and fees.
• Coordinates daily benefits processing. Oversees employee enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, QDROs, QMCSOs, 401(k) distributions, hardships, and compliance testing.
• Oversees maintenance of employee benefits files; oversees maintenance of group benefits information and updates employee payroll records with proper deductions.
• Oversees the process of gathering employee data and the processing of monthly billings and the preparation of vouchers for payment of administrative fees for all group plans.
• Audits the accuracy and performance of functions performed by HR team members.
• Analyzes current benefits, evaluating the use, services, coverage, effectiveness, cost, plan experience and competitive trends in benefits programs, and identifies the company's stance.
• Performs plan audits. Prepares, collects, and organizes employee census data for actuarial assessments. Reviews data in conjunction with actuarial evaluation task forces/auditors.
• Reviews both short- and long-range cost estimates/projections and relevant statistical analyses regarding modifications in benefits programs and implementation of new programs.
• Complete benefits surveys and reviews information obtained from the results. Develops specific recommendations for review by the executive team.
• Monitors administrative costs of benefits programs and recommend cost containment strategies, including alternative methods for administration and funding.
• Develops communication tools to enhance understanding of the company's benefits package.
• Designs and distributes materials for benefits orientations, open enrollment, and summary plan descriptions.
• Provides training and support to employees on group benefit products.

• Evaluates employee accident reports, ensuring the timely processing of medical bills and temporary total disability benefits with workers’ compensation carrier. Compiles facts and data regarding accident reports and files cases with the workers’ compensation carrier in a timely manner.
• Maintains working knowledge of the State of Alabama’s Workers’ Compensation statutes.
• Completes and reports the organizations’ OSHA 300 and 301 logs.
• Ensures required employer postings are accurate and up to date in relation to employer and worker rights and responsibilities.
• Responsible for providing support and response for the organizations’ workforce in reviewing and interpreting Alabama Department of Public Health and CDC guidelines on public health issues, such as the COVID-19 pandemic.
• Serves as the primary point person of COVID-19 reports for employees, associated leave administration, and isolation/quarantine determination utilizing ALDP and CDC imposed guidelines. Keeps documentation and data related to COVID-19 employee cases, as well as vaccination information.
• Oversees Alert Media COVID-19 communications and follows up with employees who provide symptomatic or potential exposure information.
• Works closely with the executive team and Board of Directors in administration of policies related to COVID-19 for the health and safety of the company’s workforce.

• Shares in the responsibility of business compliance with the executive team and the Board of Directors with measures that support policies and processes are in place with external rules and regulations that are imposed on the organization.
• Share in the responsibility of business compliance with the executive team and the Board of Directors with measures that support internal systems of control that are imposed to achieve compliance with externally imposed rules or regulations.
• Shares in the responsibility of setting the tone for corporate integrity with the executive team and the Board of Directors.
• Serves as a resource to provide review of corporate compliance matters to ensure ethical conduct and decision-making for executive team members to avoid conflicts of company interests.
• Promptly investigates complaints of wrongdoings or conflicts. Prepares written investigative reports as necessary.
• Utilizes legal counsel guidance to minimize risk with respect to employee relations issues, in consultation with CEO, CAO and/or Board
• Reports company gathered information to local, state, and federal agencies as required or requested, such as payroll tax reporting and ERISA reporting information (940 & 941, 1095 & 1094, 5500), Department of Labor/Bureau of Labor Statistics requests, EEOC, Unemployment Claims, etc.)

Required Skills/Abilities:

• Proficient with HRIS/Time and Attendance/Electronic Benefit Administration systems and intermediate to advanced skills in Microsoft Office Suite and other payroll/accounting related software
• Working understanding of human resource principles, practices, and procedures by applying an understanding of key legal and regulatory precedents, policies, and practices to protect the interests of AOC and individual employees.
• Working understanding and knowledge of payroll principles, GAAP, compensation structure and associated market salary survey analytics.
• Excellent time management skills with a proven ability to meet deadlines.
• Ability to function well in a high-paced and at times stressful environment.

Education and Experience:

• Bachelor's degree in human resources or related field and/or equivalent experience.
• Master’s degree, preferred.
• At least five to seven years related experience, required. Preference will be made for candidates with healthcare human resources experience.
• SHRM-CP or CHHR credential or other reputable human resources industry recognized certification, preferred.
• Previous supervision or management of human resources and payroll functions, preferred.
• Experience with Paycor software systems preferred but not required