DESCRIPTION OF POSITION

This job description is a record of the essential functions of the listed job. The job description provides the employee, CEO, Human Resources, applicants, and other agencies with a clear understanding of the job, where it fits into the organization, and the skill and work requirements in relation to other jobs. Jobs are always changing to some degree and the existence of the approved job description is not intended to limit normal change and growth. The facility will make reasonable accommodations to otherwise qualified individuals who are capable of performing the essential functions of the job with or without reasonable accommodation.

POPULATION SERVED

The position does not involve direct patient care. Age specific experience and/or special training and/or expertise is not required to serve this population.

POSITION SUMMARY

The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices.

The Human Resources Manager is responsible for the following areas:

1. Recruiting and staffing logistics;
2. Employment and compliance to regulatory concerns and reporting;
3. Employee orientation, development, and training;
4. Employee relations;
5. Compensation and benefits administration;
6. Employee Health Department and compliance;

The Human Resources Manager originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Manager coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO/Administrator.

POSITION QUALIFICATIONS

A minimum of three years of human resource management experience preferred. SHRM-CP or SHRM-SCP highly desired. Minimum of an Associate’s Degree. Prior experience in a healthcare facility is also preferred with exposure to Accreditation review, State Department of Health Surveys, Benefit Administration, basic HR functions, and thorough knowledge of state and federal employment laws. The Human Resources Manager must have the ability to prioritize, and handle multiple projects and complete assignments in a timely fashion under frequent and numerous deadlines. Must be organized and detail-oriented with expertise in analytical problem solving skills, observation, group dynamics, and interpersonal relations. Must have knowledge of Human Resources Management, Hiring, Developing Standards, Foster Teamwork, Management Proficiency, Managing Profitability, Promoting Process Improvement, Building Relationships, Organizational Astuteness, People Skills, and Retaining Employees. Good judgment and effective decision making skills are required. Excellent verbal and written communication skills. Must have excellent interpersonal, negotiation, and conflict resolution skills and the ability to act with integrity, professionalism, and confidentiality. Proficient with Microsoft Office software and ability to quickly learn the organization’s HR and talent management systems.

DUTIES AND RESPONSIBILITIES

• 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.
• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor
• Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing
• 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
• Supports management by providing human resources advice, counsel, and decisions; analyzing information and
• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization
• Complies with federal, state, and local requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
• Supervises the staff of the Human Resources
• Participates on committees and special projects and seeks additional
• Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews 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.
• Performs other duties as assigned.