Overview

SUMMARY

The Vice President of Human Resources provides executive-level leadership and guidance to the organization’s human resources operations.

The Vice President of Human Resources is responsible for identifying and implementing long-term strategic talent acquisition, workforce planning and engagement, personnel development, and employee relations and establishing, supporting, and evaluating legally compliant human resources policies, procedures, and best practices.

Responsibilities

CHARACTERISTIC JOB TASKS AND RESPONSIBILITIESMay include any and/or all of the following:

• Collaborates with executive leadership to define the company’s organizational goals; identifies, implements, and monitors human resources strategies that are in alignment with business strategy to support the company’s mission and goals.
• Assists with creating and sustaining a thriving workplace culture to support the organization’s vision and mission; aligns leaders, managers and employees with the desired culture; fosters a sense of ownership for the culture and maintains accountability throughout all levels of the company.
• Provides leadership and guidance to all areas of human resources, ensuring that initiatives, programs, and practices are effective, cohesive, and consistent in supporting the needs and objectives of various departments, employees and clinical providers.
• Establishes short- and long-term objectives, initiatives, project plans, policies, practices, and operating procedures; monitors and evaluates effectiveness and makes necessary changes for improvement.
• Identifies organizational staffing needs and works collaboratively with Recruiting team to address talent acquisition needs.
• Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Ensures regulatory compliance and competitive salary levels necessary to attract and retain qualified staff. 
• Identifies key performance indicators for the organization’s human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics.
• Oversees the administration of insurance, retirement, and other benefits programs; evaluates and develops recommendations for improvements to employee benefit programs. Leads employee benefit renewals including negotiations on pricing and plan designs.
• Provides education and receives feedback on employee benefits plans.
• Oversees professional development, training, and education programs, and performance management for clinical providers and employees. Manages clinical provider and employee onboarding and orientation process. 
• Provides direction and oversight in the development and implementation of employee relations strategies and programs designed to foster a positive and productive work environment.
• Advises and coaches leadership and managers on employee relations and personnel matters; assists with resolution of concerns and issues; ensures compliance with legal obligations.
• Acts as liaison between corporate and clinical providers, ensuring communication, programs, and practices are effective, cohesive, and consistent in supporting the needs of clinicians, employees and the company.
• Maintains knowledge of regulations, regulatory changes, trends, best practices, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate recommendations to changes in policy, practice, and resources to executive leadership.
• Monitors and ensures all human resources programs and procedures comply with federal, state, and local employment laws and regulations, and best practices; reviews, recommends, and modifies policies and practices to maintain compliance and best practices.
• Works with the Finance team to develop and manage the company’s corporate staffing budget and the Human Resources annual budget.
• Manages employee termination procedures and processes, ensuring compliance with regulatory obligations.
• Advises LifeLinc’s General Counsel of regulatory risks, gaps, and problem situations related to Human Resources.
• Reports to the Board at the quarterly meetings the status of human resources programs and policies.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

REQUIRED EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources, Business Administration, or related field
• Minimum ten years of human resource management experience
• Minimum five (5) years of experience in a managerial role in a healthcare setting
• Minimum of two (2) years of experience working with healthcare providers
• Strategic, talent management, and/or business development experience

 PREFERRED EDUCATION AND EXPERIENCE

• Master’s Degree in business or related field
• Background in anesthesia service delivery a plus
• Strong understanding of employee benefit programs

PREFERRED CERTIFICATIONS

• SHRM Senior Certified Professional (SHRM-SCP) or
• Human Resources Certification Institute (HCRI) Senior Professional in Human Resources (SPHR)

KNOWLEDGE, SKILLS, AND ABILITIES

• Ability to interpret business and operational needs and develop integrated solutions
• Communication and interpersonal skills; ability to work effectively with executive leadership, employees, and clinical providers
• Relationship management skills; ability to foster a cooperative work environment
• Knowledge of organizational development practices and strategic planning
• Skill formulating policy and developing and implementing new strategies and procedures
• Ability to analyze and assess professional development, performance, and training needs
• Knowledge of information systems used in human resources applications, compliance and privacy programs, policies, and technology solutions
• Ability to analyze opportunities and develop creative solutions to complex human resource and compliance issues
• Project management skills; Organizational skills and attention to detail
• Ability to prioritize tasks and delegate when appropriate
• Ethical Practice
• Ability to maintain confidentiality and accuracy
• Knowledge of federal, state, and local employment laws and regulations
• Knowledge of design, implementation and evaluation of compensation and employee benefits programs
• Proficiency with Microsoft Office Suite or related software

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit; use hands to type and use a computer mouse; and talk or hear. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.

HIPAA

• Ensures and adheres to strict confidentiality when handling patient information, according to the HIPAA Privacy Act and hospital policy and procedure regarding confidentiality.
• Complies with all information security practices.
• Has knowledge of and adheres to all compliance regulations, policies and procedures.
• Takes annual HIPAA compliance exam.