Director - Human Resources

Position Summary: Reporting to the Chief Executive Officer (CEO), this position is responsible for Human Resources policies, procedures, and programs. This includes overseeing all aspects of employee relations and development, recruitment, retention, and corrective action plans related to process improvements and compliance requirements. This position will supervise the HR Department team and serve as the alternate Corporate Compliance Officer when/if conflicts arise for the Chief Compliance and Quality Officer (CCQO). Pay Range $85,000-$95,000

Job Responsibilities and Performance Standards:

• Develop and oversee human resource functions by implementing effective processes and approaches which support the organization’s culture initiatives.
• Advise Executive Leadership Team on agency policy and consult with legal on personnel compliance issues.
• Maintain and apply knowledge of legal requirements and government reporting affecting employees to ensure policies, procedures, and reporting are following applicable federal, state, and local employment laws and regulations, such as EEO-1, Family Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), Workers Compensation, and other regulatory requirements.
• Administer or oversee employee programs including, but not limited to, the following:
• Compensation, benefits, and leave management
• Disciplinary matters, disputes, and investigations
• Employee relations, with escalation to the CEO as appropriate
• Performance and talent management
• Productivity, recognition and morale, and training and development.
• Conduct investigations related to employee performance, disciplinary issues, and collaborate with the CCQO on compliance investigations.
• Directly supervise and lead the HR team and departmental tasks, such as:
• Pre-employment screenings and new hire processes including recruitment procedures and ensure compliance with applicable labor laws.
• I-9 and E-Verify process for new employees, including online system set up of new users and monitoring for compliance/completion of entered I-9s.
• Performance Appraisal Management Process.
• Off-boarding workflows, including separation notices and related documentation. Collect data on separation reasons and report on trends identified.
• Provide coaching and feedback to supervisors on topics including interviewing, hiring, terminations, performance evaluations, and compliance
• Serve on the Comprehensive Loss Control and Risk Management Committee and the agency’s Accreditation (CARF) Readiness Committee.
• Lead improvement efforts to improve resource utilization, clinical quality, and patient safety. 
• Maintain, review, and update personnel policies and procedures, and manage and facilitate the agency’s Staffing and Recruitment Plan, Cultural Competency and Diversity Plan, and Training and Competency Plan.

Qualifications

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Public Administration, or related field.
• At least five (5) years of progressive HR experience with two (2) years in a managerial role.
• In-depth knowledge of employment laws and HR best practices.

Preferred Qualifications:

• Master’s degree in Human Resources, Business Administration, Public Administration, or related field.
• SHRM-CP (SHRM Certified Professional) or PHR (Professional in Human Resources) credential, or SHRM-SCP (SHRM Senior Certified Professional) or SPHR (Senior Professional in HR) credential