Deputy Director of Human Resources

Description

Under general supervision of the Director of Human Resources, the Deputy Director of Human Resources oversees and supports key HR functions, including recruitment, employee relations, compensation and benefits, performance management, training and development, and policy implementation. The Deputy Director ensures compliance with employment laws and provides strategic support to leadership on HR matters. Assists the Director of Human Resources by directly supervising Recruitment, Background, Training and Development.  This position upholds the principles of WIHCC’s Vision, Mission, and Value Statements and maintains confidentiality of all privileged information at all times.

This list of duties and responsibilities is illustrative only of the tasks performed by this position and is not all-inclusive.

Essential Duties & Responsibilities:

• Maintains regular attendance and punctuality. 
• Enhances staff effectiveness through motivation, coaching, counseling, training, and, when necessary, recommending disciplinary action.
• Oversees personnel supervision, including work allocation, scheduling, time approval, hiring, training, orientation, and problem resolution.
• Evaluates staff performance and make recommendations for personnel actions to achieve peak productivity and performance. 
• Collaborates with the Director of HR to implement Human Resources programs through HR staff.
• Develops measurable performance expectations for assigned staff aligned with department goals and objectives.
• Analyzes HR metrics to identify areas for improvement.
• Provides data-driven insights on workforce trends to support strategic planning. 
• Monitors adherence to established standards and procedures, identifying opportunities for improvement and resolving discrepancies.
• Assists in facilitating training programs and employee development initiatives.
• Participates in the revision and maintenance of HR policies and procedures, ensuring staff understanding and compliance.
• Advises managers and supervisors on the progressive discipline system and monitor performance improvement processes for non-performing employees. 
• Provides coaching and direction to supervisors to ensure compliance and employee satisfaction, fostering a work environment with high morale and productivity.
• Guides and assist with recruitment, retention, continuing education, awards/recognition, and employee benefits.
• Supports mediation with workplace conflicts and disputes, ensuring a positive employee work environment. 
• Co-leads the performance management system implementation, including performance development plans and employee development programs.
• Establishes an in-house employee training system addressing company training needs, including needs assessment, new employee orientation, management development, cross-training, and measurement of training impact. 
• Researches, recommends, and implements compensation programs, including annual salary surveys.
• Oversees variable pay systems within the company, including bonuses and raises, and monitor all pay practices for effectiveness and cost containment. 
• Manages employee communication and feedback through company meetings, employee satisfaction surveys, newsletters, focus groups, and one-on-one meetings.
• Collaborates with the Director of HR to accomplish WIHCC strategic plans and accreditation standards, adhering to employee policy manuals and administrative procedures.
• Provides assistance and guidance to the Board of Directors on HR-related matters as requested, and co-facilitates Board Membership Committee Meetings related to the recruitment of new Board Members.
• Requires completion of tasks or duties assigned by a supervisor.
• Maintains WIHCC Personnel Files and Records, retrieval of, retention of, and disposition schedules; inclusive of electronic Personnel Files and Records. 
• Upholds all principles of confidentiality and patient care to the fullest extent.
• Adheres to all professional and ethical behavior standards of the healthcare industry.
• Adheres to WIHCCs Personnel Policies and Procedures, departmental policies, rules, and regulations.
• Interacts in an honest, trustworthy and dependable manner with patients, employees, visitors, and vendors.
• Possesses cultural awareness and sensitivity.
• Maintains current knowledge and compliance with all Human Resources requirements on policies, procedures, directives, etc.
• Performs other duties as assigned.

Qualifications

Minimum Qualifications:

Bachelor’s Degree in Human Resources Management, Business Administration or related field. Four years of progressive Human Resources management experience, including at least two years in a leadership role; healthcare industry experience preferred. Master’s Degree preferred. Knowledge of Employment Law, Navajo Employment Preference and Labor Relations preferred. Experience in a non-profit healthcare setting is highly desirable.  SHRM-CP, SHRM-SCP, or HR related certification preferred. Bilingual skills in English and Navajo language preferred.  Must maintain a valid unrestricted and insurable driver’s license.  Must successfully pass a background investigation and maintain suitable requirements for a Child Care position. This position is considered as a Child Care position, which requires a satisfactory background check investigation and is subject to the requirements of the Indian Child Protection and Family Violence Prevention Act, as amended (henceforth referred as the ICPFVP Act).

Knowledge, Skills, Ability

• Knowledge of strong work ethics in the workplace.
• Knowledge of basic application of confidentiality.
• Knowledge of duties and responsibilities of the position.
• Knowledge of basic computer skills, e.g. Outlook, Word, Excel, PowerPoint. 
• Knowledge of employment laws and compliance, including EEOC regulations, FLSA, FMLA, ADA, Title VII, the Navajo Employment Preference Act, and Navajo Labor Relations.
• Knowledge of HR functions and best practices, including talent acquisition, employee relations, performance management, compensation, and training.
• Knowledge of healthcare HR operations, including credentialing, compliance, accreditation standards (Joint Commission, AAAHC), and clinical staffing models. 
• Knowledge of HR technology and data analysis, including HRIS platforms, workforce planning, and budgeting for HR initiatives.
• Skill in leadership and strategic planning, including coaching, staff development, and aligning HR initiatives with organizational goals.
• Skill in conflict resolution and mediation, addressing employee concerns and fostering a positive, inclusive work environment.
• Skill in policy development and compliance oversight, ensuring HR policies align with legal requirements and organizational objectives.
• Skill in data-driven decision-making, leveraging HR metrics to improve retention, engagement, and workforce planning. 
• Skill in analyzing problems, projecting consequences, identifying solutions, and implementing recommendations.  
• Ability to interpret and apply employment laws and HR policies while balancing compliance and organizational needs.
• Ability to lead and influence cross-functional teams in a collaborative and culturally sensitive environment.
• Ability to communicate effectively with diverse employee populations, including tribal communities and healthcare professionals.
• Ability to manage multiple priorities in a fast-paced setting, adapting to evolving HR trends and workforce challenges. 
• Ability to adapt to the needs of the organization and employees.
• Ability to be dependable in attendance and job performance.
• Ability to maintain reliable attendance and meet scheduling requirements, including overtime when necessary.
• Ability to accept and learn from feedback.
• Ability to provide exemplary customer service at all times.
• Ability to interact positively with others and possess great interpersonal skills.
• Ability to multitask and perform well under pressure.
• Ability to have self-confidence.
• Ability to be a great team player.
• Ability to accept and learn from supervisor/peer critique.

Physical Demands:

While performing the essential functions of this position, the employee is regularly required to walk, sit, use hands to finger, handle, or feel objects and equipment, reach with hands and arms, and communicate effectively by talking and hearing. The employee frequently must stand, climb, balance, stoop, kneel, crouch, or crawl and may occasionally use taste or smell. The employee must occasionally lift and/or move objects weighing up to 50 pounds.

Work Environment:

Work is performed in an office setting or outdoor work environment with moderate noise levels. Work environment may involve exposure to physical risks, such as blood borne pathogens, hazardous chemicals, or operating potential dangerous equipment, and requires adherence to all safety protocols. Required work schedules may include evening, weekend, overnight shifts, extended hours, or irregular schedules as operational needs dictate.  

As required by P.L. 93-638, absolute preference will be given to qualified Navajo applicants.  If there is no qualified Navajo applicant, preference will be given to qualified American Indian applicants.