SUMMARY:

Under the supervision of the Chief Executive Officer and as a member of the executive leadership team, the Chief Human Resource Officer (“CHRO”) is responsible for the overall administration, coordination, and evaluation of the Human Resource function. The CHRO oversees the Human Resources team and ensures compliance with recruiting, benefits, employee relations, workers compensation, and organizational development. The CHRO is also responsible for strategic leadership by articulating Human Resource needs and plans to the executive management team, shareholders and the Board of Directors.

CORE RESPONSIBILITIES:

• Develop and implement a workforce plan for physicians, NP/PAs, clinical, and administrative staff in order to support the delivery of high quality care that ensures safe practice, contributes to the growth of the organization, and promotes a professionally rewarding environment.
• Develop and implement comprehensive compensation and benefit plans that are market-based, competitive and cost effective.
• Review local/regional and national salary data to compare compensation ranges with those of competitors to make proactive recommendations for salary adjustments when appropriate.
• Provide oversight and mentorship for direct reports.
• Oversight and optimization of Human Resource Information System.
• Oversee and direct the recruitment and selection of candidates for employment vacancies.
• Recommend, establish, and implement recruiting and placement standards, policies, and procedures.
• Oversee the development of employee retention strategies.
• Function as a strategic business advisor to the CEO, Physician Leaders and Senior Management Teams regarding key organizational and management issues.
• Oversee and coordinate clinical training activities in collaboration with the Operations teams.
• Evaluate, recommend, and implement employment policies and procedures for the organization.
• Remain accountable for operationalizing HR plans and directing the work of the HR team.
• Manage and ensure compliance with Worker Compensation, FMLA, ADA, USERRA, ERISA policies and programs, and Federal and State employment laws.
• Monitor HR compliance, and execute corrective action, training, and development plans.
• Work collaboratively with the Senior Management team on the organizational-wide annual budget.
• Support the administration of InterMed’s 401k plan, maintaining compliance with plan requirements and regulations.

Leadership Competencies

Personnel Management

• Overall accountability and management of staff.
• Regularly assess developmental opportunities for staff, coach staff to enhance performance, and support staff in learning and applying new skills and competencies.
• Coordinate and monitor staffing levels and labor efficiency.
• Approver for staff payroll biweekly in accordance with payroll department guidelines and schedule.
• Mentors and counsels’ staff to include initiating Performance Improvement plans.
• Works with the Compliance and Human Resources teams to assure compliance with State, Federal and OSHA (Occupational Safety and Health Administration) requirements for staff.

Leadership

• Models behaviors that demonstrate service excellence to staff and focus on the patient as the primary customer.
• Leads Lean Six Sigma initiatives for the department to foster a culture of continuous improvement.
• Fosters intra-departmental support and collaboration between all sites.
• Monitors department performance and creatively seeks solutions to foster quality improvement.
• Develop and maintain an open and effective line of communication with employees.

Communication

• Works in partnership with the clinical teams, practice leadership, and senior leadership teams.
• Fosters strong working relationships with all levels of the organization to facilitate effective communication and to connect front line staff’s daily priorities to the organization’s strategic goals.
• Demonstrates strong interpersonal savvy.

Strategic Planning and Program Coordination

• Assess current state of department with relation to existing InterMed goals and plans.
• Develops proactive plans to ensure InterMed’s positioning as a leader in healthcare in alignment with company KPIs.
• Monitors budgets to identify potential financial overruns and variances; makes appropriate recommendations to alleviate financial implications.
• Champions interdepartmental problem solving.
• Ensures appropriate departmental policy development and adherence.

Confidentiality

• Demonstrate knowledge and understanding of patient privacy rights under HIPAA (Health Insurance Portability and Accountability) guidelines. Maintains strict confidentiality related to financial, or other sensitive materials and information in printed, electronic, or verbal form, which may jeopardize the privacy of patients and/or employees. Accesses and uses the minimum necessary patient identifiable information to perform job responsibilities and duties and only for authorized purposes.
• Maintains strict confidentiality in alignment with HIPAA (Health Insurance Portability and Accountability) guidelines and InterMed policies.
• Perform other duties to support the mission, vision and values of InterMed.

MISSION AND VALUES:

• Follows InterMed’s mission to provide patient-centered primary care, putting the patient first to deliver high quality, high value care.
• Provide the highest quality care to our patients with a level of service that exceeds their expectations.
• Maintain a positive attitude and always treat our patients and each other with dignity and respect.
• Insist on honesty and integrity from each other and our business partners.
• Make teamwork a core component of our relationships between physicians, staff, and patients.
• Embrace change to better serve our patients.
• Use business practices that feature individual accountability and group responsibility to ensure delivery of high value healthcare.
• Have fun as we carry out our mission to serve.

KNOWLEDGE, SKILLS, AND ABILITIES:

Education:

• Bachelor’s degree, with a concentration in human resources, business administration, finance or related field required. Related graduate degree preferred.

Experience:

• Minimum of ten years of progressive experience in human resources with specific experience in recruiting, employee relations, compliance, benefits administration, workers compensation, and organizational development
• A minimum of seven years of progressive leadership with 5 direct reports is required.
• Work experience in company with 1,000 employees
• Demonstrated experience with succession planning, labor relations, and self-insurance plans
• License/Certifications: Human resource certifications preferred, such as SPHR or SHRM-SCP
• Extensive knowledge of employment administration principles, wage and salary administration, employment and other labor laws and employee benefit plans
• Excellent communication and decision-making skills.

InterMed is an equal opportunity workplace and prohibits discrimination or harassment of any kind. We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, gender identity and/or expression, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.