POSITION SUMMARY:

Human Resources Manager is serves as the leader of the HR functions in the Organization. This role is multi-faceted and supports 53 amazing employees. , The HR Manager is a working manager who possesses exceptional interpersonal and leadership skills and oversees all areas of HR responsibility including: employee experience, benefits administration, compensation, employee relations, federal and state labor law, payroll, personnel policies & procedures, recruitment, union relations, retention, employee recognition, performance management, FMLA, ADA, Worker’s Compensation and new hire orientation. The role also has oversight of our HRIS (APS) which manages employee records, leave management, and time & attendance. As a member of the management team this position, in part, serves as internal counsel to support managers in their oversight of staff.

CORE JOB RESPONSIBILITIES:

Generalist Duties:

· Partners with management to develop, communicate, implement, and interpret Human Resources policies, procedures, laws, and government regulations.

· Participates in developing Human Resources department goals, objectives, and systems in alignment with the Organization’s strategic and operational objectives. Leads HR related reports, decisions, in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of the Organization’s operations.

· Provides leadership and oversight to Managers related to HR policies, procedures, laws, and compliance matters.

· Member of the Safety Committee, providing trend analysis and data related to workers compensation and overview of employee injuries and incidents. Responsible for all safety reporting related to workers compensation; working closely with the Facilities and Safety Manager; Gathers, reviews, and disseminates information on employee safety and health, keeping abreast of changes in OSHA requirements and informing the Safety Committee and appropriate staff where applicable.

· Reviews and submits all personnel Worker’s Compensation reports, processing all medical and wage claims, maintaining required logs, preparing necessary reports, analyzing injury logs, submitting recommendations to supervisors regarding areas of concern.

· Responsible to ensure the Organization maintains compliance with federal and state employment regulations.

· Participates in Management Team meetings, providing updates and guidance and ensuring that HR-related goals are met. Attends and participates in other department staff meetings as requested.

· Creates and leads the Management team in implementing an Employee Recognition Program to assure effective and on-going employee recognition activities.

Recruitment & Retention:

· Leads recruitment for all exempt and nonexempt personnel; posts positions on website and posting partner sites, screens applicants ensuring recruitment standards adhere to the highest level of equitable treatment for all candidates, and zero tolerance to discrimination; conducts recruitment for all open positions both internally and externally, reviews applications and leads interviews with applicants to match experience with specific job-related requirements.

· Represents the Organization in virtual recruitment and in-person recruitment fairs, job fairs, regional workforce development events, serves as the liaison with local community college for internships and job training programs.

· Works with management of all levels on a regular basis, providing information on recruitment efforts and status, employee concerns, turnover data, grievances, and any other HR-related topics.

· Supervises, facilitates and/or directly provides training to managers and workforce; Including, but not limited to, new hire orientation, supervision/leadership, harassment awareness, workplace violence, substance abuse, and performance management, safety, general operational compliance, ongoing newly identified trainings.

· Collaborates closely with the C-Suite Manages, and Managers to ensure employees complete necessary compliance training in the Healthicity software platform.

· Coordinates a Stay Interview process with the Department Managers; collaborates closely with the C-Suite to implement the annual employee surveys, leads the facilitation employees feedback sessions, shares data related to interviews along with recommendations for improvement.

· Conducts exit interviews for key positions.

Compensation

· Collaborates closely with C-Suite to develop and manage annual compensation scale and related HR budget items.

· Provides guidance to Managers and collaborates closely in reviewing performance evaluations with Managers before completing with employees.

· Leads the coordination of raises with Managers; reviews wage increases with Managers and leads the paperwork preparation for raises to be completed and coordinates with the Payroll team.

· Collaborates closely with the Payroll team to ensure time and attendance, including PTO taken is accurately recorded, employees complete e-timecards each payroll in a timely manner, and managers sign off on timecards.

Benefits:

· Collaborates closely with the CEO on the annual benefit package for professional and classified employees; serves as the lead to manage benefit negotiations, selection, and contract review, seeks new potential benefits to present to the C-Suite, assesses performance of benefit providers, serves as a liaison between the Organization and Benefit Provider to support employees, educates employees on benefits, and leads annual benefit renewal/open enrollment.

· Supervises personnel leave of absence, Family Medical Leave Act (FMLA) coordination, and unemployment processes.

Employee Relations

· Responds to employee relation issues such as employee complaints, harassment allegations, and discrimination complaints; serves as the lead investigator of complaints, and manages recommendations and related actions related to complaints, including employee discipline up to and including termination.

· Serves as a resource for supervisory staff, explaining and interpreting personnel procedures and the implications of applicable laws and regulations assisting as needed, in the completion of necessary documentation of personnel matters by supervisory staff relating to disciplinary action, termination and employee evaluations.

· Works with C-Suite in workforce planning and other strategic initiatives, managing strategic goals related to people.

· Represents the Organization for any unemployment claims, BOLI, DOL labor investigations, complaints related to termination, and with labor attorney representation if necessary; ensures the CEO is informed and consulted on any legal matters or formal complaint notifications, ensures ongoing communication before and during legal proceedings concerning any labor grievances or legal matters.

OTHER JOB RESPONSIBILITIES:

· Manages HRIS (APS) records and compiles reports from the database.

· Collaborates with the Chief Medical Officer to ensure any employment related compliance of licensure, if lapsed is managed promptly with Professional staff as a requirement of their initial and ongoing employment.

· Collaborates closely with the Chief Medical Officer (CMO) with maintaining employee immunization and communicable disease records, the policies and procedures manual and the learning management system.

· Assists CEO in the development and monitoring succession planning program.

· Performs other related duties as required and assigned.

QUALIFICATIONS (SKILLS, KNOWLEDGE & ABILITIES):

Work Experience:

· Minimum of two years’ experience in a Human Resources leadership role in a healthcare setting

· At least five years progressively responsible experience in Human Resources

· Experience working in a healthcare environment (medical practice or hospital setting is strongly preferred

Education, Training, Certification and Licensure:

· Bachelor’s Degree in Human Resources Management, or at least five years of recent HR Management experience

· SHRM-CP or CHHR certification required within one year; SHRM- SCP preferred

Skills, Knowledge & Abilities:

· Effective leadership skills; the ability to manage performance of staff, build a culture of accountability and trust.

· A hands-on, innovative and forward-thinking approach to the People function and overall Organizational culture.

· Ability to coach employees and managers in a solution-oriented manner which encourages positive outcomes.

· Strong working knowledge and competence in all functions of a human resources department, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

· Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

· Proven mathematical skills to support payroll and benefit calculations, time off calculations, compensation calculations, other related mathematical and computation skills, both by calculator and in Excel using formulas.

· Computer skills to prepare reports using WORD, presentations using Power Point, spreadsheets using EXCEL.

· Proven track record establishing relationships and acting as a trusted advisor to Executive Leaders and Managers.

· Strong problem-solving, critical/analytical thinking abilities.

· Outstanding interpersonal and influencing skills.

· Excellent verbal and written communication skills.

· Excellent time management skills with a proven ability to meet deadlines.

· Proven work experience working in a fast-moving, high growth environment.

· Critical thinking and problem-solving skills; ability to generate creative solutions.

· Ability to read, interpret, investigate, and present labor related regulations to C-Suite Manager.