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Director of Human Resources

3 months ago

Rapid City, United States Great Plains Tribal Leaders Health Board Inc Full time
Job DescriptionJob Description

Job Summary:

The Director of Human Resources is tasked with implementing and overseeing the administration, coordination, and evaluation of the human resource strategy to support Great Plains Tribal Leaders Health Board (GPTLHB), including the Oyáte Health Center (OHC). This role includes responsibility for all human resources practices and processes, ensuring they align with organizational goals and promote an inclusive and productive workplace culture.

Essential Functions:

• Develop and implement Human Resources (HR) strategies that align with the organization’s goals and objectives.

• Act as a strategic partner to senior leadership, advising on organizational design and workforce planning.

• Lead and enhance the recruitment strategy to attract top talent across all levels of the organization.

• Oversee onboarding processes to ensure a seamless integration of new employees into the organization.

• Design and implement employee development programs to enhance skills and career progression.

• Manage the performance review process to drive a high-performance culture, providing guidance and support to managers.

• Champion employee engagement, DEI initiatives, and other identified programming to foster a culture of respect and inclusion.

• Develop policies and programs that promote diversity within the workforce.

• Oversee the development and implementation of competitive compensation and benefits packages.

• Ensure that compensation practices follow current legislation, regulations, and applicable laws.

• Foster open and transparent communication throughout the organization.

• Manage employee relations issues, including conflict resolution, disciplinary actions, and exit interviews.

• Develop, implement, and monitor HR policies and procedures to ensure compliance with federal, state, and local laws.

• Regularly review and update employee handbooks, standard operating procedures, and policy manuals.

• Utilize data analytics to provide insights into workforce trends and inform decision-making.

• Prepare and present HR metrics and reports to senior leadership.

• Supervises department staff; manages human resources operations by recruiting, selecting, orienting, training, coaching, scheduling, counseling, evaluating, and disciplining staff; plans, monitors, appraises, and reviews staff job contributions; determines production, productivity, quality, and customer service strategies and goals.

• Assists departments in determining employee training needs; develops and conducts training.

• Facilitates communication among employees and management. May guide managers and employees on problem solving, dispute resolution, regulatory compliance, and litigation avoidance.

• Provides expertise in strategy development and execution, planning and facilitation of employee relations efforts.

• Prepares responses to grievances, salary surveys, EEO reports, requests for information, etc.

• Works with vendors and outside agencies to coordinate and implement human resources processes and systems.

• Consults with management on performance, organizational and leadership matters.

• Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.

• Uses process improvement techniques to review and evaluate existing processes and systems, redesigns processes and systems as appropriate.

• Manage and lead process teams to achieve desired results; assist in development of new process capabilities; coordinate with teams to analyze project results and performance.

• Performs project management, analytics, and measures to ensure milestones are met and deliverables achieved; ensures that the team works in accordance with the approved company operating policies, procedures, practices, and methods.

• Identifies and manages resources to deliver effective solutions.

• Performs related duties

Professional Behavior

• Effectively plan, organize workload and schedule time to meet the demands of the position.

• Work in a cooperative and professional manner with OHC and GPTLHB staff.

• Treat Great Plains tribes and collaborators with dignity and respect.

• Utilize effective verbal and written communication skills.

• Advance personal educational development by attending training sessions and seminars as appropriate.

• Exemplify excellent customer service with tribal stakeholders, health board colleagues, program partners, service recipients, visitors and guests.

• Foster a work environment of wellness, courtesy, friendliness, helpfulness and respect.

• Relate well and work collaboratively with coworkers and all levels of staff in a professional manner.

• Consistently demonstrate respect for and acceptance of differing capabilities, cultures, gender, age, sexual orientation and/or personalities.

• Maintain and ensure organizational privacy and confidentiality.

• Handle crisis and tolerate stress professionally.

• Be self-directed and take proactive initiative to assist others.

• Resolve issues with other departments and coworkers without direct supervision if needed.

• Exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.

• Promote an alcohol, tobacco and drug-free lifestyle.

• Embrace modes of appearance and attire that reflect a professional presence.

• Adhere to GPTLHB policies and procedures.

• Other duties as assigned by the Supervisor.

Requirements

• Participates in Core Connections training and applies GPTLHB Core Connections concepts and practices in their work.

• Familiarity and/or experience working with American Indian populations and respect for and knowledge of traditional, cultural and spiritual practices of diverse American Indian communities,

as well as an ability to work with other culturally and ethnically diverse populations.

• Possess the ability to resolve issues with other departments and coworkers without direct supervision.

• Able to exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.

• Ability to maintain a flexible work schedule, including evenings, weekends and overnight or extended travel as necessary.

• Ability to effectively present information in one-on-one and small group situations to community members, consumers and other employees of the organization.

• Proficiency with computer programs (Word, Excel, PowerPoint) and other Internet technologies.

• Valid driver’s license must be kept current, and certificates, credentials or licenses must be kept current and consistent with regulations required by applicable federal, state and/or grant

regulations.

Supervisory Controls

The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop deadlines, projects, and work to be done.The employee is considered an expert and is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy on their own initiative in terms of established objectives. In some assignments, the employee also determines the approach and methodology to be used. The employee keeps the supervisor informed of progress and potentially controversial matters.Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results.

Guidelines

Guidelines for performing the work are scarce or of limited use. Administrative policies, precedents, laws and regulations are applicable but are stated in general terms.The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.

Complexity/Scope of Work

The work typically includes varied duties that require many different and unrelated processes and methods, such as those relating to well-established aspects of an administrative or professional field. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data.The work requires making many decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used.The work involves establishing criteria; formulating projects; assessing program effectiveness; or investigating or analyzing a variety of unusual conditions, problems, or questions.The work product or service affects a wide range of organizational activities, major financial activities, or the operation of other programs divisions of the organization.

Contacts


The personal contacts are with employees in the organization but outside the immediate department. People contacted generally are engaged in different functions, missions, and kinds of work, and may be representatives from various levels and departments within the organization, partner organizations, Tribal affiliate organizations, and employees of other healthcare organizations. Personal contact, at this level, may also made with members of the general public, as individuals or groups, in a moderately structured setting.

The purpose is to justify, defend, negotiate, or settle matters involving significant or controversial issues. The work usually involves active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance. The persons contacted typically have diverse viewpoints, goals, or objectives requiring the employee to achieve a common understanding of the problem and a satisfactory solution by convincing them, arriving at a compromise, or developing suitable alternatives.

Work Environment/Physical Demands


The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, requiring use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.

The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as papers, books, or small parts; or driving an automobile. The employee must be able to read, write, speak and hear.

Supervisory and Management Responsibility


This is a second level supervisor usually responsible for the work performance of one or more first level supervisors or of a group of complex and difficult heterogeneous positions (i.e., employees all perform basically different types of work). This position is responsible for planning and organizing work functions, priorities, etc., and recommending significant changes in structure, methods, or procedures as necessary to meet objectives. The employee is usually responsible for interviewing counseling, performance evaluation and making recommendations for hiring, termination, and major disciplinary actions and similar personnel management actions.

Minimum Qualifications


Education/Relevant Experience: Master’s degree and three (3) years of relevant experience, or bachelor’s degree and five (5) years of progressively responsible relevant experience. The experience required for supervisory/management positions will be inclusive of at least three (3) years of supervisory/management experience.

This is a senior professional and/or management position that requires post-secondary education and/or considerable experience or a clinical degree requiring a clinical rotation/internship. Individuals must have applicable education and/or experience applying principles, concepts, and methodology of a professional or administrative occupation to permit the independent performance of recurring assignments or carrying out difficult/complex assignments, operations, and procedures; or applicable education and/or experience applying a wide range of technical methods, principles, and practices similar to a narrow area of a professional field such as the design and planning of difficult, but well-precedented projects.

Possession of or ability to readily obtain a valid driver’s license issued by the State of South Dakota with a clean driving record.

The GPTLHB is a tribal organization that follows tribal preference laws. Our policy is to give preference to qualified Indian/Tribal candidates over qualified non-native candidates in hiring decisions if all other qualifications are equal.

Employment is contingent upon the outcome of all required criminal background checks.