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Market HR Director
4 months ago
The Human Resource Director (HRD) is a strategic partner to the Facility CEO and other leadership team members, responsible for defining, developing, and implementing human resources initiatives. The HRD is responsible for providing leadership and strategic direction for all areas of Human Resources, including: employee relations, talent acquisition and assessment, compensation management, performance management, training and leader-ship development, policy and procedures; and managing a team of HR professionals. The HRD reports directly to the hospital CEO, while receiving formal direction from the HSC Human Resource Business Partner (HRBP).
Reports to: Chief Executive Officer
Responsibilities of the Position
To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation.
Responsible for providing leadership and strategic direction for all areas of Human Resources within the assigned facilities.
Lead the activities of Human Resources staff members in the hospital including defining expectations, training, and managing performance.
Works in conjunction with and take direction from HRBP to ensure alignment of HR Strategy and Vision.
Responsible for developing and implementing effective, strategic recruitment, retention and succession planning programs, adhering to metrics and an analysis driven strategy.
Serves as a liaison with the hospital leadership team, communicating and leading HR strategic initiatives, analysis, and recommendations.
Develops an expectation of consistent administration and application of HR policies, ensuring compliance with federal, state, and local regulations.
Provides advice and counsel to facility management regarding appropriate progressive discipline; attend disciplinary meetings, investigations when appropriate and facilitate terminations to promote a positive employee/employer relationship.
Direct the development and maintenance of competitive compensation programs utilizing market data and HRBP support.
Responsible for ensuring HR compliance and readiness for Joint Commission, state/local surveys, SOX audits and other audits.
Develops and utilizes effective communication channels for educating and informing employees on various topics, with a focus on employee engagement (including, but not limited to employee benefits changes, policy changes, legal updates, training, and development).
Provide primary oversight and leadership for various HR related programs/initiatives, including Workers Compensation program, Performance Management program, HR Data integrity and data entry, Leave of Absence program, payroll activities in coordination with vendor.
Develop, monitor, review, coordinate and facilitate training programs, as needed, in alignment with hospital and organizational strategies.
Ensure compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Takes an active role in and supports the hospitals community efforts Regular and reliable attendance.
Perform other duties as assigned.
Organizational Expectations
Provides a positive and professional representation of the organization.
Promotes a culture of safety for patients and employees through proper identification, reporting, documentation, and prevention.
Maintains hospital standards for a clean and quiet patient environment to maintain a positive patient care experience.
Maintains competency and knowledge of current standards of practice, trends, and developments in related scope of role or practice.
Maintains compliance with organization's policies, as well as established practices, protocols, and procedures of the position, department, and applicable professional standards.
Complies with organizational and regulatory policies for handling confidential patient information.
Demonstrates excellent customer service through his/her attitude and actions, consistent with the standards contained in the Vision, Mission, and Values of the organization.
Adheres to professional standards, hospital policies and procedures, federal, state, and local requirements and the TJC standards and or standards from other accrediting bodies.
Participates in ongoing quality improvement activities.
Qualifications
Minimum Education
Bachelor's Degree is required.
Master's Degree is preferred.
Certifications/Licenses
PHR/SPHR certification is preferred.
Minimum Work Experience
Five years of progressive HR experience with a concentration on Employee Relations, Talent Acquisition, Talent Management, Training and Development and Compensation Management preferably in the healthcare industry. Supervisory experience overseeing various HR support roles preferred. Previous experience overseeing the employee relations of a large number of employees in multi-site setting highly desirable. Extensive knowledge of federal and state employment law, CMS, OSHA and TJC regulatory compliance.
Required Skills
Business Mathematical Skills -- Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rates, ratios, and percentages and to draw and interpret graphs.
Advanced Computer Skills -- Routine use of electronic mail and computer systems. Ability to incorporate complex and complicated functions into documents, spreadsheets, databases, and presentations to support business objectives.
Complex Communication -- Frequently communicates complex information and interacts with management. Can present, resolve, and address delicate situations. Can motivate and persuade others. Experience in a healthcare environment utilizing the tenants of Just Culture is strongly preferred. Strong interpersonal and communication skills is required. Must possess strong communication and problem-solving skills.
Varied Business Problems -- Problems are varied and complex, requiring analysis or interpretation of the situation. Problems are solved using knowledge and skills, general precedent, and practices.
Department Specific -- Decisions impact the management and operations within a department may contribute to business and operational decisions that affect the department.
Functional Independent Judgment -- Provides and sets goals and priorities for functional area. May make recommendations for department policies, practices, and programs. Makes decisions for and/or resolves problems for others.
Project Planning/Organization -- Handle multiple projects simultaneously including task delegation, project over-sight, and resource allocation.
Good communications skills to present the company's position to different management groups, union representatives, and government officials.
