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Chief People and Culture Officer
2 months ago
As a vital strategic collaborator and under the guidance of the Vice President for Operations, the Chief People and Culture Officer will be instrumental in shaping, implementing, and sustaining the organization’s human resources and cultural initiatives aligned with Meridian Behavioral Health's mission, vision, and values.
The Chief People and Culture Officer will coordinate efforts in the domains of equity, diversity, and inclusion, employee wellness; ongoing workforce enhancement, staff training and professional growth, as well as HR policy formulation and adherence.
The following responsibilities are typical for this role. These should not be interpreted as exhaustive or exclusive. Additional tasks may be assigned as necessary.
Human Resources Compliance and Administration:
Ensure the organization’s adherence to federal and state regulations concerning all personnel matters (ADA, FMLA, Wage and Hour, benefits, etc.).
Communicate the organization’s annual objectives to relevant staff.
Establish a routine for conducting job analyses and creating/updating job descriptions as required.
Act as a resource for team leaders in addressing employee matters and assist them in coaching, evaluations, staff training, problem-solving, consensus-building, disciplinary actions, exit interviews, etc.
Manage and resolve employee relations, performance, or grievance issues in a legally compliant and professional manner; conduct thorough and objective investigations, support disciplinary actions, and facilitate exit interviews as necessary.
Assist managers/supervisors in interpreting, administering, and guiding an Employee Relations strategy.
Conduct formal investigations; support the management of actions and proceedings related to employment; collaborate with legal counsel and external specialists as needed.
Draft and ensure legal compliance in standards, policies, and procedures for the performance review process.
Collaborate with leaders to provide guidance on employee career development, succession planning, retention strategies, performance management, and leadership development.
Identify training needs, coordinate employee development programs, and support continuous learning initiatives.
Assist the Vice President for Operations by analyzing and adjusting compensation policies and ranges to establish competitive, consistent, and equitable programs and incentives, ensuring compliance with legal standards.
Work with executive leadership to create a competitive and fiscally responsible benefits, compensation, and leave program, including merit increases, bonuses, COLA, etc.
Maintain knowledge of and ensure strict compliance with federal and state employment-related laws and regulations.
Health and Welfare Benefits:
Evaluate benefits options and cost alternatives for employee benefits; recommend modifications to benefits programs and implement approved changes.
Oversee the administration of benefits programs, including health, retirement, life, disability, cafeteria, EAP, and other offerings; manage all enrollments, changes, and terminations.
Conduct monthly reconciliations of benefits statements and authorizations prior to payment; coordinate with insurance carriers regarding any issues related to enrollments/terminations/premiums.
Manage communication processes related to benefits administration; coordinate and conduct annual benefits Open Enrollment across all locations.
Collaborate with the Payroll Department in processing bi-weekly payroll; partner with the Controller to ensure effective communication of data between Human Resources and Payroll.
Manage tracking of Client Injury Reports, Critical Incident Reports, and Medication Error Reports; coordinate with insurance companies/risk management advisors as appropriate.
Manage relationships with benefits brokers, vendor partners, and consultants.
Oversee administration and management of all Leaves of Absence
Serve as the primary point of contact for communications and processes related to various Leaves of Absence, remaining current on all relevant laws and regulations.
Company Culture:
Assess Company culture and provide recommendations for changes to achieve organizational goals and objectives.
Collaborate with the leadership team to develop and implement consistent policies/programs that enhance employee engagement, improve, and define the organizational culture.
Lead initiatives and activities to ensure the Company culture is embraced and supported throughout the organization.
Support the orientation program for new employees, ensuring they understand the role of the Human Resources department, Company culture, Code of Conduct, mission, vision, values, and related expectations.
Oversee the development and facilitation of activities and events that promote the organization’s ambition to be a great workplace and support efforts to enhance employee attraction and retention.
Represent the organization externally as requested to further support its objectives, particularly regarding reputation, culture, and human resources.
Qualifications Required to Perform Essential Job Functions:
Bachelor's degree in Business, Human Resources Management, or a related field; a master's degree is strongly preferred; PHR/SPHR/CEBS and/or other professional certifications are desirable.
Experience must encompass hands-on responsibility for the full spectrum of Human Resources activities, both operational and analytical.
Extensive experience in health and welfare benefit plan administration and implementation is required.
Proficiency with HRIS systems, UKG preferred.
Healthcare experience, particularly in a chemical dependency/behavioral health environment, is preferred.
In-depth knowledge of Human Resources policies/practices and employment law, with a strong background in employee relations, compensation, and benefits.
Exceptional interpersonal and communication skills; proven ability to engage with all levels of staff with comprehensive consultative, partnering, facilitating, and influencing skills.
Successfully led the development of and aligned enterprise culture with the organization’s Code of Conduct and guiding principles.
Strong verbal communication skills and the ability to engage with a diverse range of individuals from various backgrounds.
Proficient in MS Suite:
Outlook, Excel, Word, SharePoint, and PowerPoint.
Strong critical/strategic thinking, communication, and problem-solving skills; must be self-motivated and capable of managing multiple projects with key deadlines.
Proven ability to work independently with minimal direction while collaborating effectively with associated departments, particularly clinical services, operations, and finance.
Detail-oriented, able to interpret regulatory standards and requirements, and translate them into accessible language for all staff.
The contractor will not discharge or discriminate against employees or applicants based on inquiries about their own or another employee's pay.
However, employees with access to compensation information as part of their essential job functions cannot disclose this information to individuals without access unless required by law or in response to a formal complaint.
41 CFR c)