Human Resource Specialist

Position Title: Human Resource Specialist Supervisor: Director of Human Resources

Position Function: The Human Resources Specialist manages the day-to-day operations of the Human Resource office. The HR Specialist manages the administration of the human resources policies, procedures and programs. The HR Specialist carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment.

The Human Resources Specialist is responsible for all or part of these areas:

recruiting and staffing logistics;

organizational and space planning;

performance management and improvement systems;

organization development;

employment and compliance to regulatory concerns and reporting;

employee orientation, development, and training;

policy development and documentation;

employee relations;

company-wide committee facilitation;

company employee communication;

compensation and benefits administration;

employee safety, welfare, wellness and health; and

employee services and counseling.

The Human Resources Specialist originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Specialist coordinates implementation of services, policies, and programs through Human Resources staff; reports to the Human Resources Director, and assists and advises company managers about Human Resources issues.

Primary Objectives:

Safety of the workforce.

Development of a superior workforce.

Development of the Human Resources department.

Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.

Personal ongoing development.

General Purpose: The Human Resource Specialist monitoring and reporting results of the compliance/ethics efforts of the company and in providing guidance for the senior management team on matters relating to human resources.

Educational Requirement: High School Diploma required. Degree or Certificate from a College or University Accredited Institution.

Licensure and/or Certification: Valid state driver's license, proof of auto insurance and ability to utilize personal car for travel within the region.

Experience: At least three years experience, of which must have been in a staff management, program planning and child welfare administration and include demonstrated leadership, familiarity with operational, financial, quality assurance, and compliance related operations of the organization. Knowledge of current evidence based practices and field implementation of those practices. Knowledge of COMAR and DC Rules and Regulations. Strong management skills to address personnel development and issues. Teamwork oriented, flexibility in working assignments and locations. Research and training orientation to motivate employees. Data management skills for evaluation and outcome measurement for services and contracts. Excellent written and oral communication skills, solution-focused problem solving skills.

Working Environment: Challenges due to multiple calls and inquires. Subject to many interruptions. Subject to varying and unpredictable situations.

Knowledge, Skills and Abilities: Working knowledge of computer systems. Excellent negotiation, interpersonal, analytical, oral and written communication skills. Ability to effectively interact with board members, community leaders, professionals and all levels of Contemporary Services, Inc. staff.

Duties and Responsibilities:

• Develops program strategic plans consistent with Contemporary Services mission, goals and objectives, e.g., regarding communications, technical assistance, and public policy.

• Develops, initiates, maintains, and revises policies and procedures for the general operation of the Compliance Program and its related activities to prevent illegal, unethical, or improper conduct.

• Develops and periodically reviews and updates Standard Operating Procedures (SOP) and Standards of Conduct to ensure continuing currency and relevance in providing guidance to management and employees.
• Collaborates with Executive Team, Director, Clinical Director, and other departments (e.g., Risk Management, Internal Audit, COA Committee, etc.) to direct compliance issues to appropriate existing channels for investigation and resolution. Consults with the COO and company's attorney as needed to resolve difficult legal compliance issues.
• Responds to alleged violations of rules, regulations, policies, procedures, and Standards of Conduct by evaluating or recommending the initiation of investigative procedures. Develops and oversees a system for uniform handling of such violations.
• Acts as an independent review and evaluation body to ensure that compliance issues/concerns within the organization are being appropriately evaluated, investigated and resolved.
• Monitors, and as necessary, coordinates compliance activities of other departments to remain abreast of the status of all compliance activities and to identify trends.
• Identifies potential areas of compliance vulnerability and risk; develops/implements corrective action plans for resolution of problematic issues, and provides general guidance on how to avoid or deal with similar situations in the future.
• Provides reports on a regular basis, and as directed or requested, to keep the Compliance Committee, Senior Management, and Director informed of the operation and progress of compliance efforts.
• Ensures proper reporting of violations or potential violations to duly authorized enforcement agencies as appropriate and/or required.
• Establishes and provides direction and management of the compliance Hotline.
• Institutes and maintains an effective compliance communication program for the organization, including promoting (a) use of the Compliance Hotline; (b) heightened awareness of Standards of Conduct, and (c) understanding of new and existing compliance issues and related policies and procedures.
• Works with the Human Resources Department and others as appropriate to develop an effective compliance training program, including appropriate introductory training for new employees as well as ongoing training for all employees and managers.
• Monitors the performance of the Compliance Program and relates activities on a continuing basis, taking appropriate steps to improve its effectiveness.

Overseeing and monitoring the implementation of the compliance program

Reporting on a regular basis to the governing body and leadership (medical group, medical school, and hospital), CEO and compliance committee on the progress of implementation, and assisting these components in establishing methods to improve efficiency and quality of services, and to reduce the vulnerability to fraud, abuse, and waste.

Periodically revising the program in light of changes in the needs of the organization, and in the law and policies and procedures of government and private payer health plans

Developing, coordinating, and participating in a multifaceted educational and training program that focuses on the elements of the compliance program, and seeks to ensure that all appropriate employees and management are knowledgeable of, and comply with, pertinent federal and state standards

Ensuring through purchasing that independent contractors and agents who furnish medical services to the health system are aware of the requirements of the compliance program with respect to coding, coverage, billing, and marketing, among other things

Ensuring through the human resources office, the dean's office, the purchasing department and the credentialing office that the Cumulative Sanction Report and GSA Excluded Parties System have been checked with respect to all employees, medical staff, and independent contractors

Coordinating internal compliance review and monitoring activities, including periodic reviews of departments

Responding to government investigations and queries as the principal point of contact

Independently investigating and acting on matters related to compliance, including the flexibility to design and coordinate internal investigations (e.g., responding to reports of problems, 'hot-line' calls, or suspected violations) and any resulting corrective actions with all health system departments, providers and sub-providers, agents and, if appropriate, independent contractors; and

Developing policies and programs that encourage managers and employees to report suspected fraud and other improprieties without fear of retaliation.

Planning

• Work with Directors and Executive Team to assess, develop and implement program(s) services appropriate to the needs of clients and their families.
• Establish, review and implement program(s) policies and procedures.
• Plans, develops and administers programs with measurable outcomes, for continual improvement
• Coordinates regional-wide program services and related behavioral/mental health programs and activities.
• Develop division strategic plans consistent with Contemporary Services, Inc. mission, goals and objectives, e.g., regarding communications, technical assistance, and public policy of the related organization. Collaborate with Executive Team, Directors and others, as appropriate.

Implementation:

• Establish, maintain and nurturing working relationships with referring and other community agencies to ensure a steady flow of eligible clients to program(s).
• In consultation with Directors, continuously consider new processes and initiatives to improve and/or expand services as appropriate.
• Resolves problems encountered during daily operations, determines appropriate solutions, and promotes teamwork.
• Provide information on program(s) goals and objectives, treatment plans, resources and other pertinent information to appropriate collaterals as needed.
• Monitors the compilation of statistical data and maintenance of departmental reports and records and share appropriate feedback with staff.
• Evaluates programs to assure appropriate and adequate services and or treatment for clients and families
• In collaboration with Directors, develop/write funding initiatives and proposals
• Plan, manage & complete multiple complex projects using team of staff & consultants
• Negotiates with contract agencies for services;
• Assists and advises contract agencies in setting up treatment programs;
• Monitors contract agencies to assure provision of required services; recommends remedial actions if necessary
• Conducts research for special projects
• In collaboration with Director of Compliance, prepares and submits written and oral reports;
• Oversee division quality assurance, e.g. regarding COMAR and DC Rules and Regulations, licensure, and accreditation standards (COA).
• Oversee implementation of Contemporary Services Inc. policies and procedures, e.g. regarding record keeping and case practices.
• Oversee clinical and administrative supervision of division staff. Follow human resources policies to handle personnel matters, e.g., regarding staff competency.
• Advocates for quality child and family services throughout the community and region, using measurable annual division goals and outcomes. Serve on community committees and boards, representing and promoting Contemporary Services Inc..
• Evaluates programs to assure appropriate and adequate services and or treatment for clients and families
• Maintain liaison between state and local agencies
• Attends meetings; participates in seminars and conferences
• Other duties as assigned by the Director and Executive Team .

Leadership Competencies:

Beyond work experience, qualified candidates are expected to display the core knowledge, skills, and abilities essential to success as the Director of a child welfare agency. Below are leadership competencies that all candidates should possess:

Organizational Agility

Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.

Integrity and Trust

Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn't misrepresent him / herself for personal gain.

Process Management

Good at figuring out the processes necessary to get things done; knows how to organize people and activities; understands how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can simplify complex processes; get more out of fewer resources.

Planning

Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results.

Informing

Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make decisions; is timely with information.

Building Effective Teams

Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.

Motivating Others

Creates a climate in which people want to do their best; can motivate many kinds of direct reports and team or project members; can assess each persons hot button and use it get the best out of him/her; pushes tasks and decisions down; empowers others; invites input from each person and shares ownership and visibility; makes each individual feel his/her work is important; is someone people like working for and with.