Human Resources Manager

Job Description

An established, culturally sensitive healthcare organization that provides the community with the most affordable and accessible healthcare options is looking for an experienced Human Resources Manager. It is the organization’s priority to serve the underserved and provide every patient with the most comprehensive medical services available. Their dedication to the community is second to none and our standards involve tailoring our services to meet the needs of the culturally diverse and multi-lingual community that they have the privilege of serving.

The Human Resources Manager has the primary responsibility for providing strategic direction and oversight of administration in the areas of employee relations, policies, procedures, compliance regarding federal and state employment laws, and managing risk. The incumbent oversees the development and implementation of communications plans during organizational changes, transitions, and other society-wide initiatives that educate employees in the most effective manner. Partners with other leaders (benefits/payroll/operations) to ensure adherence to policies and design integrated processes to improve communication, systems, and workflow in support of organizational effectiveness. The Human Resources Manager will be a leader within the department to work proactively across the organization to increase morale and adherence to our cultural values.

Responsibilities:

Leadership and Employee Relations:

• Provides guidance to the Senior Leadership team to ensure support of organizational effectiveness and achievement of the organization’s mission, strategic plan, and cultural values.
• Leads and guides team members to do their best work and provide professional development opportunities. Mentor and coach to build capacity within the
  department.
• Act as HR partner to market leads; coach and mentor to ensure working at highest potential.
• Ensures consistent development and execution of internal HR policies, processes and practices.
• Provides business leaders with strong partnerships on employee relations strategies, identifying trends, recommending solutions, building skill sets, and driving proactive change in the
  organization.
• Effective management of people-related issues such as ER issues, disciplinary actions, legal issues (harassment, discrimination, leave, accommodations, etc.), performance management
  (including Performance Improvement Plans and Coaching plans), policy interpretation, and investigations.
• Consult and coaches’ managers/leaders on complex employee relations, performance management, reorganization/reduction, and organizational effectiveness issues spanning all levels within the organization.
• Provides advice and counsel to managers and leaders regarding personnel practices, policy, and employment laws.
• Ensures that the Society operates within current and local employment laws, policies, and procedures, and applies good practice, creating and sustaining our reputation as a good employer.
• Partners with Legal outside counsel in conducting investigations, research policies/practices, creates and gathers The healthcare organization, makes determinations, and implements
  resolutions when applicable. Identifies best practices and lessons to influence change and improvement in the organization.
• Lead project management and process for reductions in the workforce to include consulting with Managers, Legal outside counsel, and Finance.
• Develop materials and resources to support the process, ensuring an equitable and consistent selection process.
• Manage severance analysis, adverse impact analysis, legal review, training, scheduling, notifications, communications, and transition plans.

HR Policy/Process Design, Integration, and Implementation:

• Oversees company’s regulatory compliance with all policies and practices that present a risk to the organization and provides proactive counsel and guidance in these areas. Consult with legal counsel as appropriate.
• Partners with other department and functional leaders (benefits/payroll/operations) to ensure
  adherence to policies and design integrated processes to improve communication, systems, and
  workflow in support of organizational effectiveness.
• Develop and lead the integration of metrics to track progress on HR deliverables and priorities.
• Create a strategy, implementation, project, and communication plan for HR priorities and/or
  issues impacting employees.
• Provides oversight on procedures/practices regarding any and all employment-related matters
  including but limited to employment status determination, investigations, performance
  improvement plans, terminations, reductions in force, severance packages, etc.

Recruitment:

• Establish and manage recruiting plans, through consistent communication with senior leadership, to determine the strategic initiatives and forecasts for recruiting diverse talent across the organization.
• Use of new recruitment tactics as well as more traditional methods such as building relationships with community organizations, colleges, employment agencies, as well as other recruiters
• Maintain a pool of qualified candidates in advance of the need.
• Develop strong relationships and partner with hiring managers to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria.
• Evaluates applicants during the interview through a discussion of job requirements and how they relate to the experience of the applicant.
• Conduct mandatory, pre-employment process, consistently, for all new hires.
• Provide hiring process activities such as posting jobs on various media, running ads, reviewing applications, phone screenings, and interviews.
• Conduct exit interviews for all voluntarily terminated employees. Provide analysis reports to discuss trends and areas of improvement.
• Compose new hire announcements and seek approvals prior to delivery to all employees.
• Understand the working matrices and complexities of the business and functions.
• Provide employee turnover and other statistical information to appropriate parties.

Communication:

• Participating in Leadership meetings and presenting Company updates
• Developing and regularly presenting to the CEO status reports of FTEs, current vacancies, and any employee and labor relations matters.
• Knowledge of all pertinent federal and state regulations, filing, and compliance requirements both adopted and pending affecting employee benefit programs, including COBRA, FMLA, ADA, HIPAA, Workers’ Compensation and Social Security, DOL requirements, and any other state and federal laws.
• Proven leadership, interpersonal, and relationship-building skills working with clients and colleagues to communicate effectively, build consensus, and establish trust.
• Experience managing relationships and leading negotiations with internal and external partners.
• Strong critical thinking, problem-solving, organizational, and communication skills with confidentiality being paramount.
• Ability to research complex transactions and propose a resolution to issues and errors.
• Demonstrated ability to think creatively and critically when solving problems.
• Solutions-oriented project management skills including thinking and presenting ideas at a strategic level for input as well as ensuring outcomes are delivered and executed on a tactical
  level.
• A strong analytical mindset with a detailed focus on presenting data that supports and measures best practices and company goals.
• Operational management expertise with attention to process, execution, and delivery excellence to ensure strategic targets are achieved.
• Excellent written and oral communication skills.
• Ability to meet multiple deadlines in a deadline-driven, changing environment.
• Demonstrate success in working in a fast-paced environment while maintaining a professional demeanor and exercising tact and good judgment.
• Ability to effectively organize, structure, and present complex data to the Executive teams.

Requirements:

• Bachelor’s degree from an accredited college or university required.
• Former related experience performing similar responsibilities.
• Strong PC skills including Microsoft Excel, Word, and Outlook.
• Prior work experience in the healthcare industry is required.
• Strong attention to detail.
• Ability to meet deadlines.
• Excellent analytical and troubleshooting skills.
• Recommend innovative approaches, policies, and procedures to effect continual improvements in the efficiency of the healthcare regulatory guideline.
• Ability to organize and prioritize work.
• Ability to communicate effectively.
• Ability to work effectively in a team environment.