GENERAL STATEMENT OF DUTIES: Develops Human Resources policies and programs for the entire organization to include recruiting, orientation, training, employee relations, compensation, benefits and employee services. Originates Human Resources practices and objectives that will provide a balanced and compliant program throughout the organization. Coordinates implementation through Human Resources staff. Assists and advises senior management on Human Resources issues.

REPORTS TO: Chief Administrator

SUPERVISION EXERCISED: Supervises departmental staff

PHYSICAL/MENTAL DEMANDS: Sitting 6 8 hours/day. Can experience stress related to tense employee situations and critical HR decisions. Requires use of computer equipment.

ENVIRONMENTAL/WORKING CONDITIONS: Primarily office setting. Minimal exposure to communicable diseases.

RESPONSIBILITIES: Responsibilities include but are not limited to the following:

1. Formulates and recommends Human Resources policies and objectives for the entire organization.
2. Leads company in implementation of employee relations practices
3. Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g. OHSA, EEO, ERISA, Wage and Hour). Monitors exposure of the organization. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies.
4. Protects interests of employees and the organization in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations and leads/oversees company termination process. Reviews employee appeals through complaint procedure.
5. Establish wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Conducts salary survey as necessary to establish salaries for positions. Monitors for effectiveness and cost containments.
6. Establishes standard recruiting and placement practices and procedures. Interviews key position candidates as needed.
7. Establishes in-house management training programs that address company needs across organization (e.g. Performance Appraisal, Interviewing).
8. Defines all Human Resources programs and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees workshops, manuals, employee handbooks and standardized reports.
9. Oversees implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies.
10. Participates in the selection and coordinates use of Human Resources consultants, insurance brokers, insurance carriers and other outside sources.
11. Conducts a continuing study of all Human Resources policies, programs and practices to keep the organization abreast with current practice and informed of new developments.
12. Directs the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested.
13. Keeps management informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.
14. Assumes other duties as assigned by administrator.

JOB TITLE: Director of Human Resources

GENERAL STATEMENT OF DUTIES:

Develops Human Resources policies and programs for the entire organization to include recruiting, orientation, training, employee relations, compensation, benefits and employee services. Originates Human Resources practices and objectives that will provide a balanced and compliant program throughout the organization. Coordinates implementation through Human Resources staff. Assists and advises senior management on Human Resources issues.

REPORTS TO: Chief Administrator

SUPERVISION EXERCISED: Supervises departmental staff

PHYSICAL/MENTAL DEMANDS: Sitting 6 – 8 hours/day. Can experience stress related to tense employee situations and critical HR decisions. Requires use of computer equipment.

ENVIRONMENTAL/WORKING CONDITIONS: Primarily office setting. Minimal exposure to communicable diseases.

RESPONSIBILITIES: Responsibilities include but are not limited to the following:

1. Works as a member of the Premier Administrative Team
2. Formulates and recommends Human Resources policies and objectives for the entire organization and align Human Resources; goals with the goals and strategies of the organization.
3. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale including minimizing staff turnover.
4. Identifies legal requirements and government reporting regulations affecting Human Resources’ function (e.g. OHSA, EEO, ERISA, Wage and Hour, etc.). Monitors exposure of the organization. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies.
5. Protects interests of employees and the organization in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations and leads/oversees company termination process. Reviews employee appeals through complaint procedure.
6. Establish wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containments.
7. Establishes standard recruiting and placement practices and procedures. Interviews key position candidates as needed.
8. Works with administrative team to establish in-house management training programs that address company needs across organization (e.g., Performance Appraisal, Interview, etc.)
9. In coordination with the administrative team, defines all Human Resources programs and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees – workshops, manuals, employee handbooks and standardized reports.
10. Oversees implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies.
11. Recommends use of Human Resources consultants and other outside sources and coordinates with applicable departments. Also, assists with the Benefit Team for our employees benefit programs.
12. Conducts a continuing study of all Human Resources policies, programs and practices to keep the organization abreast with current practice and informed of new developments.
13. Directs the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested.
14. Keeps management informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.
15. Assess and monitor on a regular basis employee satisfaction, turnover and develop and implement, working with the administrative team, strategies for improvement.
16. Maintain effective new hire onboarding and orientation processes.
17. Assumes other duties as assigned by Chief Administrator.

PERFORMANCE REQUIREMENTS:

KNOWLEDGE, SKILLS & ABILITIES:

Knowledge of federal and state employment/labor laws, clinic policies. Knowledge of how to conduct wage/salary and employee satisfaction surveys; to mediate personnel grievances/disputes; to analyze human resources data for critical indicators. Knowledge of compensation/benefits administration. Skill in staying abreast with the state-of-the-art in employment, labor, compensation, government regulations related to personnel. Skill in gathering/analyzing objective and subjective data on personnel matters and facilitation resolution. Skill in advising/educating managers on best HR practices including employee training, motivation, development, discipline/termination. Ability to model effectively with many types of people at all levels including as an employee advocate, a manager counsel and a physician resource. Ability to direct the best use of the human resources management information system in reporting statistics. Ability to communicate effectively in written and verbal form. Must possess interpersonal and leadership skills and be team oriented.

EDUCATION:

BS in Business administration and/or Human Resources

EXPERIENCE:

Minimum of five years progressively responsible HR positions. Previous experience in health care setting a plus.

REQUIREMENTS:

Certification: SPHR, PHR or SHRM-CP

5-7 years of progressive HR Management experience

This description is intended to provide only basic guidelines for meeting job requirements. Responsibilities, knowledge, skills, abilities and working conditions may change as needs evolve.