Director, Human Resources

Description

POSITION SUMMARY

The Human Resources Director (HRD) leads and oversees several HR functions to include: employee relations, HR systems, recruitment and retention, reporting, legal compliance, ensuring a positive and compliant work environment. This position will collaborate with leadership across the organization to develop and implement strategic HR initiatives, fostering a culture of diversity and inclusion while attracting and retaining top talent.  Ensures compliance with all federal and state employment laws and regulations. Serves as a go-to resource for employee relations matters, providing guidance and support. Manages and maintains the Human Resource Information System (HRIS) as the super-user. Conducts training sessions for managers and supervisors on HR policies and procedures.

 

ESSENTIAL JOB DUTIES AND FUNCTIONS

While living and demonstrating our Core Values, the HR Director will:

 

General HR Responsibilities:

Administer various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures

Maintain compliance with federal and state regulations concerning employment

Responsible for the administration of the performance management process inclusive of probationary reviews, annual performance review process

Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed

Be the HR liaison and project manager as it relates to opening new clinical sites to ensure HR requirements are met timely

Assist with annual orientation of new class of residents/fellows with GME and HR team

Assist HR team with employee events and projects

Conduct training sessions for the management team as it relates to recruitment and selection, manager 101 on administering employee coaching, disciplines and performance improvement plans, harassment, etc.

Continue to improve processes and complete required PDSAs, SAFE Report, and community events

Provide annual UDS employee data for required health center report

Responsible for the oversight and timely filing of the annual EEO-1 report

Respond to data requests for grant submissions and other organizational reports such as board meetings, HRSA reports etc.

Regularly attend clinic huddles, operational meetings, and management meetings to disseminate critical HR updates, announcements, and policy changes

Work closely with other members of the HR team to maintain a high level of organization within

Provide HR support for HRSA site visits and applications

Responsible for clinician contract renewals

Assist and provide support to VP as needed

Special projects as requested/needed

Employee Relations:

Develop and implement HR policies and procedures related to employee relations.

Partner with all levels of management to communicate HR policies, procedures, and legal requirements to employees across all levels

Serve as a go-to resource for urgent employee matters, providing timely guidance and support on employee misconduct, employee personal crisis situations, and performance issues

Serve as a trusted advisor to managers, providing a confidential sounding board for complex employee situations. Collaborate with them to explore resolution options and develop effective strategies

Lead and guide involuntary employee separations in collaboration with relevant managers. Ensure a professional, compliant, and respectful process is followed throughout

Recommend and implement employee relations best practices to foster a positive work environment, high morale, and motivation

Conduct confidential investigations into employee complaints, concerns, and potential harassment, utilizing strong interpersonal and active listening skills to mediate solutions

Provide coaching and guidance to managers and supervisors on progressive discipline procedures and best practices as well as performance improvement plan administration, tracking and resolution. (e.g., TWCGME and TWCCH)

Conduct training sessions for managers and supervisors on handling employee relations matters

Maintain confidentiality throughout the employee relations process.

Maintain visibility to provide guidance and support to employees on a broad range of HR-related issues across all locations

HR Systems

Partner with stakeholders to select HR systems that meet the organization’s needs, as needed, and manage the implementation process of the chosen systems, ensuring a smooth transition for all users

Maintain the Human Resource Information System (HRIS) as the super-user. This includes managing the following modules:

HR data: Create, update, and maintain employee information in the HRIS system, ensuring data accuracy and integrity

Time and attendance: Configure and oversee timekeeping functions, including setting up rules, managing exceptions, and generating reports.

Document workflows: Streamline document management processes within the HRIS, including onboarding documents, new and annual signing of policies and procedures, agreements and acknowledgements to ensure compliance.

Data insights: Generate and analyze HR data reports to identify trends, inform strategic decision-making, and support workforce planning.

Web link configuration: Manage web link integrations within the HRIS to ensure seamless data flow and user experience.

Security: Administer user access control and security protocols.

Configuration: Ensure all settings are configured and updated as needed due to policy/procedure changes, new locations, legal updates, etc.

Community:  Communication through HRIS to employees of HR-related information, events, updates and important notifications.

Troubleshoot complex system problems and identify root causes.

Collaborate effectively with system administrators and vendors to resolve system issues.

Develop and implement solutions to optimize HR and payroll processes, fostering strong collaboration between the departments

Partner with Payroll and Finance to ensure proper administration of system functions, processing and data auditing inclusive of FTE allocations

Make recommendations for electronic solutions to reduce usage of paper processes

Proactively recommend new applications for current and emerging technologies, such as AI, to streamline workflows, enhance communication channels, and foster a more engaged workforce

Manage bulk data uploads to ensure accuracy and integrity

Ensure timely completion of annual system maintenance and updates, to include the end/beginning of fiscal year changeover of all employee time off programs

Deliver training to introduce new functionalities and easier methods to end-users

Conduct system security audits to identify and mitigate vulnerabilities and inaccurate date.

Compliance:

Comply with and stay up-to-date on all labor laws and regulations to ensure compliance and reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Fair Labor Standards Act’s (FLSA), the Department of Labor, and so forth

Proactively minimize the company’s exposure to employment-based lawsuits through adherence to legal best practices and a commitment to fair treatment of all employees

Champion a positive and respectful work environment to foster employee engagement and retention, reducing the potential for disputes

Protect the interests of employees in accordance with TWCGME and TWCCH Human Resources policies and governmental laws and regulations

Resolve complaints received through TWC’s reporting mechanisms such as SAFE and Direct Access

Ensure all TWC locations have required labor law and federal posting requirements as well as other organizational posting requirements

Requirements

REQUIRED QUALIFICATION:

Meet The Wright Center for Community Health and its affiliated Enterprise entities’ EOS People Analyzer Tool

Buy in and experience working in the EOS® model (strongly preferred)

Bachelor’s degree in Human Resources or a closely related field. A Master’s degree in Human Resources, Business Administration, Organizational Management, or similar experience is a strong plus.

10+ years of progressive leadership experience within Human Resources, ideally in a healthcare setting

Strong understanding of employee relations, HRIS implementation, maintenance and administration, data reports, legal compliance, and the ability to translate organizational strategy into effective HR initiatives

Proven ability to motivate, engage, and coach a team, fostering a positive and productive work environment

Proven track record of successfully guiding teams through organizational change and fostering a culture of innovation

Exceptional analytical and financial analysis skills with a passion for using data to inform strategic decisions

Ability to leverage strong spreadsheet skills (e.g., Excel formulas and functions) and independently gather data from various sources and transform it for analysis in spreadsheets

Strong proficiency to extract, clean, and analyze data for dashboards

Critical thinking ability to collaborate with stakeholders to understand data requirements and translate them into actionable reports and dashboards

Ability to manage multiple complex projects simultaneously with meticulous attention to detail and follow-through

Excellent verbal and written communication skills, adept at presenting information to diverse audiences. Ability to build strong relationships and collaborate effectively with all levels of the organization, including the executive tea.

Strong computer skills including advanced Excel and proficiency in other MS Office Suite applications (Word, PowerPoint) and Google Workspace

Strong background and proven experience in the selection and administration of an HR system, as well as other HR systems

Deep understanding of and commitment to creating a healthy, inclusive, and diverse work environment

Possesses sound business judgment, strategic thinking, and the ability to influence others while maintaining high ethical standards

Energetic and results-oriented with a proven ability to thrive in a fast-paced environment, adapt to evolving business needs, and remain calm under pressure

Strong mentoring, coaching, and leadership skills to develop the talents of others

A mindful and engaged listener who fosters open communication and mutual learning across all departments

Maintains strict confidentiality and adheres to all HR-related policies and regulations