Human Resources Director

JOB SUMMARY:                                                                                                                                 

The Human Resources Director is a senior-level position which provides organization and management of the Human Resources Department as listed below. The Human Resources Director must understand, model, and represent the organization’s vision, mission, and values at all times. The Human Resources Director is expected to promote and attend special events of the organization.  The Human Resources staff report to this position.

AREAS RESPONSIBLE FOR:

• Employee Health – Assures quality medical care for employees and compliance with ACA regulations.
• Employee Communications – Morale, productivity, retention, and written HR materials.
• Strategic Business Partner – Responsible for alignment of business objectives between HR and Administration.
• Diversity, Equity, and Inclusion
• Talent Acquisition/Recruiter/Retention – Sources, screens, and recommends candidates.
• Compensation and Benefits – Manages the compensation and benefit functions of the organization.
• Workforce Training and Development – Responsible for improving the productivity of the organization’s employees.
• Human Resources Information Services – Support and maintain specialized and internal HR systems, services, and applications used in the organization.

DUTIES AND ESSENTIAL JOB FUNCTIONS:                                                                                        

EMPLOYEE HEALTH

• Collaborates with the Infection Prevention Nurse on employee health compliance and regulatory requirements to ensure staff are compliant with regulations affecting employment such as new and annual testing for FIT, TB, HEP B, immunizations, and OSHA trainings.

EMPLOYEE COMMUNICATIONS

• Serves as the liaison and spokesperson for human resources, providing collaborative guidance and advice on integrated communication strategies to build employee morale, productivity, retention, and policy compliance.
• Takes the lead in the research, development, drafting, publication, and distribution of the employee handbook; conducts informational meetings, training sessions, and other communication forums to explain and discuss human resources policies.
• Communicates initiatives and deadlines to employees in a variety of print, digital, and interpersonal ways; tasks may include creating and publishing calendars, Intranet posts, and hosting meetings.
• Drafts and distributes reference materials such as open enrollment materials, goal and performance review initiatives, summaries of benefits for health and welfare programs, and retirement programs.
• Implements, conducts, facilitates, and/or analyzes results of employee morale and retention initiatives such as incentive programs, stay interviews, career development meetings, employee surveys.
• Provides guidance and coaching to managers, supervisors, senior leaders, and the HR department on communication strategies; assists with challenges such as low morale, high turnover, absenteeism, layoffs, and other difficult conversations.
• Maintains knowledge of trends, developments, and best practices in employee retention, morale, recognition, productivity, and incentives.

STRATEGIC BUSINESS PARTNER

• Conducts routine meetings with respective departments regarding organizations business objectives, providing HR guidance when appropriate.
•  Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides guidance and input on business restructurings, workforce planning, and succession planning.
• Identifies training needs for departments and individual executive coaching needs.
• Communicates with Risk Management regarding high level disciplinary issues.

DIVERSITY, EQUITY, AND INCLUSION

• Responsible for the creation of an inclusive, equitable and sustainable culture and work environment.

TALENT ACQUISITION/RECRUITER/RETENTION

• Assists Managers with job description creation and revision questions as needed, supports managers with using the HR platform for posting positions and interviewing.
• Research and recommend new sources for active and passive candidate recruiting.
• Continuously develop networks/partnerships to actively build database/pipeline of candidates and company brand.
• Recruit and perform talent acquisition activities including representing the organization at recruiting events.
• Give presentations at colleges, attend student group meetings, and increase college awareness of the organization before and after career fairs.

COMPENSATION AND BENEFITS

• Manages and monitors the development, implementation, and administration of compensation programs.
• Provides advice and recommends changes to Admin staff on pay decisions, policy interpretations, and job evaluations.
• Oversee the participation in salary surveys and monitors salary survey data to ensure organizational compensation objectives are achieved.
• Ensures compliance with federal, state, and local compensation laws and regulations.

TRAINING AND DEVELOPMENT

• Develop training development programs and objectives.
• Obtains and/or develops effective training materials utilizing a variety of tools.

HUMAN RESOURCES INFORMATION SERVICES

• Oversees and maintains optimal function of the organizations internal HR information services and systems in conjunction with the IT department including internal database files, backup files, integrity, security, and digitized employment records.
• Collaborate with executive leadership and HR staff to identify the needed improvements and enhancements to existing information services and databases; recommends and implements solutions.
• Compiles or assists with acquisition of complex data reports, summaries, and logs requested by senior executives and HR staff.
• Serves as the lead representative and liaison between HR, Information Technology, external vendors and other stakeholders for HR database design and implementation projects.
• Serves as the expert support representative and liaison between HR, Information Technology, Payroll staff, outside vendors on the HRIS platform and data flow/connections to ensure system integrity/security is maintained and compliant with policies and procedures and demonstrates the best-in-class user experience for the employees, managers, and our system administrators.

OVERALL FACILITY-WIDE MANAGEMENT EXPECTATIONS

• Supports managers daily with various tasks such as discipline, performance, termination, retention efforts, understanding policies and applying those to timekeeping.
• Prepare employee time schedules and adjust schedules as needed to ensure appropriate coverage of department.

• Responsible for accurate editing of employee time clock activity each pay period.
• Maintains department compliance with District policies and procedures as well as State and Federal regulations.
• Maintains the HRIS system and supports managers when posting positions, reviewing applications and participates in interviews when necessary.
• Oversees orientation and training of new employees in the department.

• Oversees the unemployment processes and attend hearings as necessary.
• Oversees compliance reporting for external agencies such as OBRA, OIG, DSHS, WSP, etc.  
• Oversees LNI processes/tools and works closely with WSHA on claims, etc.
• Conducts 90-day introductory and annual employee performance evaluations according to HR policy.
• Ability to support/update the policies and procedures consistently and fairly across the organization and recognize when policies or procedures need to be revised.
• Interviews, counsels, and disciplines staff as appropriate.
• Assists Administration/Accounting in the annual budgetary process.  Adheres to and monitors the departmental budget.
• Ability to collaborate and hold hard conversations with other professional leaders and executives.
• Collects data for Quality Assurance and Performance Improvement as related to survey standards.
• Maintains professional growth and development through seminars, workshops, and professional affiliations to keep abreast of the latest trends in the field of expertise.

• Demonstrates knowledge of infection control standards and adheres to the guidelines for handwashing, standard precautions, and bloodborne pathogens as required by DOSH.
• Always maintain confidentiality of all hospital and patient information as observed by peers and management.
• Demonstrates awareness of safe work habits and maintains a safe working environment by adhering to department and hospital policies, including but not limited to, zero lift, SDS, body mechanics and ergonomics.
• Demonstrates compliance with all Human Resources policies, including but not limited to, attendance, dress code, smoking, and name badges.
• Attends department meetings and participates in mandatory education.
• Conducts self in a professional manner and is pleasant, respectful, and courteous in all interactions with patients, families, staff, and other visitors to the hospital.
• Promotes effective working relationships and works cohesively with employees both within and outside of the department.
• Understands and demonstrates the mandatory reporting process for abuse or neglect as required by the Department of Social and Health Services.