Director of Human Resources

Position Summary

Responsible to coordinate the human resources functions for Russellville Hospital to ensure fair and consistent administration of policies and compensation practices and maintain costs.

*Responsible for overseeing all human resources functions including, but not limited to, recruitment, employee relations, orientation and leadership/staff development, compensation and benefits administration. Directs day to day operations of the Human Resources Department and is a resource person for other department directors. Develops and recommends human resources practices and procedures that assist in the growth of the facility. Ensures compliance with federal, state, and local laws and other regulatory agencies.

*As director, serves as a positive role model for staff and responsible to communicate the organization’s mission, vision and goals to employees in a positive, ethical and compliant manner. Enables team members to excel in service excellence by positive communication, coaching, praising efforts and providing constructive feedback. Directs cost containment efforts, including inventory control for the department. Participates in performance improvement initiatives and ensures the department is compliant with Joint Commission, Conditions of Participation, and other regulatory agency standards. Promotes collaborative practice with other departments and physicians and exhibits the ability to work with others to find solutions to difficult technical or administrative problems.

Ages Served

• Non-Direct Patient Care

• Neonate: Birth to 28 days

• Infant: 28 days to 12 months

• Child: 12 months to 13 years

• Adolescent: 13 years to 18 years

• Adult: 19 years to 65 years

• Geriatric: 65 years and older

Position Specifications

Education

B.S. Degree in human resources or management preferred.

Experience

Prior experience as a human resources manager/director in healthcare setting preferred; or 2-3 years as a Human Resources Generalist in the hospital setting; or applicable healthcare experience in a leadership role.

Special Requirements Job activities are complex and diversified and only partially structured. The position requires considerable judgment to work independently toward general results, modifying or adjusting standard procedures to meet different conditions, making decisions based on precedent and hospital policies. Knowledgeable of relevant federal, state and local regulations relating to human resources, i.e., Title VII of the Civil Rights Act of 1964, Affirmative Action, ADA, FML, etc.

Skills - Strong people skills. Proficient with collection and analysis of data. Effectively uses Excel, Word, and Outlook. Is organized and able to manage multiple projects simultaneously and meet established deadlines. Has strong team facilitation skills. Demonstrates strong written and verbal communication skills.

Language Skills - Ability to read and communicate effectively in English. Sensitive to the cultural diversity of patient populations served to include society, language, etiquette, customs, manners and protocols.

Complexity of Duties and Responsibilities

Job activities are complex, diversified and only partially structured. Requires considerable judgment to work independently toward general results, modifying or adapting standard procedures to meet different conditions, making decisions based on precedent and hospital policies.

Supervisory Accountability

Direct supervision of a department. Has final approval in all department personnel actions. Provides significant input to long-term goals and objectives. Establishes training and development objectives and evaluates progress.

Confidentiality

Works with and is fully cognizant of confidential data of major importance such as personnel records, health records, and applications for employment.

Interpersonal Contacts

The position has frequent communication with upper level management and professional employees. Communications involve fairly complex information of largely routine matters.

Impact of Actions and Decisions

Errors are difficult to discover and normally involve decisions not subject to detailed review. May have adverse effect on relationships inside and outside the hospital. Substantial monetary loss. Significant impact on patient welfare.

Physical Demands/Working Conditions

Slight probability of significant accident or health hazards or exposure to blood borne pathogens.

Key Job Functions

· Demonstrates the ability to oversee the overall operation of the human resources function

· Demonstrates the ability to create an environment or culture that enables department to fulfill organization’s mission and meet established goals in a customer-friendly manner. Instills in staff a sense of ownership of their work processes

· Leadership style enables staff to grow, develop, and potentially promote to the next level of responsibility

Policy and Procedures:

· Demonstrates the ability to develop, recommend, and implement policies and procedures that guide and support employees in the provision of patient care, treatment, and services to ensure compliance with Accrediting Bodies, Conditions of Participation, and other regulatory agency requirements

· Maintains appropriate records to support consistent compliance with policies and procedures, Accrediting Body, OSHA, Conditions of Participation, and other regulatory agency standards

· Maintains departmental operations in continuous survey readiness

· Informs staff of all new or changed policies and procedures via verbal or written communications

· Maintains current HR Policies and Employee Handbook at all times accessible to hospital leaders and staff

Employee Recruitment/Selection/Performance Management:

· Works with department directors and hospital leadership to define required qualifications and competence of those staff that provide care, treatment, or services, and recommends a sufficient number of qualified and competent staff to provide care, treatment, and services

· Works with department directors to maintain accurate, written job descriptions and competencies in correct format

· Maintains written job descriptions of all facility positions in electronic format on share drive accessible to hospital leadership

· Implements recruitment activities both internal job posting and external to generate qualified candidates

· Conducts initial screening of applicants, both internal job bids and external candidates, for vacancies. Refers top three qualified candidates to managers for interviews

· Coordinates performance management process to evaluate performance, assess competency, and document hospital staff at 90-day and annual intervals

New Hire Process:

· Coordinates the new hire process for all new employees

· Quotes grade minimums on new hires, works up quotes for approval on above grade minimum new hires, promotions, and/or demotions; making job offers to selected candidates

· Implements and/or receives and reviews all new hire, employee maintenance paperwork to ensure completeness and accuracy of information prior to referral to next level processing

· Secures required approvals in compliance with internal audit standards

· Initiates drug screens, background checks, etc. for new hires, obtains required information to implement hire process

· Establishes and maintains personnel and employee health files for all employees, volunteers, and contract workers

HR/PR System:

· Responsible to enter and maintain all required elements of employee data in the electronic human resources/payroll system to facilitate current and accurate data and payroll processing in accordance with policy and established deadlines

· Demonstrates the skill to query database to generate reports for process improvement and leadership decisions

· Ensures payroll checks are mailed bi-weekly to employees

· Reviews required reports, documents review with date/initials, and files for internal audit review

Budgeting:

· Provides input and data for development of departmental capital and operating budgets; recommends capital equipment expenditures as needed

· Analyzes budget variances and reports on variances as requested. Maintains departmental operations within approved budget guidelines

· Provides for adequate space, equipment, and other resources are available for staff to function effectively and efficiently

Productivity Management:

· Develops and implements appropriate departmental performance improvement activities and participates in hospital performance improvement activities

· Demonstrates the ability to set expectations, plan and manage processes to measure, assess, analyze, and improve the organization’s governance, management, clinical, and/or support activities

· Prepares reports for committee review on a timely basis

· Attends and actively participates in assigned committees

Self Development and Growth:

· Completes all mandatory education in a timely manner and keeps skills up by seeking ways to improve self or obtain new knowledge

· Reads trade magazines/publications to stay abreast of human resources issues and trends

· Participates in conference calls, identifies process changes, etc., to be implemented at facility level, develops action plan for discussion with supervisor and implementation

Grievance/Problem Solving:

· Exhibits the ability to work with others and to find solutions to difficult technical or administrative problems

· Uses a systematic problem-solving process to make sound decisions in a timely manner

· Models behaviors of a problem solver instead of a problem starter

· Guides employees and department directors in the problem-solving process, monitors process, and immediately notifies hospital leadership of such activity

· Serves as first point of contact for department directors and staff, coordinating human resources services, assessing needs, resolving needs, and/or referring to next level as appropriate

Disciplinary:

· Monitors staff performance and compliance with hospital/departmental policies providing coaching, disciplinary counseling, and/or termination as appropriate

· Guides department directors in the disciplinary process, completion of appropriate documentation for inclusion in personnel file

· Initials all counseling forms prior to inclusion in personnel file

Complaint Handling – Harassment, etc.:

· Advises employees and department directors of harassment and complaint handling policies

· Meets with employees who voice complaints

· Immediately notifies hospital leadership of complaint and nature of complaint and provides periodic updates through closure

· Coordinates investigation of complaint, documents investigation and follow-up with employee(s) to close out issue

· Maintains documentation of complaint, investigation, etc., separate from personnel file

Constituency Satisfaction:

· Administers annual employee constituency satisfaction survey instrument

· Attains a 90% or better employee participation rate

· Participates in action planning and implements actions to improve employee overall performance mean score and selected categories over prior period

· Leads facility employee satisfaction committee and actively involves team in action planning to improve employee satisfaction

Hospital Accreditation:

· Demonstrates knowledge of standards, the ability to interpret standards, and implement processes to maintain compliance with current standards

· Maintains 100% of required items in 100% of employee personnel files at all times

· Conducts or monitors audits of new hire files within 90 days of hire and annually thereafter for key requirements to meet facility policy and/or regulatory compliance

· Collects and analyzes data for HR Staffing Effectiveness Plan, graphs, and reports to appropriate committee quarterly

· Prepares annual competency report for reporting to Board of Trustees in Q1 of each year for prior year

· Annual review of HR scope of service

License Validation:

· Conducts primary source verification of license, certifications, registrations for 100% of new hires and prior to expiration date for 100% of all other positions

· At least monthly generates a report and monitors license expiration dates for all licensed positions, notifying employees and department directors prior to expiration date

· Notifies administrative team and CNO/department directors monthly in advance of any issues

· Prepares and submits annual report to Alabama Board of Nursing of licensed nurses working in facility in January of each year

Employee Retention/Recognition/Relations:

· Proactively plans and administers employee retention and recognition activities designed to improve employee retention as evidenced by reduction in employee turnover rate over prior year

· Conducts exit interviews with employees leaving organization prior to their last day of work

· Conducts interviews with employees transferring from one department to another to identify trends. Discusses trends with hospital leadership team

· Analyzes employee turnover by department, position, tenure, reason to identify trends and recommends process changes to reduce turnover

· Coordinates Mercy Award program to ensure maximum exposure of program, recognized employees, and facility

· Proactively monitors employee issues to identify labor organizing efforts and advises hospital leadership of any such issues

· Develops calendar of employee recognition activities and executes program

Compensation Program:

· Maintains a current written Wage and Salary Program that documents pay practices

· Audits payroll register periodically to ensure fair and consistent administration of pay practices

· Participates in selected salary surveys

· Periodically evaluates salary ranges and recommends wage scale changes to maintain market competitiveness

· Develops cost analysis and ensures considered during annual budgeting process

· Develops cost analysis of annual raises, secures final approval from administration, and processes annual raises timely

Communication:

· Develops employee communication plan to:

· Position administrative team for success with employees as evidenced by question on employee satisfaction survey over prior period score

· Communicate policy and procedure changes, benefits, facility mission, vision, values

· Maintain current employee bulletin boards

· Ensures required regulatory posters are available in employee work sites

· Rounds in every department weekly to identify employee/manager issues/needs, communicates to administrative team (managing up) to improve processes, develop training programs, newsletter articles, policies and/or benefits promotions to improve leadership skills and employee satisfaction with work environment; and follows up with employee/manager to close out issues

· Daily makes visual contact with CEO to provide updates, resolve issues and recommend practice, policy, and/or process improvements, notify of upcoming events and/or ask “is there anything I can do for you”

· Provides periodic follow-up of issues until closure of issues to supervisor

· Publishes bi-weekly employee newsletter

Orientation, Education, and Training:

· Maintains current orientation program and agenda compliant with hospital policy and regulatory agency requirements

· Coordinates and participates in initial orientation process for new hires

· Works with education director and department directors to ensure employees complete annual mandatory training requirements to include Code of Conduct and HIPAA

· Develops and executes new manager orientation process

· Develops tool to assess leadership training needs, develops and executes leadership development training program on annual basis

· May serve as administrator and assign training courses to employees on facility electronic learning management system

Benefits Administration:

· Knowledgeable of employee health and welfare benefits and other benefits to include leaves of absences, PTO, sick leave, etc.

· Acts as liaison with employees in resolving benefit issues involving vendors and corporate benefits as appropriate

· Conducts annual benefit enrollment meetings, knowledgeable of automated enrollment system/process and can assist employees in enrollment process

· Periodically communicates benefits information to employees

Workers Compensation:

· Annually (January) completes and posts OSHA Log of employee injuries/exposures

· Reports employee injuries within 24 hours of injury to insurance carrier

· Works with claims representative to manage employee injury, medical care, and return to work

· Works with department directors to implement employee return to light duty position with restrictions

· Reports employee injuries to EOC/IC Committee monthly

· Executes and completes identified action items from facility Risk/Workers Compensation Assessment

· Works with employee health to provide periodic training to department directors to prevent accidents/injuries

· Demonstrates adherence in reporting occurrences of medical/healthcare errors and actions taken to improve infection control, environmental, and patient safety, both in response to actual occurrences and proactive findings

Time Management:

· Is a good steward of time staying focused on priorities

General:

· Uses appropriate etiquette when receiving, placing, and transferring phone calls

· Listens well, which demonstrates a positive attitude

· Addresses patients, visitors, co-workers, and physicians in a pleasant and respectful manner, displaying courteous behavior at all times

· Speaks clearly and has a pleasant manner. Smiles often

· Actively participates in hospital activities such as error reporting and focused improvement activities

· Handles any patient concerns or issues promptly and with a professional and courteous manner

· Maintains a professional image demonstrated by grooming, uniform choices, and communication skills

· Responds appropriately to suggestions and counseling, conveying a willingness to work well with others

Dependability

• Monitors attendance and tardiness with a focus on reliability and accountability.

Service Excellence

· Image: Adheres to professional appearance and dress code policies.

· Workplace Pride: Maintains cleanliness and a safe environment.

· Confidentiality: Protects patient and organizational data.

· Teamwork: Actively supports team members and organizational goals.

· Workplace Safety: Ensure a safe and exposure-free work environment by following all safety and infection control guidelines

Job Type: Full-time

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Flexible spending account
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Schedule:

• Monday to Friday

Ability to Commute:

• Russellville, AL 35653 (Preferred)

Ability to Relocate:

• Russellville, AL 35653: Relocate before starting work (Preferred)

Work Location: In person