174 DIRECTOR OF HUMAN RESOURCES Jobs in Washington, DC
Whitman-Walker is Hiring a DIRECTOR OF HUMAN RESOURCES Near Washington, DC
Whitman-Walker HealthAs a federally qualified health center (FQHC), we offer integrated and affirming community-based health and wellness services to all with special expertise in LGBTQ and HIV care. We strive to respond to current and emerging healthcare needs within our communities.
Whitman-Walker Health SystemWhitman-Walker Health System is a community health system committed to advancing social justice and equality through health. Formed to support and advance the mission and purposes of Whitman-Walker, the Health System specifically oversees Whitman-Walker Institute and Whitman-Walker Foundation.
Job SummaryReporting to the CEO of Whitman-Walker Health and CEO of Whitman-Walker Health System, the Director of Human Resources is responsible for all aspects of human resources (HR), including talent acquisition, employee and labor relations, performance management, HRIS, total rewards (compensation and benefits), and compliance. The Director of Human Resources will assist and support the overall human resources strategic direction, and planning, and has responsibility for the management of daily operations of the HR Team. The Director is responsible for developing and ensuring effective implementation of plans, systems, policies, and processes for all areas within human resources to support enterprise business strategy, continuous improvement, and organizational development and culture aligned with Whitman-Walker’s mission, vision, and values and organizational goals and objectives.
Core Whitman-Walker Primary Essential Duties:
- Performs and behaves in accordance with Whitman-Walker’s mission, cultural norms, and core values of dignity, respect, affirmation, and humility.
- Maintain a respectful, non-judgmental, and compassionate manner with patients/clients/staff.
- Demonstrate excellent customer service by identifying and exceeding customer requirements.
- Adhere to Whitman-Walker policies and procedures, with special attention given to HIPAA requirements.
- Maintain data integrity through conscientious use of relevant tools and employing a system of checks and balances.
- Demonstrate organizational skills necessary to multi-task, meet deadlines, and re-prioritize as needed.
- Participate in organizational quality and performance improvement activities.
- Responsible for all Human Resources functions, including Talent Acquisition and Retention, Employee Engagement, Total Rewards – Benefits and Compensation, Performance Management, Employee and Labor Relations, and HRIS.
- Provides direction, and oversight to the Human Resources Team and leadership for the department, including development of individual and departmental key metrics and goals, managing, coaching, and developing coaching staff, and aligning departmental performance to organizational goals, mission, and vision.
- Develops and implements policies and procedures, implements process improvement, as well as workflows to support maximum efficiencies and a positive employee experience.
- Ensures compliance with all aspects of federal and DC employment laws, including Title VII, EEO, FMLA, ADA, OSHA, and regulatory compliance, including compliance with the Collective Bargaining Agreement (CBA), and applicable laws governed by benefits and compensation.
- Develops and maintains collaborative and effective working relationships with a variety of internal and external stakeholders, including union leaders, counsel, staff, and union representatives.
- Performs and behaves in accordance with Whitman-Walker’s mission, cultural norms, and core values of dignity, respect, affirmation, and humility.
- Maintains a respectful, non-judgmental, and compassionate manner with patients/clients/staff.
- Demonstrates excellent customer service by identifying and exceeding customer requirements.
- Adheres to Whitman-Walker policies and procedures, with special attention given to HIPAA requirements.
- Maintains data integrity through conscientious use of relevant tools and employing a system of checks and balances.
- Demonstrates organizational skills necessary to multi-task, meet deadlines, and re-prioritize as needed.
- Participates in organizational quality and performance improvement activities.
- Partner with executive leadership to develop HR strategies that support business objectives and foster a high-performance culture
- Provide strategic guidance and recommendations on organizational design, workforce planning, and succession planning
- Collaborates with leadership to develop departmental performance metrics, performance, and behavioral standards, and gathers data to analyze and identify any gaps.
- Develop and execute recruitment and retention strategies to attract and hire top talent across all levels and functions.
- Oversee the implementation of effective sourcing methods, including online channels, networking, and other partnership recruitment opportunities.
- Ensure a smooth and positive candidate experience throughout the recruitment process and the onboarding process and comply with all necessary reporting requirements.
- Ensure new hires, promotions, and changes comply with Whitman-Walker’s mission, vision, and cultural values, all applicable employment laws, including EEO and Title VII, and the Collective Bargaining Unit.
- Lead communication efforts related to HR initiatives, ensuring transparency and alignment across the organization.
- Manage change effectively by anticipating challenges, engaging stakeholders, and fostering a positive reception to change initiatives.
- Serve as a role model and foster a positive work environment through effective employee relations strategies
- Implement programs and initiatives that enhance employee engagement and retention, aligned with organizational mission and vision, values, diversity and inclusion, and compliant with CBA.
- Oversee and deploy the performance management process, ensuring performance aligns and supports organizational goals and objectives.
- Leads the design, implementation, and administration of competitive compensation and benefits programs for health, welfare, retirement, and other voluntary and work-life benefits.
- Conduct regular benchmarking and analysis to ensure the organization’s benefits offerings remain attractive and competitive.
- Provide education and information to employees to promote knowledge and understanding.
- Review and conduct analysis of benefits utilization and trends, to ensure optimum utilization and identify opportunities for cost reductions and enhanced services and offerings.
- Ensure compliance with plan documents, laws, and regulations governing benefits, including eligibility, submission of 5500s, reporting, and required notifications.
- Develop and implement the organization’s compensation philosophy and strategy and implement a job structure that supports the organization’s goals.
- Oversee and maintain the job structure, job review and analysis process, and salary analysis and review to ensure compliance with CBA, internal equity, and market competitiveness.
- Provide guidance and support to management on compensation decisions and salary reviews.
- Oversee the maintenance and management of ADP systems to streamline HR processes and enhance data-driven decision-making.
- Evaluate and assess users’ needs and work collaboratively with users, IT, and vendors to configure and update the system.
- Ensure data integrity and accuracy within HR systems, maintaining confidentiality and compliance with data protection regulations.
- Collaborate with IT to ensure a seamless transition for employee access, including onboarding, offboarding, and employee changes.
- Manage, oversee, and respond to all employee and labor relations activities across the organization, and maintain productive relationships with key union representatives.
- Collaborate with Whitman-Walker Executive Leadership and managers to establish the organization’s collective bargaining strategy and participate in negotiation discussions.
- Ensure that all labor agreements are implemented and administered appropriately, including reports, union dues, and other required notifications.
- Represent Whitman-Walker in collaboration with the CEO of Whitman-Walker Health and the CEO of Whitman-Walker Health System in dealings with governmental agencies such as the National Labor Relations Board and the Wage-Hour Division of the Bureau of Labor.
- Manage employee relations issues, including investigations, conflict resolution, and disciplinary actions.
- Research and respond to all correspondence with the union.
- Develop and implement all personnel policies (SOP), and employee handbook, and distribute annually.
- Serve as a member of the Labor Management Quarterly Meetings.
- Conduct confidential, sensitive investigations when breaches of company policy and/or local or Federal law occur, ensuring efficient, ethical resolution of all violations.
- Work closely with legal counsel when necessary to address complex employee relations matters and ensure compliance with labor laws.
- Responsible for monitoring and tracking all human resources expenditures.
- Responsible for the People Services Team budget, including capital and non-capital, assists with establishing a budget, reviewing expenses, identifying trends, conducting analysis, and cost reduction opportunities.
- Supervision of the People Services-HR Team
- Bachelor’s degree in human resources, related field, or equivalent work experience required, Master’s degree preferred.
- PHR or SPHR, SHRM-SCP certification is strongly preferred.
- A minimum of five to seven years of comparable human resources leadership is required, including experience in labor relations
- Prior experience in a healthcare setting is required.
- Proven track record of developing and implementing successful HR strategies and initiatives.
- In-depth knowledge of employment law, benefits administration, compensation practices, organizational development, and HR best practices.
- Strong leadership, communication, high emotional intelligence, and interpersonal skills with the ability to influence and collaborate effectively with senior management and cross-functional teams.
- Must demonstrate collaborative approach, critical thinking, and innovation in problem-solving,
- Experience working with an ethnically, culturally, and racially diverse work staff preferred; ability to work harmoniously with diverse groups of individuals required.
Job Summary
Full Time
$169k-222k (estimate)
09/09/2024
10/04/2024
The job skills required for DIRECTOR OF HUMAN RESOURCES include Leadership, Employee Relations, Initiative, Analysis, Coaching, Employment Law, etc. Having related job skills and expertise will give you an advantage when applying to be a DIRECTOR OF HUMAN RESOURCES. That makes you unique and can impact how much salary you can get paid. Below are job openings related to skills required by DIRECTOR OF HUMAN RESOURCES. Select any job title you are interested in and start to search job requirements.
The following is the career advancement route for DIRECTOR OF HUMAN RESOURCES positions, which can be used as a reference in future career path planning. As a DIRECTOR OF HUMAN RESOURCES, it can be promoted into senior positions as a Top Division Human Resources Executive that are expected to handle more key tasks, people in this role will get a higher salary paid than an ordinary DIRECTOR OF HUMAN RESOURCES. You can explore the career advancement for a DIRECTOR OF HUMAN RESOURCES below and select your interested title to get hiring information.
If you are interested in becoming a Director of Human Resources, you need to understand the job requirements and the detailed related responsibilities. Of course, a good educational background and an applicable major will also help in job hunting. Below are some tips on how to become a Director of Human Resources for your reference.
Step 1: Understand the job description and responsibilities of an Accountant.
Quotes from people on Director of Human Resources job description and responsibilities
Director of Human Resources also has duties that plans, directs, and implements policies for all areas of the human resources function including staffing, compensation, benefits, training, employee relations, safety and compliance.
03/13/2022: Charleston, WV
Directors carefully review departmental expenses and production processes before deciding how much human capital to allocate to each division of the firm.
01/05/2022: Davenport, IA
Director of Human Resources administers and innovates human resources programs and policies support company goals and positively engage the workforce.
12/28/2021: Pittsburgh, PA
Develops and implements policies for all areas of the human resources function.
02/09/2022: Mcallen, TX
Manages funds by planning and developing the departmental budget and exercising approval authority for expenditures.
02/25/2022: Alamogordo, NM
Step 2: Knowing the best tips for becoming an Accountant can help you explore the needs of the position and prepare for the job-related knowledge well ahead of time.
Career tips from people on Director of Human Resources jobs
Develop a system for creating data reports.
01/03/2022: Akron, OH
Manage all benefits administration and compliance.
02/20/2022: Houston, TX
Manage all payroll activities so that 100% of staff receive accurate payment every month.
12/17/2021: Miami, FL
Obtain a master’s degree (optional) or knowledge that includes expertise in federal and state employment laws.
01/17/2022: Richland, WA
Talent Support & HRIS Management.
02/21/2022: Columbus, MS
Step 3: View the best colleges and universities for Director of Human Resources.
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