Human Resources Director

JOB TITLE: Human Resources Director

LOCATION: Rockville, MD

HOURS: M-THURS (4 x 10 hours) Full - Time

PAY: $95k - $125k commensurate with experience

BENEFITS:

• Health/Dental/Vision Insurance - Cigna
• FSA
• HSA
• Life Insurance
• 401K Contributions
• Disability Insurance
• Paid Time Off
• Every Friday off
• Tuition Assistance
• Free Parking
• Paid Maternity and Paternity Leave
• STD/LTD/ADD Insurance (short-term disability, long-term disability and accidental death and dismemberment insurance)

GENERAL STATEMENT OF DUTIES: Human Resources Director will guide and manage the HR department. Responsible for organizing existing HR policies, programs and procedures into a cohesive HR plan that complies with federal, state and local HR laws. Manages ARAs payroll and compensation, benefits program, talent acquisition, development and retention, and employee relations. Works as a collaborative member of the Senior Management team. The HR Director will provide hands-on assistance and serve as advisor to the management team, providers and COO about Human Resources issues.

SUPERVISION RECEIVED: Reports directly to the Chief Operations Officer

SUPERVISION EXERCISED: Has direct supervision of all HR positions, including Generalist, Payroll and Benefits Specialist, Recruiter and other HR positions deemed necessary.

TYPICAL PHYSICAL DEMANDS:

Requires prolonged sitting, some bending, stooping and stretching.

Requires eye-hand coordination and manual dexterity sufficient to operate a keyboard, photocopier, telephone, and other office equipment. Requires normal range of hearing and eyesight to record, prepare and communicate appropriate reports.

TYPICAL WORKING CONDITIONS:

Normal office environment. Occasional evening or weekend work.

EXAMPLES OF DUTIES: (This list may not include all the duties assigned.)

• Development of the Human Resources Department
  • Create strategic vision and plan for HR department in alignment with goals of Executive Committee and COO
  • Audit ARAs procedures and processes to ensure accuracy, compliance, efficiency and productivity and recommend improvements as needed
  • Oversee the implementation of new HR programs and update existing Human Resources programs as needed
  • Develop inventory of Human Resources policies, programs, and practices
  • Recommend new programs and policies as needed and implement approved programs
  • Develop and monitor an annual budget that includes Human Resources services, benefits and employee recognition
  • Oversee and manage the work of HR personnel and ensure timely delivery of all projects and assignments
  • Participate in executive committee, management, and other staff meetings as needed
  • Maintain knowledge of industry trends and employment legislation; ensures ARA is regulation compliant with Federal and State and Local legislation pertaining to all personnel matters
  • Consult with legal counsel as appropriate, and/or as directed by the

COO on personnel matters

• • Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintain personal networks; participating in professional organizations

• Payroll and Benefit Administration
  • Work with payroll vendor to ensure that company employees and shareholders are paid according to schedule
  • Supervision of processing of retirement plan loans, hardships and distributions
  • Work with CFO to update or create new payment categories as needed
  • Work with benefit administrators (healthcare insurance, malpractice, retirement plan, etc.) to coordinate, plan and implement benefit programs
  • Complete annual audits associated with benefit plans, such as workmans compensation and retirement audit
  • Coordinate information processing regarding employees and benefits with COO and CFO, as needed

• Employment and Staffing
  • Establish and lead standard recruiting and hiring practices and procedures
  • Develop and implement employee recruitment, engagement, and retention strategies
  • Assist management team with hiring needs such as: candidate screening, position posting, compensation, new employee paperwork, etc.
  • Background check and drug testing for all new employees. Responsible for written communication to applicants with criminal charges allowing for opportunity to provide information regarding the circumstances related to the charges in order to make a determination for employment.
  • Responsible for written communication to applicants with positive drug test results, coordinating with applicant and laboratory for additional confirmation testing at an approved laboratory
  • Responsible for the administration and compliance for Unemployment

Insurance requests for separation, appeals and mediation as needed

• • Responsible for WC claim filings
  • Responsible for COBRA Administration and compliance
  • Coordinates and manages issues regarding employee visas
  • Interview management and senior level candidates and approve final candidates for all new hires
  • Support managers, work with employees and ensure appropriate tracking for FMLA and other LOA
  • Ensure an exit interview is conducted for all voluntary terminations
  • Work with COO to determine annual wage and salary program
  • Works with COO and OSHA Manager for COVID-19 testing and vaccination tracking for all physicians and staff
  • Oversees and manages all employee files
  • Assesses, oversees and manages HRIS systems and makes recommendations for changes, as needed
  • Work with department managers to ensure all job descriptions are kept up to date and new positions have job descriptions created
  • Work with department managers to ensure that training checklists for all positions are regularly updated
  • Oversee employee benefits program including communication of updates, options and deadlines to all staff
  • Coordinate the use of insurance brokers, insurance carriers, pension administrators, and other outside resources
  • Collaborate with finance department/payroll staff on employee compensation issues, disability, life insurance or other payouts to employees

• Employee Relations
  • Work directly with department managers to assist with personnel matters (i.e. performance counseling, disciplinary action, skills coaching, additional training, etc.)
  • Maintain open door policy to assist physicians, managers and staff with workplace issues and concerns; Conduct investigations and mediate when employee complaints or concerns are brought forth
• Performance Management
  • Work with management team to incorporate departmental and/or organization goals in employee performance reviews ensuring that employee performance expectations are aligned with organizational goals
  • Assess annual performance review program and recommend appropriate changes that will improve objectivity of the process
  • Administer annual performance review, key performance indicators (KPI) and merit increase program
  • Ongoing assessment, development and management of performance issues for physicians, managers and staff
• Training and Development
  • Oversee development of ARA policies and procedures
  • Oversee new employee orientation program
  • Develop and implement ongoing training for managers and employees on relevant issues
  • Responsible for annual Ethics and Integrity Training program and annual

Compliance Training program

• • Direct the preparation of tracking reports for credentials, certifications, and licenses; ensure up-to-date licenses and malpractice are on file; track participation in ARA mandatory education programs
  • Lead the implementation of company safety and health programs
  • Monitor the tracking of OSHA-required data
  • Ensure that employee handbook is maintained and updated

PERFORMANCE REQUIREMENTS:

Knowledge, Skills & Abilities:

• Ability to establish credibility, earn respect and build strong working relationships with COO, CFO, Managing Director, Executive Committee, physicians and department managers
• Ability to work with others in a collaborative and solutions focused manner to achieve win-win outcomes
• Understanding of personalities and behavioral styles in order to work collaboratively and successfully
• Approach to work that inspires confidence
• Strong working knowledge of employment law issues and the ability to apply these to a variety of situations
• Familiarity with best practices and experience in coaching managers to achieve success
• Ability to plan ahead to anticipate problems, and create plans for worst-case and best-case scenarios
• Skill in making sensible, intelligent decisions in difficult situations
• Excellent attention to detail
• Demonstrable maturity, professionalism and grace
• Excellent communication skills; ability to listen effectively