What are the responsibilities and job description for the Human Resources Director position at Careers Integrated Resources Inc?
Shift - DAYS - 8HR
Unit - Human Resources Job Title:
Regional Director, Human Resources Acute Division, Southern California Job code/Pay Grade
2850 / 68 FLSA Status:
_ v _ Exempt Non-exempt Department / Location:
Human Resources EEO Class: Reports To:
Regional Vice President Supervisory Responsibility: (check one)
v _ Yes (Dotted line resp.) No Positions Supervised:
Facility HRDs (dotted line responsibility) Department Approval:
Human Resources Date Approved:
August 1, 2024 Position Summary: The Regional Director of Human Resources is responsible for providing leadership in the development and execution of human resources strategy in support of the overall business plan and strategic direction of the organization at multiple facilities across the region. Provides HR leadership, direction, and technical expertise in a variety of HR areas including but not limited to HR strategy, talent acquisition, employee engagement, employee retention, organizational change, employee relations, regulatory compliance, and compensation. Works with facility HR Directors in the region, overseeing key organizational processes, including but not limited to: development and interpretation of HR policies and Employee Handbooks, partner with Company labor relations department, assists with Corporate Legal with external complaints (e.g., EEOC, State Civil Rights, OSHA, and NLRB position statements, etc.), trending employee relations data, development and presentation of HR competency training programs, conducting regular site visits, HRD orientation, and other training programs, etc. Collaborates with the Division Director, Human Resources to ensure the execution and oversight of division HR strategy, policy, and processes. Required Knowledge, Skills, Licensure, Training & Travel Requirements (if applicable): Education Requirements:
Bachelor s degree human resources or related field from a fully accredited college/university is required.
Master s degree in human resources, business administration or related field from a fully accredited college/university is highly preferred.
License / Certification:
Professional certification (PHR, SPHR, SHRM-CP or SMRM-SCP) or equivalent) is highly preferred.
Experience:
Minimum of 10 years of professional HR experience, preferably in a for profit acute or behavioral health healthcare setting.
8 years of progressively responsible management experience, holding a area director, regional or VP level leadership role.
Multi-site experience required.
Able to work collaboratively and effectively with the field and leadership to achieve good outcomes.
Must be responsive in managing issues that require timely management/oversight.
Must have prior experience managing high volume full cycle recruitment process.
Thorough knowledge of federal, state, and local employment laws. Experience with EEOC and other regulatory agencies and Joint Commission requirements.
Knowledge of labor relations and union avoidance tactics.
Skills:
Knowledge of compensation practices and, also, knowledge of federal and state wage and hour laws.
Knowledge of HRIS systems (e.g., Lawson, HR Smart, RAS reporting, etc.).
Proficient Microsoft office (e.g., Word, Excel, Power Point, etc.).
Uses strong critical thinking skills to make solid recommendations and decisions based on timely, relevant information.
Strong experience with HR operations & employee relations, HR staff management & development.
Ability to maintain sensitive employee information as confidential.
Excellent verbal and written communication, analytical and organizational skills.
Travel Requirements:
Up to 35% travel. Essential Job Duties % of Time 1. Provides direction and support to facility HRDs and C-suite employees regarding a variety of HR-related issues. Serves as a consultant to the RVP ensuring HR strategies align and support operational outcomes. Responsible for the development of strategic initiatives, and long and short-range planning affecting Human Resources for the region. % 2. Oversees and participates in the delivery of HR services to align Facility HR with Facility/Company business needs. Conducts periodic needs assessment to align corporate HR priorities with Hospital business needs and regional strategic imperatives. 3. Develops talent management and engagement strategies for the region, overseeing internal and external recruitment plan and other related programs to attract quality applicants and retain employees. Regularly reviews HR metrics to analyze recruitment, hiring, retention, turnover, etc. to recommend adjustments to strategies and/or program development. 4. Provides consultation and direction to Facility HRDs, CEOs, and RVP regarding a variety of HR-related topics, including HR policies, practices, and emerging trends. 5. Ensures standardized job descriptions, job postings, policies, processes, and practices across the region based on Client HR recommendations and best practices. 6. Analyzes and interprets sensitive internal and external ER activities, including assigned Corporate Compliance matters. 7. Manages appeal process for the region pursuant to Dispute Resolution policy. 8. Oversees the employee performance evaluation and merit process to ensure execution is consistent with division guidance and equitable application to all staff. 9. Partners with Facility HR and Corporate Compensation team in designing, implementing, and administering competitive pay programs as well as monitoring internal equity issues. 10. Based on HR metrics and in consultation with facility CEOs, and Division Director, HR identifies competency gaps of HRDs. Collaborates with Division Director and corporate subject matter experts to determine appropriate training programs and resources. Consults with Facility HRDs to identify training needs and/or competency gaps for staff. 11. Provides on-site support to facilities during HR Director vacancies. 12. Coordinates recruitment and interview process to fill HR Director vacancies in the region. 13. Designs orientation and orients newly hired HRDs to the region. 14. Conducts quarterly HRD meetings in order to share best practices, regulatory updates, drive HR strategy and identify challenges and opportunities in the region. 15. Conducts periodic HR Review/audits at Facility, identifies compliance issues, and constructs action plans with CEO and Divion Director-HR. 16. Develops and interprets HR policy and Employee Handbooks. 17. Monitors vendor relationships for HR in the region. Collaborates with Division Director, HR to ensure vendor relationships align with division needs. 18. Develops and executes integration plans for newly acquired facilities in the region. 19. Performs other duties as assigned/required. Guidance Requirement: Indicate the degree to which the position is guided by the Supervisor/Manager (Check One) Direct supervision given. Specific/Detailed instructions provided. Procedures well established. Few decisions made. Supervisor readily available as needed. Independent judgment necessary. Supervisor is usually available. Little to no guidance provided by supervisor on daily basis. X Physical Effort Requirement: (Check One) Minimal physical effort. Physical Effort found in normal office environment. X Occasional strenuous effort (e.g., continuous typing, prolonged standing/bending, etc.). Frequent/strenuous physical effort (e.g., lifting, moving heavy objects, etc.).
Unit - Human Resources Job Title:
Regional Director, Human Resources Acute Division, Southern California Job code/Pay Grade
2850 / 68 FLSA Status:
_ v _ Exempt Non-exempt Department / Location:
Human Resources EEO Class: Reports To:
Regional Vice President Supervisory Responsibility: (check one)
v _ Yes (Dotted line resp.) No Positions Supervised:
Facility HRDs (dotted line responsibility) Department Approval:
Human Resources Date Approved:
August 1, 2024 Position Summary: The Regional Director of Human Resources is responsible for providing leadership in the development and execution of human resources strategy in support of the overall business plan and strategic direction of the organization at multiple facilities across the region. Provides HR leadership, direction, and technical expertise in a variety of HR areas including but not limited to HR strategy, talent acquisition, employee engagement, employee retention, organizational change, employee relations, regulatory compliance, and compensation. Works with facility HR Directors in the region, overseeing key organizational processes, including but not limited to: development and interpretation of HR policies and Employee Handbooks, partner with Company labor relations department, assists with Corporate Legal with external complaints (e.g., EEOC, State Civil Rights, OSHA, and NLRB position statements, etc.), trending employee relations data, development and presentation of HR competency training programs, conducting regular site visits, HRD orientation, and other training programs, etc. Collaborates with the Division Director, Human Resources to ensure the execution and oversight of division HR strategy, policy, and processes. Required Knowledge, Skills, Licensure, Training & Travel Requirements (if applicable): Education Requirements:
Bachelor s degree human resources or related field from a fully accredited college/university is required.
Master s degree in human resources, business administration or related field from a fully accredited college/university is highly preferred.
License / Certification:
Professional certification (PHR, SPHR, SHRM-CP or SMRM-SCP) or equivalent) is highly preferred.
Experience:
Minimum of 10 years of professional HR experience, preferably in a for profit acute or behavioral health healthcare setting.
8 years of progressively responsible management experience, holding a area director, regional or VP level leadership role.
Multi-site experience required.
Able to work collaboratively and effectively with the field and leadership to achieve good outcomes.
Must be responsive in managing issues that require timely management/oversight.
Must have prior experience managing high volume full cycle recruitment process.
Thorough knowledge of federal, state, and local employment laws. Experience with EEOC and other regulatory agencies and Joint Commission requirements.
Knowledge of labor relations and union avoidance tactics.
Skills:
Knowledge of compensation practices and, also, knowledge of federal and state wage and hour laws.
Knowledge of HRIS systems (e.g., Lawson, HR Smart, RAS reporting, etc.).
Proficient Microsoft office (e.g., Word, Excel, Power Point, etc.).
Uses strong critical thinking skills to make solid recommendations and decisions based on timely, relevant information.
Strong experience with HR operations & employee relations, HR staff management & development.
Ability to maintain sensitive employee information as confidential.
Excellent verbal and written communication, analytical and organizational skills.
Travel Requirements:
Up to 35% travel. Essential Job Duties % of Time 1. Provides direction and support to facility HRDs and C-suite employees regarding a variety of HR-related issues. Serves as a consultant to the RVP ensuring HR strategies align and support operational outcomes. Responsible for the development of strategic initiatives, and long and short-range planning affecting Human Resources for the region. % 2. Oversees and participates in the delivery of HR services to align Facility HR with Facility/Company business needs. Conducts periodic needs assessment to align corporate HR priorities with Hospital business needs and regional strategic imperatives. 3. Develops talent management and engagement strategies for the region, overseeing internal and external recruitment plan and other related programs to attract quality applicants and retain employees. Regularly reviews HR metrics to analyze recruitment, hiring, retention, turnover, etc. to recommend adjustments to strategies and/or program development. 4. Provides consultation and direction to Facility HRDs, CEOs, and RVP regarding a variety of HR-related topics, including HR policies, practices, and emerging trends. 5. Ensures standardized job descriptions, job postings, policies, processes, and practices across the region based on Client HR recommendations and best practices. 6. Analyzes and interprets sensitive internal and external ER activities, including assigned Corporate Compliance matters. 7. Manages appeal process for the region pursuant to Dispute Resolution policy. 8. Oversees the employee performance evaluation and merit process to ensure execution is consistent with division guidance and equitable application to all staff. 9. Partners with Facility HR and Corporate Compensation team in designing, implementing, and administering competitive pay programs as well as monitoring internal equity issues. 10. Based on HR metrics and in consultation with facility CEOs, and Division Director, HR identifies competency gaps of HRDs. Collaborates with Division Director and corporate subject matter experts to determine appropriate training programs and resources. Consults with Facility HRDs to identify training needs and/or competency gaps for staff. 11. Provides on-site support to facilities during HR Director vacancies. 12. Coordinates recruitment and interview process to fill HR Director vacancies in the region. 13. Designs orientation and orients newly hired HRDs to the region. 14. Conducts quarterly HRD meetings in order to share best practices, regulatory updates, drive HR strategy and identify challenges and opportunities in the region. 15. Conducts periodic HR Review/audits at Facility, identifies compliance issues, and constructs action plans with CEO and Divion Director-HR. 16. Develops and interprets HR policy and Employee Handbooks. 17. Monitors vendor relationships for HR in the region. Collaborates with Division Director, HR to ensure vendor relationships align with division needs. 18. Develops and executes integration plans for newly acquired facilities in the region. 19. Performs other duties as assigned/required. Guidance Requirement: Indicate the degree to which the position is guided by the Supervisor/Manager (Check One) Direct supervision given. Specific/Detailed instructions provided. Procedures well established. Few decisions made. Supervisor readily available as needed. Independent judgment necessary. Supervisor is usually available. Little to no guidance provided by supervisor on daily basis. X Physical Effort Requirement: (Check One) Minimal physical effort. Physical Effort found in normal office environment. X Occasional strenuous effort (e.g., continuous typing, prolonged standing/bending, etc.). Frequent/strenuous physical effort (e.g., lifting, moving heavy objects, etc.).
