HUMAN RESOURCES DIRECTOR

Description

Essential Functions: 

The Human Resources Director manages the day-to-day operations of the Human Resource needs of the employees and the organization. The Human Resources Director is responsible for providing an organization-supportive, customer and employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

Supervisory Responsibilities

            Direct: Human Resources Coordinator

            Indirect:  other positions as required by CEO   

Challenges in Position

Frequent multi-tasking.  Frequent interruptions.   Coordination of several jobs at one time.  Prioritization of competing needs.  Complexity of rules and regulations require critical thinking and interpretation.

Qualification Requirements

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily with professionalism and mutual respect for all.  The requirements in this job description are representative of knowledge, skill, and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Computer literate; proficient in Word, Excel, Outlook, and PowerPoint.  Must have strong written/oral communication, critical thinking, organization, and problem solving skills.  General knowledge of employment laws and practices.  Experience in the administration of benefits and compensation programs and other Human Resources programs.  Professional interpersonal and coaching skills.  Evidence of the practice of a high level of confidentiality.   

Education and Experience

Bachelor's degree or equivalent in Human Resources, Business, or Organization Development or equivalent required. Master’s degree preferred.

Five plus years of progressive leadership experience in Human Resources positions preferred.

Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.

Certificates, Licenses, Registrations, Vaccines

PHR or SPHR, or SHRM-SCP certification preferred, or obtained within two years of employment.

Valid drivers’ license and good driving record required

Valid automobile insurance required.

Reliable personal transportation required

Influenza vaccine during influenza season (Nov. – March) required                     

Mathematical Skills

Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.  Ability to compute rate, ratio, and percent and interpret bar graphs.  Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

Reasoning Ability

Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.  Ability to define problems, collects data, establish facts, and draw valid conclusions.

Language Skills

Ability to read, analyzes, and interprets common scientific and technical journals, financial reports, and legal documents.  Ability to respond to common inquiries or concerns.  Ability to write reports, business correspondence, and procedure manuals.  Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.  Ability to respond effectively and appropriately to the most sensitive inquiries or complaints.

Equipment and Machines Used

            Computer/laptop                       Telephone                    HRIS               

            Copier                                      Printer/fax                    Secure Staff Communication System    

            *All other routine office and/or company equipment.

Position Requirements (not all inclusive)  

Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Maintain continuous awareness of and compliance with regulations and standards specific to Federal and State (GA & AL) hospice Human Resource requirements.

Assist with the monitoring of the company wage and salary structure.  Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff.

Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

Administer or oversee the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; worker’s compensation; and training and development.

Manage the recruitment process for employees and interns using the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.

Plan, develop and provide oversight for the administration of employee benefit programs including but not limited to health and life insurance, 403(b) retirement program, employee assistance program and others.

Administer the worker’s compensation reporting and compliance process.

 Direct the payroll processing activity to ensure accuracy and compliance with federal and state laws..

Oversee OIG exclusion checks for hospice employees and providers via the OIG list of excluded individuals and entities.

Oversee that criminal background screening, driving records, and sex abuse registry verifications are completed on all new hires, and during employment as per policy.

Responsible for updates of the employee handbook at least annually and as necessary; maintains current employee handbook on company intranet.

Manage the development and maintenance of the Human Resources sections of the company website and intranet site, particularly recruiting, culture, and company information.

Oversee the maintenance of employee-related databases for licensure, certification, annual health requirements, CPR, and other employment requirements, and ensures that required items are current.

Assist with employee development programs, as well as new employee onboarding.

Develop, update, and communicate with staff all Human Resources policies.

Provide HR regulation and Columbus Hospice processes and procedures training to all managers annually.

Recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.

Participate in the conduct of investigations when employee related complaints or concerns are brought forth.

Advise managers and supervisors in the progressive discipline system to ensure consistency,  and compliance with policy.

Assist with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports.

Direct the coordination in developing and scheduling benefits orientations and other benefits training.

Direct the administration of the 403(b) plan and ensure the completion of yearly compliance reporting.

Ensure compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), FLSA, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.

Protect the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Assist with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.

Assist with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.

Help to monitor the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.  Assist with the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.

Maintain standardized and accurate job descriptions for all employees; maintains standardized evaluation and competency tools for all job descriptions.

Assist the organization in maintaining a workforce that is cross-trained to other roles where appropriate.

Assists with development of succession plans for all key positions, from CEO to all management and leadership positions, supporting a “promote from within” culture when possible.

Participate in staff development to earn at least 15 hours of CEUs per evaluation year, of which 12 must be Hospice related as per policy.

Attend mandatory in-service education and staff meetings.

Attend at least one Memorial Service per evaluation year per Columbus Hospice policy.

Take all reasonable precautions to maintain privacy and non-disclosure of any confidential information about patients, other staff members, and the general operations of Columbus Hospice, Inc.

Represent the company in a positive and professional manner at all times with others, e.g., co-workers, management, vendors, and customers.

Complete all job responsibilities in a thorough and complete manner, utilizing good judgment in all aspects of the job.  When unsure of a directed task or any part of job responsibilities, proactively seek the assistance of immediate supervisor.

Ensure job responsibilities are met.

Assist with special projects, as requested.  All other job duties as may be assigned.

Physical Demands

The physical demands described here are representative of those that must be met by an employee successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk or hear.  The employee frequently is required to stand; walk; sit; use hands to finger, handle, or feel; and reach with hands and arms.  The employee is occasionally required to climb or balance and stoop, kneel, or crouch.  The employee must occasionally lift and/or move up to 25 pounds.  Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally exposed to outdoor weather conditions.  The noise level in the work environment is usually low.

This job description is not intended to be a complete statement of job content, rather to act as a guide to the essential functions performed. Management retains the discretion to add or to change the duties of the position at any time.

Qualifications

Salary : $75,000 - $83,000