POSITION TYPE : Hybrid
PAY RANGE : $130,000 - $145,000 depending on years of experience
POSITION SUMMARY
The Senior Director of Talent Management (TM) provides strategic leadership in the areas of talent acquisition and retention, leadership development, organizational development, employee programs, performance management, and compensation and benefits. This position also assists the CEO and executive leadership with culture development. This position develops and executes the talent management career cycle throughout the enterprise and oversees the credentialing function of the enterprise.
Reporting to the Chief Executive Officer, the Senior Director of TM is responsible for the development, implementation, and execution of policies and processes relating to all phases of human resources / talent management to include : compensation, benefits, recruiting, hiring, onboarding, personnel file management, performance management, training, organizational development and culture, employee handbook and policies, employee engagement, workforce planning, compliance, as well as staff and enrollee issues. The Senior Director of TM oversees essential department functions such as interviewing, hiring, and training employees within the department and planning, assigning, and directing work. The Senior Director of TM is also responsible for providing consultation and guidance across the enterprise on relevant areas such as appraising performance, disciplinary processes, addressing complaints, and resolving problems. The Senior Director of TM will also serve as an advisor to the President & CEO and resource to colleagues, department heads, managers, and staff to provide strategic partnership and solution- oriented outcomes. The Senior Director supervises a team of TM professionals.
KEY RESPONSIBILITIES
HUMAN RESOURCES STRATEGY
- Aligns talent management strategies and ongoing work with the organizational strategy.
- Supports the organizational development and evaluation of talent needs.
- Recommends innovative approaches, policies, and processes and recommends best practices for continual improvements in efficiency and effectiveness.
- Assist in the development and implementation of DEI and belonging strategies and initiatives.
- Supports supervisors with managing performance and development for all staff.
- Periodically assesses training needs to identify and implement staff development opportunities.
- Identifies risk. Understands, analyzes, and reports risk assessments to Executive Leadership Team.
STAFFING
Responsible for the supervision of recruitment activities across the enterprise and focuses on attracting top, skills based, and diverse talent.Manages staff who implement the onboarding process to help assimilate new staff into the enterprise.Educates staff on the organization's mission, vision, values, and benefits package.Serves as a resource to managers in the recruitment process to ensure consistency in recruiting, hiring, and onboarding practices for employees and enrollees.COMPLIANCE
Develops, maintains, and monitors requirements for legal and regulatory compliance with all government programs.Develops, recommends, and implements employee policies and updates employee handbook; accordingly, ensures policies are communicated and understood by all staff.Establishes and maintains department and staff changes, records, and reports.Maintains and expands knowledge and understanding of existing and proposed federal and state laws / regulations affecting human resource management. Identifies trends that could affect organization objectives and / or operational resources.Interprets appropriate laws and policies and advises management and employees accordingly.Ensures compliance with all federal, state, and local employment laws.Is responsible for organization insurance upkeep and renewals in compliance with guidelines.EMPLOYEE RELATIONS
Acts in support of the well-being, safety, and fair treatment of all staff.Collaborate with various department heads to promote a culture of inclusivity.Focuses and implements comprehensive employee recognition programs.Gathers employee feedback and creates solutions to address employee concerns and recognize employee efforts.Counsels' leaders, supervisors and employees on interpersonal conduct, grievance procedures and employee relations concerns for employees and enrollees.Sets and models CC's expectations and policies on workplace behavior; interprets policies and their related processes for staff.Conducts internal investigations as needed to ensure fair and equitable outcomes for involved parties and to reduce legal exposure for claims.Act as a liaison between management staff and outside legal counsel and other vendors.PERFORMANCE MANAGEMENT
Trains supervisors on managing staff performance, giving, and receiving feedback, supporting staff's growth and development, and documenting all related conversations.Supports all staff with ongoing performance conversation and facilitates the annual performance review process, to include setting timelines, conducting training sessions, and coaching staff as needed.Creates, develops, and implements training programs in support of the growth and development of all CC staff.LEADERSHIP
Serves as a trusted advisor to the President & CEO regarding compensation and benefits in order to ensure Community Connections remains the employer of choice. Periodically will be asked by the CEO to provide reports to the Board of Directors and / or the Board Compensation Committee Chair.Partners with the CEO and executive leadership team on developing innovative human capital strategies to enable the enterprise to continue to expand, grow, and transform.Partners closely with the CEO to develop initiatives that inspire employees and the enterprise around common goals, vision, and values.Serves as a trusted colleague to the executive leadership team in designing a transformative enterprise of talent and human relations strategies to drive the success of the enterprise, and provides expertise on managing complex and sensitive employee relations matters.Forecasts and manages the Talent Management budget.ADMINISTRATIVE
Manages and monitors all entries in the organization's Human Resources Information System (UltiPro) and communicates with the Finance & Payroll team to ensure all payroll- related changes and employee demographics are captured in UltiPro.Initiates or monitors all employment-related changes in the employee life cycle, from hiring to offboarding staff. Input changes in UltiPro to ensure payroll processing.BENEFITS AND COMPENSATION
Manages staff who oversee the day to day benefit administrative operations, however, will be expected to ensure the quality of service and that the benefit programs provided by CC strive for competitive positioning, cost effectiveness and internal equity among employees.Ensures the organization's compliance with provisions for the Employee Retirement Income Security Act and the Affordable Care Act.Responsible for building and managing the organization's compensation plans, including developing and implementing a compensation structure and pay philosophy in collaboration with the Chief Operating Officer.CREDENTIALING
Develop and maintain internal and external detailed databases of required state licenses, certifications, and credentials of each provider.Responsible for the maintenance of the provider roster to include identification and flagging of gaps or potential risks, monitoring and addressing of relevant timelines associated with expirations / renewals (ensuring recertification occurs timely), and ensuring all appropriate documentation is filed with appropriate entities.Conducts research on updated state and federal regulations and policies.Maintains current and accurate credentialing data for providers.Provides real time updates to leadership on credentialing statuses and / or of any arising issues.Develops internal credentialing processes.In addition to role responsibilities, each staff member of Community Connections has the following responsibilities as a part of their employment :
Models and reinforces Community Connections mission to provide behavioral health, residential services, and primary health care coordination for marginalized and disenfranchised women, men, youth, and children living in the District of Columbia, many of whom are coping with challenges including mental illness, addiction, and the aftermath of trauma and abuse.Models and reinforces Community Connections values of quality, innovation, respect, equity, and integrity daily.Reinforces Community Connection's commitment to diversity, equity, and inclusion.Protects the privacy of our consumer's protected health information by maintaining compliance with HIPAA and other relevant CC related IT security regulations.Completes and stays current on role specific and organizational wide training.Performs other duties as assigned on an as-needed basis.DESIRED KNOWLEDGE / SKILLS / ABILITIES :
Bachelor's degree in Human Resources, Organization Development, Business, or related field required; Master's degree preferred.10 years of demonstrated Human Resources experience or an equivalent combination of education and experience and 5-7 years of experience in human resources leadership and management.5 plus years of leadership and management experience.HRCI or SHRM Certification preferred.Knowledge and practical application of skills in UltiPro or other HRIS applicationsWorking knowledge of CARF, CAQH and CMS credentialing and privileging standards and experience with provider credentialing.Expertise with Microsoft Office applicationsAbility to effectively envision, develop, and implement new strategies to address business challenges.Strong verbal and written communication skills, including interpersonal savvy, and listening skills.Proven ability to handle confidential information and sensitive issues in a professional manner.Strong business and financial acumen and broad business skills.Excellent consulting, coaching, facilitation, complaint investigation and client management skillsAbility to work independently, with initiative, and problem-solve in a thoughtful, considered manner.Detail-oriented and organized, with accuracy and follow-through.Ability to work in sensitive situations with utmost discretion and maintain confidentiality.Learns and adapts quickly; is self-reflective.Culturally sensitive working with people from diverse backgroundsAbility to deal with ambiguity, deadlines, and multiple priorities in a fast paced, consistently evolving environment.Strong project management orientation.Strong financial and analytical skills.Mission driven, inspirational, decisive, and tenacious.
Salary : $130,000 - $145,000
