Director of Human Resources

Community Health Centers is looking for a Director of Human Resources to join our team!

The Director of Human Resources oversees the overall strategic direction, planning, coordination, administration, and evaluation of the human resources function at Community Health Centers.  The Director is responsible for developing and ensuring effective implementation of plans, systems, policies, and processes for workforce planning.  Oversees key functions of talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, and total rewards (compensation and benefits).

BASIC QUALIFICATIONS:

    Education & Experience:

1. Bachelor’s degree in human resources or related field and 5 years progressive leadership in Human Resources.
2. SHRM Certification preferred or attained within one year of hire.
3. Experience with supervising and developing staff.
4. Experience implementing strategies and systems for talent management, compensation, benefits, and HR technology.
5. Experience in a health care setting and collective bargaining is highly desired.

   Knowledge, Skills & Abilities:

1.  Knowledge of Vermont and Federal employment laws

2.  Knowledge of principles and processes for recruitment/selection, training, compensation, benefits, labor relations, HR information systems, performance management, compliance, employment law, and employee safety.

3.  Ability to oversee projects from inception to completion and continuing through communication and education of staff on project outcomes.

4.  Ability to identify complex problems, review related information, and develop/evaluate options, and implement solutions.

5.  Skilled in motivating, developing, and directing people.

6.  Ability to understand and anticipate reactions in others and understand why they react as they do.

7. Ability to identify needs and develop HR related policies and procedures and programs.

8. Excellent verbal and written communication skills.

ESSENTIAL DUTIES:

Directs the Human Resources Function

1. Human Resources Administration:  Responsible for administration of HR programs and benefit plans, policies, and procedures; plans, organizes and controls all activities of the HR department; maintains knowledge of HR trends and legislative changes and ensures compliance. Develops HR forms and oversees maintenance and retention of employee records and files according to best practices.  
2. Compliance:  Responsible for compliance with State and Federal laws in all areas of the HR function; credentialing and privileging processes; manage risks associated with the HR function.
3. Recruitment and Orientation:  Directs the recruitment function and ensures legal compliance to minimize risk to CHC; trains and coaches supervisors and managers in the recruitment process; develops and maintains a comprehensive recruitment plan to attract and retain qualified candidates and employees; develops and oversees orientation programs.
4. Education and Training:  Recommends, evaluates, creates/develops, and participates in staff development activities for all employees.  Oversees the management of CHC’s Continuing Education policies and procedures.
5. HR Policies:  Develops, recommends, implements, and communicates HR policies and procedures; maintains Employee Handbook; recommends new approaches to affect continual improvements and maintain employee satisfaction.
6. Job Descriptions:  Develops job descriptions with supervisor input; assists/advises the writing and rewriting of job descriptions; administers employee classification programs.
7. Labor Relations/Retention:  Responsible for employee relations including coordinating Collective Bargaining, grievances and attending hearings; consults with legal counsel as appropriate and/or as directed by the Chief Executive Officer; coaches’ managers on best practices.   
8. Affirmative Action:  Develops and maintains affirmative action program, files EEO-1 annually and maintains other records, reports, and logs to conform to requirements.
9. Compensation:  Develops and maintains total rewards compensation systems and programs; conducts salary surveys and market analysis, and administers salary increases,
10. Benefits:  Responsible for benefits administration including analysis, surveys, budgeting, putting plans out to bid, plan document administration, compliance, etc.  
11. Performance Management:  Develops and manages the annual performance management systems including training managers on the process; monitors and develops career paths, and performance improvement plans.  

     12. Employee Separation:  Oversees employee separation processes including exit interviews, unemployment claims, and coordinates unemployment appeals.

     13. Staff Recognition:  Ensures programs are in place to recognize employees.

Personnel Management Responsibilities

1. Recruits staff and is responsible for conducting performance management activities including performance reviews, performance improvement plans, corrective action, disciplinary actions, and terminations.  
2. Provides appropriate levels of training for departmental staff, encouraging and ensuring professional development as appropriate.
3. Conducts staff meetings and communicates effectively with staff as appropriate/necessary.

Engagement and Retention

1. Encourages and models open communication between staff and other departments, ensuring effective interdepartmental functioning.  Makes recommendations as appropriate.
2. Leads org-wide initiatives to bolster employee engagement and retention.

Compliance Responsibilities

1. Ensures departmental work activities are in compliance with CHC policies, procedures and protocols.  Participates in the development of and revisions to CHC policies, procedures and protocols as required.
2. Ensures compliance with applicable governing laws/regulations and guidelines such as HIPAA, ADA, FMLA, NLRB, OSHA, FQHC’s, health insurance regulations, etc.  

Budgetary and Reporting Responsibilities

1. Provides input into CHC budget process and operates department within established budget. 
2. Responsible for reporting data/statistics as needed and/or requested by Management.  Makes recommendations based on findings.
3. Responsible for conducting department audits as needed and/or requested by Management.  Makes recommendations based on findings.
4. Conducts grant reporting and performs grant responsibilities as needed.

 Represents CHC in the community as required

   NON-ESSENTIAL DUTIES:

     Other duties as assigned

     PHYSICAL DEMANDS AND WORKING CONDITIONS:

• Work is performed in an indoor, environmentally controlled office setting at CHC office.
• Ability to push, pull, and lift 25 lbs.
• Must be able to speak clearly.
• This position will require sitting for long periods of time, walking, standing, bending, as well as using fine motor skills such as finger dexterity for typing.
• This position could be exposed to noise, frequent phone conversations, and requires average to above average visual acuity and hearing.
• Must be available to travel to other office locations as needed.

    OTHER REQUIREMENTS:

Relationships:  All CHC employees must maintain professional and effective working relationships with patients, staff, and the public.

Customer Service:  All CHC employees must provide high quality customer service to both internal customers (fellow employees), and external customers (patients and business associates) on a consistent basis.

Confidentiality:  All CHC employees must protect the confidentiality of all patients, patient care, staff/personnel information, business and proprietary information, and financial information. Employees must read and acknowledge receipt of CHC’s Confidentiality Policy.

Compliance:  Employees must complete required trainings and adhere to the Code of Conduct, and policies in the Employee Handbook. Employees must read and acknowledge receipt of CHC’s Code of Conduct and Employee Handbook.

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