HR-Director of Human Resources FT/Days

JOB SUMMARY: The Director of Human Resources (DHR) is responsible for leading and managing the human resources functions of Mee Memorial Healthcare System (MMHS) to support the organization's mission, values, and business objectives in today’s dynamic healthcare landscape. The DHR oversees the development and implementation of policies, programs, and strategies to address key HR needs, including employee relations, recruitment, retention, compensation, compliance, and training. The DHR ensures adherence to employment laws and regulations, develops initiatives to foster a positive and inclusive workplace culture, and supports department heads and employees with HR-related needs. This position requires strong collaboration with leadership, managers, and staff to address organizational challenges and ensure alignment with MMHS's strategic priorities.
The DHR also provides guidance on labor contract management, monitors compliance with applicable labor agreements, and ensures policies reflect the latest employment standards and best practices. This role is critical in driving organizational effectiveness and ensuring MMHS attracts, develops, and retains top talent to deliver high-quality care to the community.

PERFORMANCE DIMENSIONS AND TASKS

Essential Function

1. Human Resources Leadership:
• Establish and oversee the operational structure and strategic direction of the Human Resources (HR) Department, ensuring alignment with the mission, vision, values, and goals set by the Board of Trustees. Develop initiatives to address critical workforce challenges unique to the healthcare industry.
2. Workforce Planning and Recruitment:
• Develop strategies to address healthcare workforce shortages, including recruiting and retaining highly skilled professionals in competitive markets.
• Align staffing needs with fluctuating patient volumes and organizational goals, using workforce analytics to ensure efficiency and adaptability.
• Collaborate with managers to identify skill gaps and develop targeted recruitment plans.
3. Retention and Employee Engagement:
• Create and implement comprehensive retention strategies, such as career development programs, flexible work schedules, and employee engagement initiatives.
• Promote wellness initiatives, including Employee Assistance Programs (EAPs), work-life balance strategies, and programs to address healthcare worker burnout, mental health, and resilience.
4. Training and Development:
• Oversee onboarding programs that provide a strong introduction to organizational culture, systems, and compliance requirements.
• Implement and leverage Learning Management Systems (LMS) to deliver targeted training and ensure continuous professional development.
• Develop career development pathways and mentoring programs to support staff advancement and retention.
5. Compliance and Labor Laws:
• Ensure adherence to all applicable local, state, and federal labor laws and healthcare regulations, including FMLA, OSHA, CMS requirements, and wage and hour laws.
• Manage credentialing, licensure verification, and compliance with union contracts and employment regulations.
6. Employee Relations and Organizational Culture:
• Foster a culture of psychological safety, inclusion, and collaboration to enhance morale and productivity.
• Serve as a resource to managers and employees, providing guidance on resolving workplace issues and promoting fair and consistent application of HR policies.
• Facilitate open communication between employees and management to support a positive and inclusive workplace.
7. Compensation and Benefits Administration:
• Evaluate and manage compensation and benefits programs to ensure equity and competitiveness.
• Regularly assess benefits packages to optimize value and address employee needs while aligning with organizational budgets.
• Lead initiatives to improve employee satisfaction with benefits, including wellness programs and retirement plans.
8. Data-Driven Workforce Management:
• Utilize HR analytics tools to monitor metrics such as turnover rates, employee satisfaction, and time-to-fill for open positions.
• Use data insights to inform strategic workforce planning and operational improvements.
• Generate reports for management and the Board of Trustees to support evidence-based decision-making.
9. Addressing Burnout and Resilience:
• Develop and implement programs focused on mitigating burnout and promoting resilience among healthcare workers, particularly in high-stress roles.
• Promote initiatives that support mental health and well-being, ensuring access to resources and education.
10. Policy Development and Compliance:
• Establish and maintain HR policies and procedures that align with organizational values, cultural expectations, and regulatory standards.
• Ensure consistent enforcement and communication of policies to support compliance and organizational goals.
11. Technology Integration:
• Leverage HR Information Systems (HRIS) to streamline recruitment, onboarding, training, performance management, and employee records management.
• Drive the adoption of digital tools to enhance operational efficiency and employee experience.
12. Retention Metrics and Feedback Programs:
• Develop and manage programs to gauge employee satisfaction, obtain actionable feedback, and recommend improvements to leadership.
• Analyze and report on trends to inform organizational initiatives aimed at improving engagement and retention.
13. Collaboration and Support:
• Work closely with department managers to anticipate staffing challenges and provide innovative solutions.
• Serve as a trusted advisor, ensuring alignment between HR initiatives and organizational objectives.
14. Professional Development:
• Stay current on HR trends, technologies, and regulations by attending workshops and professional training programs.
15. Apply updated knowledge to ensure HR practices reflect the latest industry standards and best practices.

QUALIFICATIONS

Education: Required: Bachelor’s degree in Business Administration, Human Resources, Healthcare Administration, or a related field. Alternative Path: Associate’s degree in Business Administration, Human Resources, or a related field with a minimum of 7 years of progressively responsible HR leadership experience in a healthcare setting.

Preferred: Master’s degree in Human Resources, Business Administration (MBA), Healthcare Administration (MHA), or Organizational Development.

Work Experience: For Candidates with a Bachelor’s or Postgraduate Degree:
Minimum of 5 years of progressively responsible Human Resources management experience in a healthcare or hospital organization, including 3 years in a managerial or director-level role. Experience should demonstrate leadership in areas such as employee relations, labor relations, recruitment, compliance, and workforce development.
For Candidates with an Associate’s Degree:
Minimum of 7 years of progressively responsible Human Resources management experience, with at least 4 years in a rural or Critical Access Hospital setting. Experience should reflect significant contributions to HR leadership, including:
Coaching and mentoring in areas such as leadership development, financial acumen, and delegation.
Expertise in labor relations, including union negotiations and compliance.
Proficiency in HR operations, process improvements, and leveraging reports and metrics to inform decisions.
Knowledge of Joint Commission standards and experience managing HR-related regulatory compliance.
Conducting thorough and effective investigations while maintaining confidentiality and fairness.

Skill Requirements: Comprehensive Human Resource Expertise: In-depth knowledge of fundamental and advanced principles and practices of Human Resource Management, including talent acquisition, workforce planning, employee engagement, retention strategies, and organizational development.
Employment Law and Compliance: Extensive understanding of all facets of employment law, including federal and California-specific regulations such as the California Fair Employment and Housing Act (FEHA), Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), wage and hour laws, and OSHA standards. Ability to ensure compliance with all applicable healthcare-related laws and standards.
Healthcare-Specific Standards: Familiarity with Joint Commission standards and their application within a healthcare environment. Strong preference for candidates with experience navigating labor management and regulatory requirements in hospitals or healthcare systems.
Labor Relations Expertise: Proven ability to manage and support union negotiations, contract administration, and dispute resolution while fostering positive labor-management relationships.
HR Certification: Certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or CHHR (Certified in Healthcare Human Resources) is highly desirable and demonstrates advanced expertise in the field.
Technological Proficiency: Experience with HR Information Systems (HRIS), Learning Management Systems (LMS), and analytics tools to streamline HR operations, enhance training, and provide data-driven insights.
Change Management: Ability to lead HR initiatives that support organizational change, including implementing programs to address workforce challenges, improve employee well-being, and adapt to fluctuating patient volumes.

Licensing Requirements: None

Language Requirements: Proficient in English, both written and spoken. Proficiency in Spanish desirable.

Physical Demands: Must be able to sit for 6 hours or more and stand/walk for 2 hours or more per day. Must be able to lift 25 pounds or more.

Essential Mental Abilities: Excellent working knowledge of Human Resource management. Must be able to work well under pressure and maintain composure in stressful situations. Patience, understanding and exceptional communications skills are essential.

Essential Sensory Requirements: Sufficient vision and hearing to perform duties.

Interpersonal Skills: Exceptional Communication Skills: Demonstrated excellence in written and verbal communication, with the ability to convey complex information clearly and effectively to diverse audiences, including employees, managers, administrators, and external stakeholders.
Customer Service Orientation: Commitment to providing exceptional service to employees, patients, the public, and management by fostering a supportive and responsive HR environment.
Conflict Resolution: Strong interpersonal skills to mediate and resolve conflicts professionally and diplomatically, fostering positive outcomes for all parties involved.
Collaboration and Team Building: Proven ability to collaborate with all levels of the organization, building strong relationships and promoting a team-oriented culture.
Empathy and Emotional Intelligence: High level of emotional intelligence to understand and respond effectively to employee concerns, promoting trust, morale, and a positive workplace culture.
Problem-Solving: Ability to approach challenges with creativity and a solution-focused mindset, ensuring employee and organizational needs are met efficiently and equitably.
Adaptability: Comfortable working in a fast-paced, dynamic healthcare environment, with the ability to adjust communication and interpersonal approaches as needed to meet diverse needs and situations.

DISCLAIMER: The preceding job description has been designed to indicate the general nature and level of work performed. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.