Associate Human Resource Director

Annual equivalent of $125,000 to $180,000 (prorated by FTE).

$5,000 Hiring Bonus (prorated by FTE)

• Benefits include: 
  • Family medical, dental, flex spending contribution, long-term disability, 403(b) plan with 6% match-immediate vesting, and more. 
  • Generous paid time off policy.  (Annual accrual up to 208 hours - based on FTE status and available to use upon accrual).  Plus, 11 paid holidays annually. 
  • Bonus applicable to external applicants only, and limitations for re-hires will apply.

Hours: Generally - Monday-Friday 8AM-5PM –can be flexible with hybrid schedules available.  

Overview

The Associate Human Resource (HR) Director reports to the HR Director, and under their guidance, oversees daily operations and coordination of the HR Department. This role assists in administering HR policies and programs, ensuring the agency is in compliance with applicable laws and regulations.  Establishes and administers appropriate system structures, including but not limited to, recruitment and selection, job classification, credentialing, compensation, benefits, EEO and FLSA compliance, performance evaluation and employee relations.  Supervises and provides a high level of collaboration and guidance to the HR team. Provides back up for the HR Director in their absence.   

Responsibilities 

Collaborates with the HR Director to develop and implement HR strategies that align with agency goals. 

Stays current on federal and multi-state employment related laws and regulations to develop policy and ensure the agency is in compliance with regulatory requirements.

Provides direct supervision to HR staff in collaboration with HR Director, ensuring workflows are completed in a timely manner, and completes workflow audits to ensure quality and accuracy standards are met. 

Provides direction and support to department staff regarding programs, including but not limited to, protected leaves (FMLA/OFLA/PLO), Occupational Safety and Health Administration (OSHA) recordkeeping, Unemployment Insurance, Workers’ Compensation, student loan repayment programs, and paid time off policies. 

Conducts regular audits to ensure department and agency processes are in compliance with HR and credentialing practices and reporting requirements, and implements updates to systems as needed to ensure efficiency and accuracy.

Works with HR Director to plan employee benefit programs ensuring cost-effectiveness, market competitiveness, and internal equity among employees. Handles benefit inquiries and complaints to provide quick, equitable and courteous resolution. 

Collaborates with HR Director to consistently review and update the agency compensation plan, including pay scales, classification, job descriptions and a performance appraisal system, ensuring adherence to pay equity laws and agency goals.

Participates in the investigation and resolution of ongoing employee relations problems, anticipates problems whenever possible, and develops, recommends and initiates appropriate steps for resolution.

Develops and prepares reports on HR, credentialing, and payroll data such as benefit costs, staffing levels, compensation, turnover, recruitment, applicant tracking, Equal Employment Opportunity (EEO), etc.  Effectively analyzes and presents data to communicate pertinent information to executive staff.

Provides guidance to managers and Executive Team with respect to performance, corrective action, compliance with regulations, and consistent practice of personnel policies, hiring and separation. 

Assists in overseeing credentialing of clinical staff, auditing credentialing processes of outside agencies, and coordinating credentialing requirements with Community Care Organizations (CCOs) and the State.

Qualifications 

Bachelor’s degree in Human Resources, Business, or a related field and five years progressively responsible experience in Human Resources, or a combination of education and experience to meet job requirements.  

Healthcare experience preferred.  

Strong understanding of relevant and current HR laws, regulations, and best practices. 

Exceptional problem solving skills and ability to think analytically and perform strategically. 

Ability to lead and develop department staff. 

Possess business experience sufficient to meet the demands of the position, including proficiency with a variety of software applications. 

Must pass state-required background and DMV checks; Candidate must be able to work independently and flexibly, under general supervision.  

Options for Southern Oregon recognizes that in order to best serve the healthcare needs of our communities and fulfill our mission, we must learn, grow, incorporate, and value the principles of diversity, equity, and inclusion in our work and in our lives.  We are committed to the continued development of an aware, diverse, and culturally responsive workforce and an organizational culture that is supportive and affirming for all staff and clients.  Options acknowledges that incorporating EDI principles in our practices is an ongoing learning process and we are committed to using our voice to effect positive change.  We recognize that making an impact on health inequities in our community will take more than just a statement and, to this end, our goals, planning, and actions aim to promote and develop equitable and effective health care services to reflect the needs of our diverse communities.

Options for Southern Oregon provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.