HR Director
POSITION SUMMARY
The HR Director is accountable for managing the HR department at the facility level. The overall goal is to create an excellent team member experience while maintaining HR compliance of the facility. Responsibilities of the HR Director include the management of recruiting, onboarding, payroll, leaves of absence, Worker’s Compensation, ADA accommodations, and the maintenance, security and completeness of all employment records. The HR Director will assist facility leadership in employee relations and other sensitive issues, adhering to corporate HR guidelines and ensuring Consultant awareness. The HR Director will actively ensure continual survey-readiness and HR compliance to include facilitating the timely completion of performance appraisals, mandatory staff training, pre-employment reference checks, and cleared background checks while supporting affirmative action, diversity and inclusion efforts.
ESSENTIAL RESPONSIBILITIES AND DUTIES
RECRUITING, HIRING, ONBOARDING
- Accurately manages applicant tracking system (ATS) daily; ensures new applicants are contacted within 48 business hours; ensures all required statuses are entered prior to an offer of employment being extended; provides clear and frequent notes in real time, sufficient to allow anyone reading notation to understand applicant status
- Nurtures a strong working relationship with Corporate Recruiting team members
- Conducts weekly staffing meetings with facility leadership members and sends minutes to recruiting team by noon every Tuesday / Thursday, as designated, to ensure ATS postings are accurate / not lapsed
- Works closely with Recruitment Consultant to develop a robust recruitment plan to include locations, contacts, noted frequency of posting, a working library of recruitment posters and communications, etc.
- Regularly coordinates and participates in community events, bringing awareness of open shifts, free training, and services provided by the facility; creates strong relationships and networking opportunities in the community and with field professionals
- Adheres to Corporate HR hiring and onboarding guidelines to ensure compliance with federal and state employment law, including EEO and Affirmative Action obligations
- Coordinates and conducts new employee onboarding; facilitates the best experience possible that will support new staff in acclimating to new surroundings, team members and learning their new job duties
- Facilitates new hire requirements of TB screening and clinical orientation
- Scans and e-mails COE, W-4 and Direct Deposit to Corporate Payroll immediately after orientation
- Sets up training login and assigns required training to newly hired staff; sets up or facilitates logins to all other systems the new hire will need to perform the duties of their position
- Creates and ensures real-time maintenance of personnel file for all newly hired staff members
- Ensures all new staff have ability to complete 30 day Stay Interview either in person or privately
PAYROLL
Enters new employee information into HRIS immediately and sets up timekeeping parametersRuns daily reports to ensure accuracy of staff time and follow up on missing or inaccurate informationWorks with Scheduler to ensure schedules and time records alignDocuments appropriately all staff absences and scheduled time away from workEnsures Directors have approved time for their staff by the end of every payroll weekRuns report to determine completed training and enters specified time into payroll for non-exempt staffPerforms final payroll accuracy check before notifying Administrator to approve overtime and bonusesSubmits Administrator-approved payroll to Corporate Payroll prior to deadline bi-weeklyMaintains and secures all payroll-related documents each pay period in a manner sufficient for others to find information if needed in your absenceActs as a resource to facility staff and leadership with regards to payroll and benefits questions, facilitating answers with Corporate Payroll and Benefits when necessaryWorks collaboratively with Corporate Payroll team members; facilitates the completion of payroll related requests such as garnishments, verifications of employment, etc.LEAVES, ACCOMODATIONS, WORKER’S COMPENSATION
Facilitates communication between Worker’s Compensation management company and staff members who have been injured at work; ensures facility leadership and supervisory staff are trained on the First Report of Injury process; what paperwork to use, to whom it is sent and whenMaintains knowledge of potential light duty tasks for applicable positionsWorks closely with WC management company, Administrator, supervisor, employee physician and HR Consultant, as applicable, to determine feasibility of light duty and duration for leaves, accommodations and Worker’s Compensation situationsEducates facility leadership when to notify you of staff absences so you can determine the applicability of leave status; tracks and manages all instances of general and FMLA leaveEducates facility leadership and supervisory staff when to involve you with potential ADA situations; spearhead interactive discussions with staff to determine if a reasonable accommodation is being requested and its feasibilityPartners with HR Consultant in designating leaves and determining accommodation decisionsTracks accurately and timely, all instances of leaves, accommodation conversations and decisionsMaintains communication with staff on leave per frequency noted on leave paperwork, to track or edit outlined leave timeframe with goal of facilitating staff well-being and a smooth transition back to workEnsures Corporate Benefits is aware of leaves; coordinates payment of benefit premiums as applicableEMPLOYEE ENGAGEMENT, EMPLOYEE RELATIONS, PERFORMANCE MANAGEMENT
Maintains staff birthday and anniversary lists; acknowledging as defined by facility AdministratorCreates a formal and robust Employee of the Month program that is aligned with Administrator’s vision and facility EOM Committee as well as follows the EOM policyWorks collaboratively with department leaders in creating “outside the box” appreciation activities that are valued by each department, staff member and shiftActively participates in employee relations issues, coaching facility leadership in proper corrective action documentation and ensuring consistency and compliance with policy through engaging Employee Relations Consultant; corrective action should be written specifically to support the denial of claims (unemployment, wrongful termination, EEOC, etc.)Assign Self Evaluations in HCA, create and distribute performance packets to facility leaders monthly for the following month’s scaled staff anniversaries; create performance packets for non-scaled positions distribute mid-November, with the goal of leadership completion and return to HRD by end of December Execute Stay Interviews, assigning in Healthcare Academy at 21 days (1 month) and 80 days (3 months)OFFBOARDING, UNEMPLOYMENT
Ensures all verbal resignation notices are documented on Separation Notice and that all written resignations are followed-up immediately to ensure a smooth transitionFacilitates newly open position to be posted immediately, if applicableWorks with Corporate Payroll to ensure final pay is accurate, to include bonuses, HCA, mileage, etc.Ensures Separation Notices and all necessary documentation are thorough, completed timely and sent to both Corporate Payroll and BenefitsEnsures all staff exiting voluntarily have received an Exit Interview, offering a SASE to mail directly to : Corporate HR, 2727 Victoria Street N, Roseville, MN 55113Supports unemployment hearing preparation by proactively providing all related employment documents to Employee Relations ConsultantFACILITY COMPLIANCE AND LEADERSHIP
Promotes a highly positive workplace centered on strong customer service, inclusivity and ensuring staff feel welcome and supportedParticipates in all facility leadership meetings, providing HR input and guidance as well as sharing Corporate HR initiatives when applicableEnsures personnel files are complete and accurate at all times, abiding by federal and state employment law as well as Corporate HR expectations; this includes HR survey-readiness at all times, where all files contain the background clearance, current licenses and / or certifications, documentation of Healthcare Academy course completions, current annual performance appraisals and ability to facilitate the access to TB screenings and new hire / annual competencies, if applicablePerforms the role of EEO Manager and Affirmative Action Assistant, conducting the Affirmative Action Plan (AAP) meetings with facility leadership and ensuring leadership is familiar with the EEO policy, understands how internal employment processes affect EEO and Affirmative Action and highlights any underutilization that leadership should be mindful of throughout the next Plan yearEnsures the facility has all required up to date employment posters hanging in appropriate areas Attends all offsite HR Director meetings and actively engages with fellow HR colleaguesQUALIFICATIONS
Education and Experience
2 years’ related experience and / or equivalent education in a degree such as HR or businessPreferred
Degree in Human ResourcesPHR, SPHR, SHRM-CP or SHRM-SCPExperience in healthcare, skilled nursing facility or assisted living communityExperience working in a union environmentRequired Skills and Abilities
Ability to effectively manage multiple tasks and pivot with sudden demands of your attention High emotional intelligence (EQ)Resilience; ability to provide / receive constructive feedback, course correct and not take it personallyPersonability; ability to get along with all personality types and inspire trustAbility to actively listen, with the goal of understandingAbility to clearly speak and proficiently read and write in EnglishAbility to attend offsite meetings, as neededComfort in operating in ambiguous situations and with diverse populationsAbility to thrive in an environment that is fast-paced and rapidly growingAbout Monarch :
Monarch’s mission is to change the way short term rehabilitation and long-term care is delivered. We strive to make patient care and customer service come together, putting the needs of our residents and their families first. We fulfill the communities need for health and housing, in a comfortable well equipped, pleasant home like atmosphere.
We could not provide this caliber of services without our dedicated employees. We value their contributions and work hard to attract and retain the best talent by offering a positive and supportive work environment along with competitive pay, nice perks, and great benefits.
We are an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
