Director of HR

JCHCC DBA Inclusivcare•Avondale, LA

7d•Onsite

About The Position

The Human Resource Director will plan, lead, develop, and coordinate the policies, activities, and staff of the Human Resource department, ensuring legal compliance and implementation of the organization’s mission and talent strategy. This position leads practices that foster an employee-oriented, high performance culture emphasizing empowerment, quality, safety, productivity, and goal attainment while attracting and retaining a superior workforce. Develops personnel policies and programs for the entire organization. The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits and employee services. Assists and advises senior management on Human Resources issues.

Requirements

BS in Business Administration/Human Resources; MBA or MPA preferred.
SHRM Certification preferred
Membership in associations which would enhance effective Human Resources Management.
Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development.
Well-developed administrative skills.
Strong management skills – principles and people.
Experience working with more than two divisions.
From five (5) to eight (8) years’ experience gained through increasingly responsible management positions within Human Resources.
Knowledge of federal and state employment/labor laws, clinic policies.
Knowledge of how to conduct wage/salary and employee satisfaction surveys; to mediate personnel grievances/disputes; to analyze human resources data for critical indicators.
Knowledge of compensation/benefits administration
Skill in staying abreast with the state-of-art in employment, labor, compensation, government regulations related to personnel.
Skill in gathering/analyzing objective and subjective data on personnel matters and facilitation resolution.
Skill in advising/educating managers on best HR practices including employee training motivation, development and discipline/termination.
Ability to model effectively with many types of people at all levels including as an employee advocate, a manager counsel and a physician resource.
Ability to direct the best use of the human resources management information system in reporting statistics.
Ability to communicate effectively in written and verbal form.
Work requires hand dexterity for office machine operation, stooping and bending to files and supplies, mobility to complete errands or sitting for extended periods of time.
The position requires the manual dexterity sufficient to operate phones, computers and other office equipment.
The position requires the physical ability to kneel, bend and perform light lifting.
This person must have the ability to write and speak clearly using the English language to convey information and be able to hear at normal speaking levels both in person and over the telephone.
Specific vision abilities required by this job include close vision, depth perception and the ability to adjust focus.

Nice To Haves

MBA or MPA preferred.
SHRM Certification preferred

Responsibilities

Establishes departmental processes that support the organization’s strategic goals.
Collaborates with senior leadership to promote the organizations’ goals and strategy related to organizational culture, staffing, recruiting, employee engagement and retention.
Plans, leads, develops coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization ‘s human resource compliance and strategy needs.
Administers or oversees the administration of human resource programs including, but, not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (ADP).
Monitors and ensures the organizations’ compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and monitors policies and practices to maintain compliance.
Assesses company-wide developmental needs to drive training initiates and identifies and arranges suitable training solutions for employees. This position actively searches, creatively designs and implements effective methods to educate, enhance and recognize performance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management and employment law; applies this knowledge to communicate changes in policy practice, practice, and resources to upper management.
Develops, implements, monitors and revises organizational culture programs including recognition and reward, recruitment, training, and executive education.
Manages organizational coaching and training platforms to support professional growth objectives for all employees.
Prepare, conduct, synthesize, and report on the annual employee engagement survey. Maintain and promote Top Place to Work recognition and informs upper management on opportunities to advance employee engagement.
Develops and maintains effective organizational communications.
Plans and organize specials events as required for staff engagement and to promote the company in a positive light.
Coordinate and support wellness initiatives with the benefits partners to encourage participation annually.
Develops and implements departmental budget.
Oversees organizational health and wellness program and maintains all records in the specified location in a highly confidential manner.
Exemplifies the desired culture and philosophies of the organization.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
Identifies legal requirements and government reporting regulations affecting personnel functions (e.g., Claims Management, OSHA, EEO, ERISA, Wage and Hour, etc.). Monitors exposure of the organization. Directs the preparation of information requested or required for compliance. Approves all information submitted.
Assist Chief Executive Officer (CEO) and Chief Financial Officer (CFO) with establishing wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containments.
Establishes standard recruiting and placement practices and procedures. Interviews candidates as required.
Establishes in-house management training programs that address company needs across organization (i.e., Performance Appraisal, Interviewing).
Defines all Human Resources/Personnel programs, and authority/responsibility of Human Resources/Personnel and line management within those programs. Provides necessary education and materials to line management and employees – workshops, manuals, employee handbooks and standardized reports.
Completes annual salary surveys as requested.
Conducts Stay Interviews periodically and as needed.
Conducts Exit Interviews to determine improvement and to identify departmental or organizational issues.
Communicates with supervisors regarding significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.
Complies with all federal, state, and local audits.
Complies with Human Resource standards as dictated by Health Resource Service Administration (HRSA) and Joint Commission.
Performs other duties as assigned.