Human Resource Manager

The Hume Center•Concord, CA

8h•Hybrid

About The Position

The Human Resource Manager is directly responsible for the overall administration, development, and evaluation of the human resource function. Sustain, promote, and evolve the organizational culture so that it supports the achievement of The Hume Center’s goals and promotes employee satisfaction. Ensure timely processing of HR related requests, tasks, and processes. Collaborate with Finance, Accounting, Training, Information Systems, and Development Departments and Executive Team.

Requirements

Bachelor’s Degree in Human Resources, organizational psychology, or related field and three to five (3-5) years of experience. Or Master Degree in Human resources or related field and two to four (2-4) years experience.
SHRM/PHR/SPHR certification required.
Extensive Knowledge and Experience in Human Resources functions, employment/labor law, healthcare law, and professional training regulations.
Demonstrate flexibility to handle organizational needs.
Work full time, and must be willing to work evenings/weekends as needed.
Work structure - working on site (note - benefit opportunity available to transition this position as a Hybrid position after six months of demonstrated positive performance).
Demonstrate knowledge for representation of The Hume Center.
Possess a valid California Driver’s license.
Must be willing to use your own vehicle and valid car insurance for work related travel.
Be willing to use your own cell phone to be accessible and willing to be available to receive calls for crisis and/or emergency situations with supervisors and relevant colleagues.
Skilled in spreadsheets, writing company memos, Microsoft Word, Adobe Acrobat, DocuSign, and GSuite applications.

Nice To Haves

Project Management Certification
Understanding of Organizational Development and Change Management
Understanding of People and Culture
Demonstrates Creativity, Flexibility and Openness
Demonstrates High Professionalism
Strong Organizational Skills
Effective Interpersonal Skills, verbal and written communication skills
Ability to Maintain Confidentiality
Detail oriented.
Works independently.
Ability to work in fast-paced, ever changing environments and effectively adapting to change
Optimistic: Shows respect, seeks strengths, and believes that consumers can change, stabilize, and recover
Ability to establish rapport and maintain effective working relationships with organizational staff, and other resource providers in the community is essential.
Excellent conflict management resolution and problem-solving skill
Ability to prioritize tasks and to meet deadlines
Ability to work collaboratively and effectively with team members at all levels
Excellent relationship management skills and emotional intelligence
Experienced in close collaboration with other leaders and professionals
Ability to hold accountability and support growth and responsibility
Adept at working with both internal and external cross-functional teams.
Ability to manage project details and project management skills
Ability to read and interpret data, perform data analysis, and report writing
Strong management skills

Responsibilities

Stays current on employment requirements and regulations and implements changes in a timely manner
Develops, recommends and implements personnel policies and procedures; prepares and maintains handbooks on policies and procedures.
Annually review and make recommendations to the Executive Leadership Team for the improvement of personnel policies, procedures and practices and ensure it is in alignment with most updated regulations.
Plans, organizes and controls all activities of the department. In support of the organization's missions and strategic plans, develop department goals, objectives and systems.
Participate in the Supervisors, Management and Leadership team meetings, as needed.
Present new or updated personnel policies and procedures and other related new or changes in Human Resources department that impact the organization to Supervisor and, as needed, Executive Leadership team.
Develops and administers various human resources plans, policies, procedures and forms for all company personnel.
Partners with the Organizational Development leader(s) to design and implement strategic frameworks and pulse surveys designed to directly align staff engagement, retention, training and professional growth with the organization’s overarching strategic goals and core mission to boost overall organizational performance, and thrive in the ever changing healthcare/behavioral health ecosystem
Collaborates with the leadership and training teams to spearhead the organization-wide institutionalization of company history, mission, branding, core values, and workplace culture philosophy, ensuring profound alignment across all tiers of leadership. This initiative is managed through structured, cross-departmental synergy with the Office of CEO & CCMH, Director of Executive Office, Provider Training Department, Organizational Development Department, and the Human Resources Department.
Serve as the central point of contact for HR matters and provide timely responses as well as effectively and efficiently route challenges, organizing information and briefings to support informed, rapid decision-making by the VPF.
Maintain the organization’s HR Department’s "Master Matrix," and other documentation of positions, open position tracking and supervision assignments ensuring rigorous tracking of most updated information, carrying-out staffwork, follow-up on actions from other team members.
Lead staff trainings on Employee Handbook (including, but no limited to HR policies, benefit).
Overseeing required staff training (e.g. Cultural Competency) or coordinating with other departments for required training (e.g. Information Systems for HIPAA, Safety, and Insync Training)
Support staff development through training by providing and coordinating trainings, preparing materials for trainings, and tracking training completions for required trainings.
Schedule staff into appropriate workforce education trainings.
Create and revise job descriptions.
Works with Hiring Managers and Supervisors to ensure all staff have accurate and up- to date job descriptions.
Actively and timely lead recruitment tasks to ensure qualified persons are placed in open positions in line with talent strategy initiatives.
Manage company benefits, including but not limited to PTO, health, dental, vision, 401 K, short-term disability, long-term disability, and worker’s compensation.
Lead negotiations with benefit providers and implement an open enrollment process that offers best-in-class benefits.
Implement and annually updates compensation program
Oversees salary surveys and analyzes compensation
Conduct salary research, analyzes total compensation, and Actively conducts recruitment efforts for all workforce positions.
Organize and print/order recruitment materials and prepare team members for recruitment fairs with all materials needed.
Conduct monthly OIG, SAM, and Medi-Cal checks on all Hume providers.
Coordinate with accounting regarding pay errors or changes in pay
Effectively manage employee personnel electronic and any hard copy records and talent management record keeping systems.
Records and maintains employee information, such as personal data, compensation, benefits, attendance, performance reviews or evaluations, disciplinary actions, and terminations/separations of employment.
Ensure quality administrative support is provided for developing Performance Review Position results Description/Documents, Position Impact Results Framework (PIRFs), KPIs specific to each position type, SMART goals, and timely performance reviews as well as producing accurate job employment packets.
Ensure smooth onboarding and offboarding staff, setting up staff with the necessary resources, supplies and tools per perform their job effectively.
Collaborating with the Credentialing department.
Also includes working with Finance, Accounting, Compliance, Information Systems, Credentialing, and Training Team to ensure all relevant tasks are accomplished.
Ensuring up to date TB Test, physicals, live scans, and clearance checks are performed in a timely manner.
Process requests for leave, workers comp, and accommodations and educate staff and supervisors as needed.
Manage human resources website portal for staff and keep up to date.
Liaison to Credentialing Department and Information Systems to trigger all provider credentialing tasks take place (County Staff ID, Board Registration, Clinician’s Gateway, Provider Portal, Objective Arts, etc) for staff ensuring all registration, staff ID, online portals, and other status are set up at onboarding, updated after status changes, and terminated at termination.
Act as a neutral coordinator for workplace concerns, identifying when issues necessitate executive-level leadership consultation and/or formal Compliance and/or Human Resources intervention.
Assists, as needed, in conducting and resolving investigations regarding employee discrimination and harassment concerns. (Grievances follow the grievance and complaints procedure and clinical and/or clinical supervision complaints are referred to Compliance)
Performs or assists with necessary Human Resource related audits (e.g. Workers Comp audit).
Support Finance with salary information and research and supply or creating job descriptions for budgets, grants, and proposals.
Track and report on staff demographics.
Processing Changes of Assignment with relevant departments.
Ensure all staff are informed of and follow Grievance Procedure
Ensure timely submission of timesheets, mileage reimbursement requests, and volunteer reimbursement requests from staff to Finance and Accounts Payables.
Collaborate with relevant leaders (accounting, finance, clinical, training and operations) to develop trainee staffing FTEs by position level and program assignments/rotations.
Actively participate as one of the planning team members to organize the Welcome Retreat, Orientation Weeks, Holiday Party, Spring Celebration, Agency Annual Retreat, and Graduation, and other agency events in collaboration with the Events Coordinator and other administrative/site support staff.
Participates in meetings as needed.
Review training council/association membership manuals and ensure alignment of stated requirements including but not limited to recruitment timelines and create an interview/recruitment timeline, including important deadlines.
Maintain a Master Trainee Recruitment Spreadsheet with FTEs, position levels, candidates, rankings, and interview schedule.
Create and update a yearly Master Trainee Roster with all relevant details.
Send announcements of openings to listservs, graduate schools, and other recruiting platforms.
Review and screen all applicants.
Schedule interviews, prepare all materials and surveys, and conduct the feedback process.
Send No Offer Letters and Offer Letters and track acceptance.
Attending Fairs with Program Directors of Training, as needed
Completion of all School Contracts for different training levels and coordination of signing, submission, and storage.
Coordination and record keeping of all School and Hume Center Performance Evaluations.
Ensuring the tracking of accrued training hours for all trainees.
Collaborate with Credentialing Department to begin Board Registration paperwork and ensure it is completed and submitted in a timely manner
Develop alumni events, as needed.
Track alumni contact information.
Maintaining Trainee Files
Collaborate with Directors of Training and Supervisors.
Meet with the supervisor on a weekly basis for individual supervision.
Participate and/or present in relevant meetings based in the assigned area of work scope.
Demonstrate an understanding of The Hume Center’s Philosophy, Organizational Culture, and Organizational Channels of Communication through practicing an enabling model of working together.
Attend other required meetings.
Fulfill any additional duties specified by Supervisor, Vice-President, CCMH and/or President/CEO.