Human Resources Director

BHP•Newark, OH

About The Position

DISTINGUISHING JOB CHARACTERISTICS Maintains responsibility for planning, implementing and administering HR services and programs. Scope of responsibility includes employment, HR policy, benefit administration, compensation, recruitment/retention, labor relations, personnel record management, training and development, employment law and regulation compliance, and the effective administration of other HR programs and activities. Serves as a member of the leadership team. ESSENTIAL DUTIES AND RESPONSIBILITIES Employees are expected to perform essential duties to performance standards. As needed, reasonable accommodations will be made for otherwise qualified employees with disabilities that are covered by the Americans with Disabilities Act (ADA), in so far as the accommodation does not create an undue hardship on Behavioral Healthcare Partners of Central Ohio, Inc. (BHP). Maintains responsibility for the management and administration of BHP’s Human Resources Department. Ensures HR department and BHP facilities operate in accordance with generally accepted human resource management principles and practices, and in compliance with applicable Federal, State and local laws and regulations. Works with management in coordinating and directing HR functions toward accomplishment of BHP’s short-and long-term goals and objectives. Develops and utilizes metrics to evaluate HR’s contribution to the achievement of the organization’s goals and objectives. Collaborates with all levels of management to effectively manage HR activities within each facility, Provides consultation and advice to management regarding resolution of personnel issues, compliance with employment laws and regulations, and other HR matters. Maintains effective working relationships with employees and management, and responds appropriately to concerns and questions, while protecting the interests of BHP. Develops strategies to brand/market the organization to potential qualified applicants, and to maintain a consistent flow of current applicants for specified positions. Establishes hiring criteria based on position descriptions and required competencies. Maintains responsibility for supporting management in workforce planning, including development and management of succession planning for key positions. Analyzes labor market for trends that impact the ability to meet workforce requirements. Assesses needed skill sets of internal workforce and external labor market to determine the availability of qualified candidates. Identifies and evaluates internal and external recruitment sources and implements selected recruitment methods. Develops and implements selection procedures. Manages and coordinates the initial recruitment of open positions including initiating internal and external job postings, screening of applications and resumes, conducting telephone screening interviews, testing, and referring qualified and suitable applicants to supervisors for in-person interviews. Conducts job reference checks of final applicants. Administers post-offer employment activities. Initiates drug testing and criminal background checks for conditionally hired employees, develops and extends employment offers, and conducts salary or other employment condition negotiations with new hires as necessary. Develops and coordinates new employee orientation to ensure new hires are welcomed to BHP, and appropriately oriented to their jobs and the organization. Initiates the scheduling of orientation with management participating in the process, Ensures new hire paperwork is completed, implements and administers the I-9 process, and otherwise participates in the orientation process as defined in the orientation program. Provides training to management regarding policy administration, hiring principles and practices, performance management, employment law compliance and other trainings as needed to develop management staff skills and competency. Develops and implements staff training programs in coordination with the CQI Director. Ensures that staff development programs are compliant with all applicable Federal, State and local laws and regulations. Conducts job analysis to create position descriptions and identify job competencies. Identifies and documents essential job functions for positions. Develops, implements and evaluates retention strategies and practices. Develops and implements the organizational exit process for voluntary and involuntary terminations. Participates in planning for reductions-in-force. Develops and implements and evaluates compliance with Affirmative Action Program, EEO, ADA, FMLA, FLSA and other employment laws and regulations. Responds appropriately to Unemployment and Workers’ Compensation claims. Develops and implements performance appraisal process, including implementing training programs to ensure management is trained and competent in conducting performance evaluations and performance management. Plans and directs renewal, implementation and administration of employee benefit programs, such as health insurance, dental insurance and retirement plans. Conducts benefits programs needs assessments. Works with insurance carrier to ensure compliance of benefit programs with applicable law and regulation. Develops and implements an internally equitable and externally competitive and defensible compensation program, including pay structure and policies. Communicates and trains staff in compensation and benefits programs and policies. Supervises HR Assistant in performance of job duties and responsibilities. Assigns and coordinates work, provides training and direction, and ensures work complies with performance expectations. Approves leave requests, enforces policy and performance standards, addresses and resolves work issues, and effectively performs other management responsibilities to create and maintain a productive and happy workplace. Interprets information related to the organization’s operations from internal and external sources. Establishes relationships/alliances with key individuals and organizations in the community to assist in achieving the organization’s goals and objectives. Facilitates the development and communication of the organization’s core values and ethical behaviors. Monitors the legislative and regulatory environment for proposed changes and their potential impact to the organization. Identifies and evaluates alternatives and recommends strategies for vendor selection. Maintains confidentiality of HIPPA, human resource and labor relations issues, and other confidential and sensitive information. Performs job responsibilities in accordance with BHP policy, procedures and protocol, and in compliance with Federal, State and local laws and regulations. Maintains the highest level of integrity and professionalism in all aspects of job performance. Keeps abreast of current trends and “best practices” in the field. Attends and participates in required trainings on topics relevant to the job and to behavioral healthcare. Performs activities and maintains all records in accordance with BHP’s policy, procedure and protocol, and as appropriate to the job, all regulatory authorities’ accreditation/licensure/certification standards, and all applicable laws and regulations. Works assigned schedule, exhibits regular and punctual attendance and works outside of normal schedule as required.

Requirements

Knowledge of : human resource management; leadership and general management principles and practices; employee and labor relations; strategic HR planning and program implementation; Title VII of the Civil Rights Act and other EEO laws and regulations; Family and Medical Leave Act; Fair Labor Standards Act; Americans With Disabilities Act, Age Discrimination in Employment Act; Immigration Reform and Control Act; National Labor Relations Act; and other Federal, State and local employment laws, regulations, and court decisions; EEO reporting; workplace safety and health; compensation and benefits administration; policy administration and enforcement; principles of just cause; recruitment and hiring strategies; including accomplishment of affirmative action goals; cultural diversity; staff forecasting; turnover analysis and succession planning; staff training and development; general IT functions; personnel records management; HR research resources.
Ability to: apply human resource management principles to practical situations and issues; problem solve sensitive personnel issues; effectively supervise assigned staff; establish rapport and work effectively with diverse populations; effectively organize departmental functions; be self-directed; work and accomplish projects and tasks in collaboration with others; develop and maintain effective working relationships with co-workers and other job contacts; demonstrate respect and sensitivity for cultural and personal differences; contribute toward building a positive and productive team working environment; maintain confidentiality of confidential and sensitive information; consistently exhibit job competency, ethical conduct, integrity and trustworthiness; embrace and effectively adapt to organizational change; exhibit behavior and conduct consistent with BHP values and policies.
Skill in: writing and timely submitting concise reports; collecting and analyzing essential information; public speaking; problem solving, interpersonal relations, verbal and written communications, establish priorities including managing and balancing multiple projects and issues simultaneously; training, negotiating; researching HR issues; application Microsoft Word, Excel, and PowerPoint and other job software.
Bachelor’s degree in human resource management, business administration, public administration or closely related field, with 5 years of human resources experience, including at least 3 years in a senior level position.
State of Ohio Driver’s License.
Ability to document personal identity and employment eligibility within three days of original appointment as a condition of employment in compliance with Immigration Reform and Control Act (I-9) requirements.

Nice To Haves

Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), and/or SHRM Senior Certified Professional (SHRM-SCP)

Responsibilities

Maintains responsibility for planning, implementing and administering HR services and programs.
Scope of responsibility includes employment, HR policy, benefit administration, compensation, recruitment/retention, labor relations, personnel record management, training and development, employment law and regulation compliance, and the effective administration of other HR programs and activities.
Serves as a member of the leadership team.
Maintains responsibility for the management and administration of BHP’s Human Resources Department.
Ensures HR department and BHP facilities operate in accordance with generally accepted human resource management principles and practices, and in compliance with applicable Federal, State and local laws and regulations.
Works with management in coordinating and directing HR functions toward accomplishment of BHP’s short-and long-term goals and objectives.
Develops and utilizes metrics to evaluate HR’s contribution to the achievement of the organization’s goals and objectives.
Collaborates with all levels of management to effectively manage HR activities within each facility,
Provides consultation and advice to management regarding resolution of personnel issues, compliance with employment laws and regulations, and other HR matters.
Maintains effective working relationships with employees and management, and responds appropriately to concerns and questions, while protecting the interests of BHP.
Develops strategies to brand/market the organization to potential qualified applicants, and to maintain a consistent flow of current applicants for specified positions.
Establishes hiring criteria based on position descriptions and required competencies.
Maintains responsibility for supporting management in workforce planning, including development and management of succession planning for key positions.
Analyzes labor market for trends that impact the ability to meet workforce requirements.
Assesses needed skill sets of internal workforce and external labor market to determine the availability of qualified candidates.
Identifies and evaluates internal and external recruitment sources and implements selected recruitment methods.
Develops and implements selection procedures.
Manages and coordinates the initial recruitment of open positions including initiating internal and external job postings, screening of applications and resumes, conducting telephone screening interviews, testing, and referring qualified and suitable applicants to supervisors for in-person interviews.
Conducts job reference checks of final applicants.
Administers post-offer employment activities.
Initiates drug testing and criminal background checks for conditionally hired employees, develops and extends employment offers, and conducts salary or other employment condition negotiations with new hires as necessary.
Develops and coordinates new employee orientation to ensure new hires are welcomed to BHP, and appropriately oriented to their jobs and the organization.
Initiates the scheduling of orientation with management participating in the process,
Ensures new hire paperwork is completed, implements and administers the I-9 process, and otherwise participates in the orientation process as defined in the orientation program.
Provides training to management regarding policy administration, hiring principles and practices, performance management, employment law compliance and other trainings as needed to develop management staff skills and competency.
Develops and implements staff training programs in coordination with the CQI Director.
Ensures that staff development programs are compliant with all applicable Federal, State and local laws and regulations.
Conducts job analysis to create position descriptions and identify job competencies.
Identifies and documents essential job functions for positions.
Develops, implements and evaluates retention strategies and practices.
Develops and implements the organizational exit process for voluntary and involuntary terminations.
Participates in planning for reductions-in-force.
Develops and implements and evaluates compliance with Affirmative Action Program, EEO, ADA, FMLA, FLSA and other employment laws and regulations.
Responds appropriately to Unemployment and Workers’ Compensation claims.
Develops and implements performance appraisal process, including implementing training programs to ensure management is trained and competent in conducting performance evaluations and performance management.
Plans and directs renewal, implementation and administration of employee benefit programs, such as health insurance, dental insurance and retirement plans.
Conducts benefits programs needs assessments.
Works with insurance carrier to ensure compliance of benefit programs with applicable law and regulation.
Develops and implements an internally equitable and externally competitive and defensible compensation program, including pay structure and policies.
Communicates and trains staff in compensation and benefits programs and policies.
Supervises HR Assistant in performance of job duties and responsibilities.
Assigns and coordinates work, provides training and direction, and ensures work complies with performance expectations.
Approves leave requests, enforces policy and performance standards, addresses and resolves work issues, and effectively performs other management responsibilities to create and maintain a productive and happy workplace.
Interprets information related to the organization’s operations from internal and external sources.
Establishes relationships/alliances with key individuals and organizations in the community to assist in achieving the organization’s goals and objectives.
Facilitates the development and communication of the organization’s core values and ethical behaviors.
Monitors the legislative and regulatory environment for proposed changes and their potential impact to the organization.
Identifies and evaluates alternatives and recommends strategies for vendor selection.
Maintains confidentiality of HIPPA, human resource and labor relations issues, and other confidential and sensitive information.
Performs job responsibilities in accordance with BHP policy, procedures and protocol, and in compliance with Federal, State and local laws and regulations.
Maintains the highest level of integrity and professionalism in all aspects of job performance.
Keeps abreast of current trends and “best practices” in the field.
Attends and participates in required trainings on topics relevant to the job and to behavioral healthcare.
Performs activities and maintains all records in accordance with BHP’s policy, procedure and protocol, and as appropriate to the job, all regulatory authorities’ accreditation/licensure/certification standards, and all applicable laws and regulations.
Works assigned schedule, exhibits regular and punctual attendance and works outside of normal schedule as required.