Human Resources Director

Memorial Regional Health•Craig, CO

13d•Onsite

About The Position

This is a Full Time Position Compensation Range: $100,110.40 to $150,155.20 Yearly -This is a salaried position Benefits: Medical, Dental, Life, Retirement, Paid Time Off Position Classification: EXEMPT ESSENTIAL FUNCTIONS AND BASIC DUTIES Supervisory-Specific Performance Expectations, Duties, and Responsibilities: · Demonstrates unwavering commitment to high performance in alignment with the CHOICE values of MRH, representing the organization in a positive and professional manner. · Oversees departmental operations through effective communication and in accordance with the employee handbook, policies, procedures, and applicable laws. Responsibilities include interviewing, hiring, onboarding, training, planning, assigning, and directing work; establishing deadlines; scheduling; timekeeping; providing continuous performance feedback; documenting performance assessments; rewarding and disciplining employees; addressing complaints; conducting departmental investigations in collaboration with HR and Risk Management; and resolving problems effectively. · Plans, coordinates, assigns, and monitors departmental performance while coaching, counseling, mentoring, training, and advising staff to achieve both departmental objectives and employee career development goals. · Interprets, develops, communicates, updates, and monitors departmental policies, procedures, and standards in compliance with applicable laws and organizational objectives. · Assists with budget preparation and manages departmental contracts, including tracking expenditures; preparing and submitting operating, personnel, and capital budget requests; providing financial data and historical analysis to support requests; negotiating contracts; monitoring contractor/vendor performance; ensuring contract compliance; and participating in related meetings. Coordinates with the Clinical Operations Director and Human Resources on personnel budget matters. · Develops and implements short- and long-term goals, objectives, and strategies for the department, projects, and programs to ensure efficient operations and timely completion of work. · Ensures adherence to quality standards and compliance with all applicable laws and regulations. · Maintains and enhances professional knowledge and skills through seminars, training programs, and ongoing review of industry publications and resources. · Serves as a liaison and/or active member of committees, boards, and teams, collaborating, persuading, presenting reports, and negotiating with individuals and groups outside the department to coordinate efforts and maintain cooperative, productive relationships. · Attends and actively participates in monthly management meetings Position-Specific Performance Expectations, Duties, and Responsibilities: Leadership Team Collaboration · Serves as a resource and collaborative partner to the leadership team; contributes HR perspective to operational planning and workforce decision-making. · Prepares and presents HR metrics, workforce trends, and departmental updates to the COO and leadership team as requested. · Provides informed counsel on workforce risk, labor market conditions, and organizational design to support operational planning. · Represents MRH HR in external professional forums, associations, and community workforce initiatives as appropriate. · Exhibits initiative, self-motivation, and effective time management; meets deadlines and maintains consistent productivity. HR Department Development & Strategy · Leads HR strategic planning; establishes departmental goals, metrics, and systems aligned with MRH's organizational objectives. · Conducts ongoing review of HR policies, programs, and practices; identifies improvement opportunities and resolves systemic issues. · Coordinates with HR consultants, employment attorneys, insurance brokers, benefit carriers, and pension administrators. · Prepares management reports to track strategic goal accomplishment and supports data-driven decision-making. HRIS & Technology · Manages and optimizes the HRIS platform to automate administrative tasks, empower employees, and support organizational needs. · Maintains excellent skills in Microsoft Office 365 (Word, Excel, Outlook, Teams, SharePoint, and Forms); leverages these tools to enhance HR communications, reporting, and workflow efficiency. · Utilizes HR data and analytics to identify workforce trends, forecast staffing needs, and support evidence-based decision-making. · Oversees HR content on the company intranet/website, including recruiting, culture, and workforce information. Talent Management & Workforce Planning · Establishes and leads standardized recruiting, hiring, and onboarding practices to attract and retain a superior workforce. · Develops and maintains a strategic workforce plan that anticipates staffing needs, addresses critical vacancies, and reduces dependency on agency or traveler staff through targeted retention, competitive compensation, and a strong organizational culture. · Leads succession planning organization-wide; identifies high-potential employees and builds leadership development pipelines. · Participates in executive and management-level candidate interviews; chairs employee selection committees. · Monitors key workforce metrics (vacancy rates, time-to-fill, turnover, traveler dependency) and presents trend analysis to executive leadership. Training & Leadership Development · Coordinates HR training programs; provides education, workshops, manuals, and standardized resources to managers and employees. · Leads implementation of the performance management system, including Performance Development Plans (PDPs) and employee development programs. · Collaborates with the education team on new employee orientation, needs assessment, management development, and training effectiveness. · Assists managers with selection and contracting of external training programs; maintains employee training records. Employee Relations · Formulates and recommends HR policies on all topics associated with employee relations and employee rights. · Coaches and trains managers on ethical, legal, and effective communication, feedback, and recognition practices. · Conducts workplace investigations in collaboration with General Counsel and the Director of Risk Management and Compliance. · Monitors and advises on progressive discipline; reviews and approves management recommendations for employment terminations. · Administers the employee complaint and appeals process; conducts periodic employee satisfaction and engagement surveys. · Maintains strict confidentiality of employee, patient, and organizational information at all times. Compensation & Benefits · Establishes and maintains the organization's wage and salary structure, pay policies, and variable pay programs. · Conducts competitive market research; leads participation in at least one salary survey annually. · With the CFO, evaluates and recommends cost-effective benefits; monitors the national benefits environment for options and savings. · Leads benefits orientation and training for employees and their families; recommends benefit changes to support retention. Employment Law & Compliance · Ensures organizational compliance with all applicable employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, and DOL requirements. · Directs preparation and approval of compliance-related filings; serves as primary contact with employment law counsel and government agencies. · Leads company safety and health programs; monitors OSHA-required data tracking. · Minimizes organizational exposure to liability through proactive policy development and risk management. Organizational Development & Culture · Designs and manages organization-wide OD processes addressing succession planning, workforce development, key employee retention, and change management. · Evaluates organizational structure, job design, and personnel forecasting; provides recommendations to executive leadership. · Leads initiatives supporting employee wellness, safety, training, culture, and communications. · Monitors organizational culture and climate; escalates issues that jeopardize goal attainment to General Counsel and Risk Management. Organization-Specific Performance Expectations, Duties, and Responsibilities: · Demonstrates full commitment to the CHOICE values of MRH and consistently represents the organization in a positive, professional manner. · Establishes and maintains effective verbal and written communication, fostering positive working relationships with patients, staff, and vendors. · Adheres to the MRH attire and dress code in accordance with organizational policies and procedures. · Exhibits initiative and self-motivation; maintains a consistent level of productivity and manages time and responsibilities effectively. · Completes all required annual education, training, in-services, and licensure/certification updates; actively participates in departmental and organizational meetings or reviews meeting minutes as required. · Maintains strict patient confidentiality at all times. · Reports to work punctually and completes assigned duties within established timeframes. · Actively contributes to departmental and organization-wide performance improvement and continuous quality initiatives. · Ensures compliance with all regulatory requirements, maintaining adherence to departmental, hospital, state, and federal standards and policies. · Follows all infection control, safety, and risk management procedures to maintain a safe environment for patients, the public, and staff. · Performs other duties as assigned.

Requirements

Must be at least 18 years of age (21 for positions requiring driving, with a valid driver’s license).
Must be legally authorized to work in the United States.
Must successfully pass a background check.
Must successfully pass a pre-employment drug screen and breath alcohol test (if applicable).
Must complete an Employee Health meeting prior to starting employment.
Bachelor’s degree in Human Resources, Business, or Organizational Development.
Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.
Four (4) to seven (7) years of progressive leadership experience in Human Resources (HR).

Nice To Haves

Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP)
ICS 100 Training (or be obtained within ninety (90) days of hire).
Active affiliation with appropriate HR networks and organizations and ongoing community involvement.

Responsibilities

Oversees departmental operations through effective communication and in accordance with the employee handbook, policies, procedures, and applicable laws.
Plans, coordinates, assigns, and monitors departmental performance while coaching, counseling, mentoring, training, and advising staff to achieve both departmental objectives and employee career development goals.
Interprets, develops, communicates, updates, and monitors departmental policies, procedures, and standards in compliance with applicable laws and organizational objectives.
Assists with budget preparation and manages departmental contracts, including tracking expenditures; preparing and submitting operating, personnel, and capital budget requests; providing financial data and historical analysis to support requests; negotiating contracts; monitoring contractor/vendor performance; ensuring contract compliance; and participating in related meetings.
Develops and implements short- and long-term goals, objectives, and strategies for the department, projects, and programs to ensure efficient operations and timely completion of work.
Ensures adherence to quality standards and compliance with all applicable laws and regulations.
Maintains and enhances professional knowledge and skills through seminars, training programs, and ongoing review of industry publications and resources.
Serves as a liaison and/or active member of committees, boards, and teams, collaborating, persuading, presenting reports, and negotiating with individuals and groups outside the department to coordinate efforts and maintain cooperative, productive relationships.
Attends and actively participates in monthly management meetings.
Serves as a resource and collaborative partner to the leadership team; contributes HR perspective to operational planning and workforce decision-making.
Prepares and presents HR metrics, workforce trends, and departmental updates to the COO and leadership team as requested.
Provides informed counsel on workforce risk, labor market conditions, and organizational design to support operational planning.
Represents MRH HR in external professional forums, associations, and community workforce initiatives as appropriate.
Leads HR strategic planning; establishes departmental goals, metrics, and systems aligned with MRH's organizational objectives.
Conducts ongoing review of HR policies, programs, and practices; identifies improvement opportunities and resolves systemic issues.
Coordinates with HR consultants, employment attorneys, insurance brokers, benefit carriers, and pension administrators.
Prepares management reports to track strategic goal accomplishment and supports data-driven decision-making.
Manages and optimizes the HRIS platform to automate administrative tasks, empower employees, and support organizational needs.
Maintains excellent skills in Microsoft Office 365 (Word, Excel, Outlook, Teams, SharePoint, and Forms); leverages these tools to enhance HR communications, reporting, and workflow efficiency.
Utilizes HR data and analytics to identify workforce trends, forecast staffing needs, and support evidence-based decision-making.
Oversees HR content on the company intranet/website, including recruiting, culture, and workforce information.
Establishes and leads standardized recruiting, hiring, and onboarding practices to attract and retain a superior workforce.
Develops and maintains a strategic workforce plan that anticipates staffing needs, addresses critical vacancies, and reduces dependency on agency or traveler staff through targeted retention, competitive compensation, and a strong organizational culture.
Leads succession planning organization-wide; identifies high-potential employees and builds leadership development pipelines.
Participates in executive and management-level candidate interviews; chairs employee selection committees.
Monitors key workforce metrics (vacancy rates, time-to-fill, turnover, traveler dependency) and presents trend analysis to executive leadership.
Coordinates HR training programs; provides education, workshops, manuals, and standardized resources to managers and employees.
Leads implementation of the performance management system, including Performance Development Plans (PDPs) and employee development programs.
Collaborates with the education team on new employee orientation, needs assessment, management development, and training effectiveness.
Assists managers with selection and contracting of external training programs; maintains employee training records.
Formulates and recommends HR policies on all topics associated with employee relations and employee rights.
Coaches and trains managers on ethical, legal, and effective communication, feedback, and recognition practices.
Conducts workplace investigations in collaboration with General Counsel and the Director of Risk Management and Compliance.
Monitors and advises on progressive discipline; reviews and approves management recommendations for employment terminations.
Administers the employee complaint and appeals process; conducts periodic employee satisfaction and engagement surveys.
Maintains strict confidentiality of employee, patient, and organizational information at all times.
Establishes and maintains the organization's wage and salary structure, pay policies, and variable pay programs.
Conducts competitive market research; leads participation in at least one salary survey annually.
With the CFO, evaluates and recommends cost-effective benefits; monitors the national benefits environment for options and savings.
Leads benefits orientation and training for employees and their families; recommends benefit changes to support retention.
Ensures organizational compliance with all applicable employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, and DOL requirements.
Directs preparation and approval of compliance-related filings; serves as primary contact with employment law counsel and government agencies.
Leads company safety and health programs; monitors OSHA-required data tracking.
Minimizes organizational exposure to liability through proactive policy development and risk management.
Designs and manages organization-wide OD processes addressing succession planning, workforce development, key employee retention, and change management.
Evaluates organizational structure, job design, and personnel forecasting; provides recommendations to executive leadership.
Leads initiatives supporting employee wellness, safety, training, culture, and communications.
Monitors organizational culture and climate; escalates issues that jeopardize goal attainment to General Counsel and Risk Management.
Demonstrates full commitment to the CHOICE values of MRH and consistently represents the organization in a positive, professional manner.
Establishes and maintains effective verbal and written communication, fostering positive working relationships with patients, staff, and vendors.
Adheres to the MRH attire and dress code in accordance with organizational policies and procedures.
Exhibits initiative and self-motivation; maintains a consistent level of productivity and manages time and responsibilities effectively.
Completes all required annual education, training, in-services, and licensure/certification updates; actively participates in departmental and organizational meetings or reviews meeting minutes as required.
Maintains strict patient confidentiality at all times.
Reports to work punctually and completes assigned duties within established timeframes.
Actively contributes to departmental and organization-wide performance improvement and continuous quality initiatives.
Ensures compliance with all regulatory requirements, maintaining adherence to departmental, hospital, state, and federal standards and policies.
Follows all infection control, safety, and risk management procedures to maintain a safe environment for patients, the public, and staff.
Performs other duties as assigned.