Human Resources (HR) Manager

Breakthrough Healthcare•St. Louis, MO

10h

About The Position

Oversee and manage employees, employee benefits, and regulatory compliance. Provide strategic guidance to the Administrator and CEO on issues related to Human Resources. Maintain a leadership role for the planning and achievement of objectives that are consistent with the company, business, and financial goals.

Requirements

Age: Must be at least 21 years of age.
Experience: Minimum of 2 years of supervisory or administrative experience in Home Health, Hospice, or a Nursing Facility.
Technical Skills: Proficient in healthcare software (Axxess/MatrixCare preferred) and Microsoft Office.
Communication: Excellent oral and written communication; professional demeanor and appearance.
Soft Skills: People management skills with the ability to network, manage a team, and promote excellent client relations.
Sufficient clarity of speech and hearing to communicate effectively.
Sufficient vision to review electronic and hard copy materials.
Sufficient manual dexterity to operate a personal computer and related equipment.
Physical mobility to lift/move items as necessary and travel to field sites as required.

Responsibilities

Strategic HR Leadership: Provide insight in areas such as employee development, compensation, succession planning, recruiting, and employee relations.
Compliance Expert: Act as the company expert on industry trends and employment legislation (Federal, State, and Local). Ensure 100% compliance with Missouri and Illinois requirements.
Recruitment & Talent: Lead recruitment efforts for all personnel; write and post job advertisements; conduct new-employee orientations.
Credentialing & Records: Maintain accurate reporting and analysis of HR data. Ensure all clinical licenses, CPR certifications, and background checks are 100% audit-ready.
Compensation & Benefits: Oversee benefits administration (claims resolution, change reporting, and invoice approval). Update compensation programs and rewrite job descriptions annually.
Salary Oversight: Conduct annual salary surveys, develop merit pools (salary budgets), and analyze competitive compensation.
Performance Management: Monitor and revise the performance evaluation program. Provide counseling, outplacement counseling, and conduct exit interviews.
Policy Development: Prepare and maintain the employee handbook; recommend and implement innovative personnel policies and procedures.
Vendor Management: Monitor performance and service level agreements (SLAs) for external billing and QA vendors to ensure organizational efficiency.