Human Resources Manager

Breakthrough Healthcare•Saint Louis, MO

5d•$52,000 - $56,160

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

Must be at least 21 years of age.
Minimum of 2 years of supervisory or administrative experience in Home Health, Hospice, or a Nursing Facility .
Proficient in healthcare software (Axxess/MatrixCare preferred) and Microsoft Office.
Excellent oral and written communication; professional demeanor and appearance.
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.