Vice President of Human Resources
Job Summary: Develops Human Resources policies and programs for the company. Originates Human Resources practices and objectives that will provide a company-wide, differentiated employee offering thus ultimately driving bottom line outcomes. Coordinates implementation through Human Resources staff. Reports to the Chief Administrative Officer as the senior ranking Human Resources executive in the company. Assists and advises senior management on Human Resources issues. Duties and Responsibilities: Formulates and recommends Human Resources policies and objectives for the entire company. Creates and administers budget for the company-wide Human Resources function. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high-level of employee morale. Identifies legal and compliance requirements and government reporting regulations affecting Human Resources function (eg, OSHA, EEO, ERISA, Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies. Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations. Reviews employee appeals through complaint procedure. Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management. Directs a process of organizational development that primarily addresses succession planning throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management. Supports and Manages wage and salary structure in conjunction with the COO. Administers and designs: performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containments. Establishes in-house management training programs that address company needs across division lines (eg, Compliance, New Hire Orientation, Harassment, Safety, Performance Appraisal, Interviewing, etc.). Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees-workshops, manuals, employee handbooks, standardized reports. Possesses strong HRIS knowledge, and able to facilitate migration of HRIS and integration with Payroll. Possesses knowledge and experience of administering a self-funded insurance program. Oversees implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies. Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, labor counsel, and other outside sources. Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments. Directs the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested. Other duties as assigned. Knowledge, Skills & Abilities: Strong HRIS knowledge, and facilitating migration of HRIS and integrating with Payroll. Strong knowledge of administering a self-funded insurance program. Knowledgeable in federal, state and local laws. Strong organizational skills and ability to handle multiple tasks at a time. Demonstrates ability to balance team and individual responsibilities. Maintains strict confidentiality with all information and records. Ability to communicate effectively through verbal and written communication. Ability to exercise a high degree of initiative, judgment, discretion, and decision-making to achieve department and organizational objectives. Ability to maintain partnerships with operations and hiring authorities as well as outside vendors and clinical candidates. Speaks clearly and persuasively in positive or negative situations; listens and gets clarification; responds well to questions. Ability to effectively lead and mentor the staff with daily expectations and requirements. Must be dependable, enthusiastic, and have multitasking abilities; must be a self-starter. Must have proficient computer skills. Ability to communicate effectively and appropriately (verbally and in writing) while maintaining rapport with employees, clinicians, hospital partners, vendors, and customers. Must be able to interact effectively at all levels. Must be detail-oriented. Must be able to work effectively both independently and with others. Ability to lift 30 pounds or less. Education & Experience: Bachelor's degree or equivalent in Human Resources. Specialized training in organizational planning, compensation, learning and development, employee/labor relations and benefits. Eight (8) to ten (10) years' experience senior leadership experience. Proven background and knowledge of employment, compensation, organizational planning, employee relations, learning and development. Well-developed administrative skills. Proven skills in effective leadership of diverse groups of people in multiple locations.