**Job Description:**Masters' Degree in HR Management, MBA or other related category* A minimum of 5 years of experience as HR Director in an organization of our size (about 250 employees) across DC, MD and VA. Ideally, a healthcare organization.* Not afraid of a challenge as they will be hiring and developing a new HR team* Extremely knowledgeable in HR laws of DC, MD and VA* Ability to audit our current processes and recommend improvements in efficiency where needed* Progressive* Very collaborative and able to work well with others* Very knowledgeable about HR compliance, payroll coordination, benefit administration, talent recruitment and development, and employee relations* Team builder, who can find ways to help develop our staff and managersThis person will be reporting directly to me and will have my full support, as well as the support of the Managing Director and Executive Committee. We are trying to move from antiquated ways of performing HR duties to a more progressive approach that ensures that we are satisfying the needs of our employees, managers and physicians.HUMAN RESOURCES DIRECTORJOB TITLE: Human Resources DirectorGENERAL STATEMENT OF DUTIES: Human Resources Director will guide and manage the HR department. Responsible for organizing existing HR policies, programs and procedures into a cohesive HR plan that complies with local HR laws. Manages ARA's payroll and compensation, benefits program, talent acquisition, development and retention, and employee relations. Works as a collaborative member of the Senior Management team. The HR Director will provide hands-on assistance and serve as advisor to the management team about Human Resources issues.SUPERVISION RECEIVED: Reports directly to the Chief Operations OfficerSUPERVISION EXERCISED: Has direct supervision of all HR positions, includingGeneralist and Recruiter and other HR positions deemed necessaryTYPICAL PHYSICAL DEMANDS:Requires prolonged sitting, some bending, stooping and stretching.Requires eye-hand coordination and manual dexterity sufficient to operate a keyboard, photocopier, telephone, and other office equipment. Requires normal range of hearing and eyesight to record, prepare and communicate appropriate reports.TYPICAL WORKING CONDITIONS:Normal office environment. Occasional evening or weekend work.EXAMPLES OF DUTIES: (This list may not include all the duties assigned.)1. Development of the Human Resources Departmenta. Create strategic vision and plan for HR department in alignment with goals of Executive Committee and COOb. Audit ARA's procedures and processes to ensure efficiency and productivity and recommend improvements as neededc. Oversee the implementation of existing Human Resources programsd. Develop inventory of Human Resources policies, programs, and practicese. Recommend new programs and policies as needed; implement approved programsf. Develop and monitor an annual budget that includes Human Resources services, benefits and employee recognitiong. Oversee and manage the work of HR personnelh. Participate in executive committee, management, and other staff meetings as neededHUMAN RESOURCES DIRECTOREXAMPLES OF DUTIES (Continued)i. Maintain knowledge of industry trends and employment legislation; ensures ARA is regulation compliant with Federal and State and Local legislation pertaining to all personnel mattersj. Consult with legal counsel as appropriate, and/or as directed by theCOO on personnel mattersk. Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintain personal networks; participating in professional organizations2. Payroll and Benefit Administrationa. Work with payroll vendor to ensure that company employees and shareholders are paid according to scheduleb. Work with CFO to update or create new payment categories as neededc. Work with benefit administrators (healthcare insurance, malpractice, retirement plan, etc.) to coordinate, plan and implement benefit programsd. Complete annual audits associated with benefit plans, such as workman's compensation and retirement audite. Coordinate information processing regarding employees and benefits with COO and CFO, as needed3. Employment and Staffinga. Establish and lead standard recruiting and hiring practices and proceduresb. Develop and implement employee recruitment, engagement, and retention strategiesc. Assist management team with hiring needs such as: candidate screening, position posting, compensation, new employee paperwork, etc.d. Interview management and senior level candidates; approve final candidates for all new hirese. Work directly with department managers to assist with personnel matters(ie performance counseling, disciplinary action, skills coaching)f. Maintain open door policy to assist employees with workplace issues and concerns; Conduct investigations when employee complaints or concerns are brought forthg. Support managers, work with employees and ensure appropriate tracking for FMLA and other LOAh. Ensure an exit interview is conducted for all voluntary terminationsi. Work with COO to determine annual wage and salary programj. Administer annual performance review and merit increase programEXAMPLES OF DUTIES (Continued)k. Work with management team to incorporate departmental and/or organization goals in employee performance reviews ensuring that employee performance expectations are aligned with organizational goalsl. Work with department managers to ensure all job descriptions are kept up to date and new positions have job descriptions createdm. Oversee employee benefits program including communication of updates, options and deadlines to all staffn. Coordinate the use of insurance brokers, insurance carriers, pension administrators, and other outside resourceso. Collaborate with finance department/payroll staff on employee compensation issues, disability, life insurance or other payouts to employees4. Training and Developmenta. Oversee new employee orientation programb. Develop and implement ongoing training for managers and employees on relevant issuesc. Responsible for annual Ethics and integrity Training program and annualCompliance Training programd. Direct the preparation of tracking reports for credentials, certifications and licenses; ensure up-to-date licenses and malpractice are on file; track participation in ARA mandatory education programse. Lead the implementation of company safety and health programsf. Monitor the tracking of OSHA-required datag. Ensure that employee handbook is maintained and updatedPERFORMANCE REQUIREMENTS:Knowledge, Skills & Abilities:1. Ability to quickly establish credibility, earn respect and build strong working relationships with COO, CFO, Managing Director, Executive Committee, physicians and department managers2. Ability to work with others in a collaborative and solutions focused manner to achieve win-win outcomes3. Understanding of personalities and behavioral styles in order to work collaboratively and successfully4. Approach to work that inspires confidence5. Strong working knowledge of employment law issues and the ability to apply these to a variety of situations6. Familiarity with best practices and experience in coaching managers to achieve successEXAMPLES OF DUTIES (Continued)7. Ability to plan ahead to anticipate problems, and create plans for worst-case and best-case scenarios8. Skill in making sensible, intelligent decisions in difficult situations9. Excellent attention to detail10. Demonstrable maturity, professionalism and grace11. Excellent communication skills; ability to listen effectivelyCOMPLIANCE:1. Follows guidelines for maintaining employee and patient confidentiality.2. Demonstrates a strong commitment to honest and responsible corporate conduct.3. Identifies, reports and/or prevents any fraudulent or unethical behavior.4. Initiates notification to management if inappropriate behavior is observed within the practice.5. Develops a style and methodology that encourages employees to report potential problems. HUMAN RESOURCES DIRECTORHIPAA-Minimum Necessary Access to PHIThe responsibilities associated with this position allow access to the computer "role" of power administrator only.We are committed to enforcing minimum necessary access to our patients' PHI by limiting the uses and disclosures of this information within our practice. In order for this employee to carry out his/her job (carry out TPO) in a manner that best serves our patients, the employee needs access the afore mentioned computer "role". Role descriptions are explicitly defined in our HIPAA manual. Access to computer information is password protected. Upon termination of an employee, his/her password will be deleted from the system.**EDUCATION:**Minimum of Masters' degree in Human Resources Administration, Industrial and Labor Relations or similar degreeEXPERIENCE:Minimum of 5 years of senior level Human Resources experience**Salary: Between $120k-$150k based off of experience Schedule: Monday-Friday 8:30am-5pm You should know:** Your safety matters! Vaccination against COVID-19 may be a requirement for this job in compliance with current client and governmental policies. A Kelly recruiter will confirm and share more details with you during the interview process.**Why Kelly** **(R)** **?**As a worker today, it's up to you to take charge of your career and look for opportunities to learn, grow, and achieve your potential. Helping you find what's next is what we're all about. We know what's going on in the evolving world of work-just ask the 440,000 people we employ each year. Connecting with us means getting the support, guidance, and opportunities needed to take your career where you may have never imagined.**About Kelly** **(R)**At Kelly, we're always thinking about what's next and advising job seekers on new ways of working to reach their full potential. In fact, we're a leading advocate for temporary/nontraditional workstyles, because we believe they allow flexibility and tremendous growth opportunities that enable a better way to work and live (plus, did we mention we provide a ton of benefits ?). Connecting great people with great companies is what we do best, and our employment opportunities span a wide variety of workstyles, skill levels, and industries around the world.Kelly is an equal opportunity employer committed to employing a diverse workforce and providing accommodations for people with disabilities in all parts of the hiring process as required under its Employment Accommodation Policy. Kelly will work with applicants to meet accommodation needs that are made known to Kelly in advance.