Human Resources DirectorJob ID: A26-091
Location: Alpena - AnnexYour Valued Contributions:The Human Resources Director has overall strategic and operational responsibility for the Human Resources (HR) function within the organization and is charged with planning and managing human resource programs. The Human Resources Director also holds overall responsibility for ensuring that the organization maintains compliance with human resource-related organization and federal programs, policies, and regulations and all applicable reporting requirements. This position reports to the Chief Operating Officer and is responsible for managing staff positions within the department.
- Contributes to the strategic direction of the organization.
- Participates as a part of the senior management team in organization-wide strategic and operational planning, advises senior management on the human resources implications of plans and activities.
- Directs research and recommendations on organization-wide human resources programs including compensation, benefits, and performance management.
- Participates in the organizational design and development process, recommending staffing and employment models consistent with strategic and operational plans.
- Provides management to departmental staff.
- Determines the most effective method for assigning responsibilities and duties to department employees; ensures employees receive instruction and training needed to complete job responsibilities.
- Reviews departmental work for thoroughness and accuracy, provides mentoring/guidance to assist in employee development, and provides specific instructions to staff on completion of tasks/responsibilities.
- Maintains job descriptions, procedures and other documentation related to the organization of the department.
- Ensures that employees are aware of and adhere to all company policies and procedures and conveys all senior management communications and directives.
- Develops, maintains, and monitors the departmental budget.
- Prepares and conducts performance appraisals for immediate staff.
- Manages hiring, disciplinary, and termination procedures for the department.
- Develops policies, programs, and strategies to ensure compliance within the scope of human resources, as well as Federal, State, and local rules and regulations.
- Develops and implements programs and policies to ensure a positive employment environment and maximize employee engagement.
- Develops and implements human resource programs and policies that comply with federal, state, and local laws and regulations; ensures policies meet recordkeeping requirements.
- Ensures the effective communications of human resources related information to managers and employees.
- Provides assistance to management and staff concerning interpretation of policies and ensuring compliance.
- Ensures policies and practices receive appropriate legal review; modifies and corrects as appropriate and ensures policy changes are effectively communicated.
- Continually reviews all policies and practices to make them as effective as possible and minimize burdens on staff and management; maintains and adheres to schedules for policy reviews.
- Continually reviews all policies and practices to make them as effective as possible and minimize burdens on staff and management; maintains and adheres to schedules for policy reviews.
- Manages and ensures effective implementation of an internally equitable and externally compensation program supporting the health center's mission.
- Reviews literature and information on competitive practices; recommends and implements changes to the health center's programs and practices to ensure they are equitable and competitive and meet the health center's needs.
- Ensures that all new and changed jobs are placed in appropriate pay grades using the job evaluation process.
- Recommends competitive salary and wage ranges; ensures that approved ranges are implemented and administered correctly.
- Develops projected compensation budgets based on staffing and performance levels and makes recommendations to senior management.
- Monitors individual employee compensation levels to ensure they are appropriate for the position and the employees' performance; analyzes compensation patterns to ensure that pay is distributed fairly and equitably.
- Develops and implements competitive employee benefits and engagement programs and ensures programs are appropriately managed.
- Researches competitive practices in employee benefit programs; recommends changes to program design and specific programs in support of the organization's mission and objectives of being equitable and competitive.
- Monitors costs and usage of the organization's benefit programs; reports on appropriateness of continuing programs and identifies areas for improvement in effectiveness and efficiency.
- Develops and delivers communications materials to ensure all employees are aware of the benefit program opportunities.
- Maintains initiatives to focus on employee engagement and recognition.
- Provides interpretation of benefit policies and programs; consults with counsel and appropriate advisors to ensure programs are administered properly.
- Manages the organization's performance management program, ensuring that development opportunities are provided, programs are implemented equitably, and that compensation is delivered consistent with job requirements and employee performance.
- Monitors literature and competitive practices to identify opportunities for improving existing processes and makes recommendations as appropriate.
- Ensures that the performance management program functions as designed, working with management to provide support and encourage prompt completion of assessments and development plans.
- Analyzes program performance and identifies trends; develops methods for ensuring individual and group performance assessments are consistent with departmental/unit performance.
- Develops and administers processes to ensure that compensation is consistent with performance assessment results; ensures compliance with program requirements.
- Manages the organization's corrective action programs, providing supervisors and managers with guidance for the independent management of on-going performance issues.
- Researches best practices in the area of maintaining performance standards; recommends changes to programs to best support the health center's mission and operating philosophies.
- Develops, implements, and monitors policies and practices for addressing corrective action issues and employee grievances.
- Provides support to managers in administering the corrective action program to address employee performance issues; provides interpretation of policies and solicits senior management opinions as needed to resolve outstanding issues.
- Ensures that employee grievances and complaints are investigated and resolved consistent with health center policies.
- Oversees the organization's recruitment and retention strategies.
- Identifies recruiting challenges for all positions within the organization, and devises strategies to enhance internal development and create external pipelines for each position.
- Works with internal teams and hiring managers to assist with recruitment efforts.
- Ensures all recruiting efforts comply with state and federal laws.
- Ensures the development of competitive practices for ensuring the organization is seen as an employer of choice.
- Conducts surveys, interviews, and assessments to analyze current employee satisfaction, engagement, and wellbeing, analyzes results and reports findings and recommendations.
- Oversees the organization's training and development program.
- Ensures on-going training needs for each position are identified.
- Conducts need assessment, working with appropriate managers, to identify individual training needs.
- Monitors the development of training programs and policies to enhance training and remove roadblocks preventing training from taking place.
- Monitors organization wide and individual training progress.
- Monitors and evaluates training program effectiveness, success, and return on investment; periodically reports findings to leadership.
- Researches and reports to leadership related training trends, developments, and best practices.
Required Training & Experience:- Possesses the ability to secure transportation to allow for reliable and timely work attendance, including when business is required to be conducted at sites other than your primary worksite, which may include a personal vehicle, current State of Michigan driver's license, and valid automobile insurance.
- Society for Human Resource Management (SHRM) or equivalent preferred.
- Ability to create complex documents and workbooks, including the use of tables, charts and other graphic elements through Microsoft Office Suite.
- Ability to implement, administer, and utilize complex human resources information systems.
- Minimum 5 years of human resource or related business experience.
We're Here For You:Supporting Balance: As a part of our family, you will work full time (40 hours/week) in our Alpena-Annex location with a base starting wage dependent on education and experience. Numerous holidays, generous vacation time and sick days are also offered.
Supporting Your Health: Low deductible Medical, Rx, Vision & Dental insurance at a minimal cost for employees.
Supporting Your Future: Retirement Savings Plan, FSA, Life, AD&D, & Short/Long Term Disability Insurance.
Supporting Your Education: Continuing Education Assistance program. Employment with AHC may also qualify you for student loan forgiveness under the Public Service Loan Forgiveness program.
Ready To Get Started?Resumes and cover letters are accepted and welcomed in addition to your completed application.
Questions can be sent to
[email protected] 
