This is a fully onsite position. Experience in stand-alone healthcare and critical access hospitals is preferred.
Pay range for this position is $100,110.40-$150,155.20.
Supervisory-Specific Performance Expectations, Duties, and Responsibilities:- Demonstrates unwavering commitment to high performance in alignment with the CHOICE values of MRH, representing the organization in a positive and professional manner.
- Oversees departmental operations through effective communication and in accordance with the employee handbook, policies, procedures, and applicable laws. Responsibilities include interviewing, hiring, onboarding, training, planning, assigning, and directing work; establishing deadlines; scheduling; timekeeping; providing continuous performance feedback; documenting performance assessments; rewarding and disciplining employees; addressing complaints; conducting departmental investigations in collaboration with HR and Risk Management; and resolving problems effectively.
- Plans, coordinates, assigns, and monitors departmental performance while coaching, counseling, mentoring, training, and advising staff to achieve both departmental objectives and employee career development goals.
- Interprets, develops, communicates, updates, and monitors departmental policies, procedures, and standards in compliance with applicable laws and organizational objectives.
- Assists with budget preparation and manages departmental contracts, including tracking expenditures; preparing and submitting operating, personnel, and capital budget requests; providing financial data and historical analysis to support requests; negotiating contracts; monitoring contractor/vendor performance; ensuring contract compliance; and participating in related meetings. Coordinates with the Clinical Operations Director and Human Resources on personnel budget matters.
- Develops and implements short- and long-term goals, objectives, and strategies for the department, projects, and programs to ensure efficient operations and timely completion of work.
- Ensures adherence to quality standards and compliance with all applicable laws and regulations.
- Maintains and enhances professional knowledge and skills through seminars, training programs, and ongoing review of industry publications and resources.
- Serves as a liaison and/or active member of committees, boards, and teams, collaborating, persuading, presenting reports, and negotiating with individuals and groups outside the department to coordinate efforts and maintain cooperative, productive relationships.
- Attends and actively participates in monthly management meetings
Position-Specific Performance Expectations, Duties, and Responsibilities:- Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
- Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in HR Information Systems (HRIS).
- General knowledge of various employment laws and practices.
- Experience in the administration of benefits and compensation programs, and other HR recognition and engagement programs and processes.
- Evidence of ability to practice and coach organization managers in the practice of a high level of confidentiality.
- Excellent organizational management skills.
- Performs other duties as assigned.
SeniorHuman Resources Manager Position Primary Objectives- Development of a high-trust, high-performance culture that emphasizes effective communication, collaboration, problem-solving, and positive outcomes through a focus on quality, continuous improvement, and key employee retention and development.
- Health and safety of the workforce.
- Development of a high-performance workforce. Development of effective HR service delivery.
- Personal ongoing development.
- The major areas of Senior Human Resources Manager responsibility include, but are not limited to:
- Talent Management, recruiting, staffing, and onboarding;
- Employee Benefits;
- Training & Development, as needed;
- HR departmental planning;
- Performance management and improvement systems;
- Employee engagement and organizational development;
- Employment and compliance with regulatory concerns regarding employees;
- Policy development and documentation;
- Employee relations, investigations, problem-solving, and counseling;
- Company-wide committee facilitation;
- Employee, community communication, and charitable giving;
- HRIS, compensation and benefits administration; and
- Employee safety, welfare, wellness, and health.
Senior Human Resources Manager Position Responsibilities- Responsibilities of the Senior Human Resources Manager may include:
HR Department Development- Oversees the implementation of effective HR service delivery programs through HR staff. Identifies opportunities for improvement and resolves problems.
- Oversees and manages the work of reporting HR staff. Encourages the ongoing development of the HR staff.
- Develops and monitors an annual budget that includes HR services, employee recognition, and benefits administration.
- Coordinates with HR consultants, attorneys, and training specialists, and coordinates the company's use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
- Conducts a continuing study of all HR policies, programs, and practices to keep management informed of new developments.
- Leads the development of department goals, objectives, and systems. Provides leadership for HR strategic planning.
- Establishes HR departmental measurements that support the accomplishment of the company's strategic goals.
- Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
- Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
- Participates in management and company staff meetings and attends other meetings and seminars.
- Works with the leadership team and community relations groups to plan the company's philanthropic and charitable giving.
Human Resources Information Systems (HRIS)- Manages the development and maintenance of the HR sections of the company website, particularly recruiting, culture, and company information.
- Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
Training and Leadership Development- Coordinates all HR training programs and assigns the authority/responsibility of HR and managers within those programs. Provides necessary education and materials to managers and employees, including workshops, manuals, employee handbooks, and standardized reports.
- Leads the implementation of the performance management system that includes performance development plans (PDP's) and employee development programs.
- Works with the education team to establish in-house employee training systems that address company training needs, including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.
- Assists managers with the selection and contracting of external training programs and consultants.
- Assists with the development of and monitors the spending of the corporate training budget. Maintains employee training records.
Talent Management- Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
- Assists in succession planning throughout the organization.
- Interviews management and executive position candidates; serves as part of the interview team for position finalists.
- Chairs any employee selection committees or meetings.
Employee Relations- Formulates and recommends HR policies and objectives for the company on any topic associated with employee relations and employee rights.
- Partners with management to communicate HR policies, procedures, programs, and laws.
- Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.
- Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
- Conducts investigations when employee complaints or concerns are brought forth in collaboration with the General Counsel and Director of Risk Management and Compliance.
- Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
- Reviews, guides, and approves management recommendations for employment terminations.
- Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
- Reviews employee appeals through the company complaint procedure.
Compensation- Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company, including bonuses and raises.
- Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
- Monitors all pay practices and systems for effectiveness and cost containment.
- Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.
Benefits- With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings.
- Leads the development of benefit orientations and other benefits training for employees and their families.
- Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Employment Law- In partnership with the Director of Risk Management and Compliance and the General Counsel, leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
- Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as a primary contact with the company's employment law attorney and outside government agencies.
- Protects the interests of employees and the company in accordance with company HR policies and governmental laws and regulations. Minimizes risk.
Organizational Development and Employee Engagement- Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
- Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
- Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
- Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
- Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
- Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
- Communicates significant problems to the Director of Risk Management and Compliance and General Counsel regarding organizational issues that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
- The Senior Human Resources Manager assumes other responsibilities as assigned directly by the Chief Executive Officer and General Counsel in a matrix structure. To perform the Senior Human Resources Manager Position successfully, an employee must perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required to lead in the role of the company Senior Human Resources Manager. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.
- Performs other duties as assigned.
Organization-Specific Performance Expectations, Duties, and Responsibilities:
