DIRECTOR OF HUMAN RESOURCES - Human Resources - Full Time - Days

Job Description

Job Description

Director of Human Resources - Full Time

Shift: 7:00am - 3:30pm, EXEMPT

Job Description:

PATIENT POPULATION:

The patient population served is all patients, including geriatric, adult, adolescent, pediatric, and newborn. This also includes services which affect facility staff, physicians, visitors, vendors and the general public.

POSITION SUMMARY:

The Director of Human Resources provides strategic and operational leadership for the Human Resources function and serves as the senior Human Resources leader for the organization. The Director is accountable for Human Resources strategy, programs, policies, compliance practices, employee relations frameworks, talent management initiatives, compensation, benefits and workforce programs. The Director serves as the Chief Executive Officer's primary Human Resources advisor regarding organizational workforce matters, employment practices, and HR program effectiveness.

The Director provides leadership and oversight of the Human Resources Manager, who is responsible for day-to-day Human Resources operations. The Director ensures alignment of Human Resources programs with the organization's mission, vision, values, strategic priorities, regulatory requirements, and workforce needs.

The participant integrates their department’s services with the Hospital’s primary functions and overall plan for care delivery and other departments. The participant develops and reviews annually house-wide and unit specific policies and where appropriate, coordinate policies with other primary functions and/or departments. The participant achieves and documents desired staffing to patient ratios within targeted goals. The participant determines the qualifications and competence of department personnel who provide Patient Care Services and who are not licensed independent practitioners. The participant is involved directly and/or supports subordinate participation in the Performance and Improvement process as measured by active participation in Quality Council activities annually, recommends capital equipment and physical space and resources appropriate to patient care needs and selects, orients, evaluates performance and competency of outside contractors and vendor services. In departments with 24/7 operations, the Leader will assume full responsibility, authority and accountability 24-hour, seven days a week to ensure that the department and all individuals in the department meet the mission and service expectations related to delivering appropriate patient care.

Must be able to work normal/scheduled working hours to include Holidays, callbacks, weeknights, weekends, and on-call. Agrees to participate, as directed, in emergencies and community disasters during scheduled and unscheduled hours. As a designated disaster service worker, you are required to assist in times of need pursuant to the California Emergency Services Act.

(Gov’t. Code §§ 3100, 3102)

Your position has been defined as exempt (Exempt employees are paid on a salary basis as their duties may include more complex tasks that require them to work inconsistent or longer hours on a weekly basis. Exempt salaried employees also may be obligated to work as many hours as required to fulfill their responsibilities) therefore you may have the ability to work remote as long as your VP has given prior approval. In the event remote work is required 100% of the time or for a defined period of time for a medical accommodation, a telework agreement must be completed and approved by both your VP and the President/CEO after remote work begins.

Needs to recognize that they have an affirmative duty and responsibility for reporting perceived misconduct, including actual or potential violations of laws, regulations, policies, procedures, or this organization’s standards/code of conduct.

The employee shall work well under pressure, meet multiple and sometimes competing deadlines; and the incumbent shall at all times demonstrate cooperative behavior with colleagues and supervisors.

EDUCATION/TRAINING/EXPERIENCE:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Public Administration, or related field required. Master's degree preferred.

Seven (7) years of progressively responsible Human Resources leadership experience, including five (5) years managing HR staff required. Healthcare experience in an acute care environment is preferred. Experience with employment risk mitigation, Public Sector employment, labor relations, and employment litigation support strongly preferred.

Expert knowledge of employment law and healthcare Human Resources practices. Ability to influence executive leaders and drive organizational change. Strong communication, negotiation, investigation, and conflict-resolution skills. Knowledge of compensation, benefits, HRIS systems, workforce analytics, and labor relations. Ability to manage sensitive and confidential employment matters. Ability to build collaborative relationships with executives, leaders, employees, and external partners.

Proficient in reading and interpreting various documents, including safety guidelines, operational procedures, maintenance instructions, and manuals. Capable of preparing routine reports and correspondence as needed. Ability to speak and write in English, with the ability to write clearly, comprehend verbal and written instructions, and follow directions accurately.

Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, and percentages if required.

Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.

To perform this job successfully, an individual should have basic computer skills.

LICENSURE/CERTIFICATIONS:

SHRM-CP, SHRM-SCP, PHR, or SPHR, is required.

ESSENTIAL FUNCTIONS:

• Responsible for managing and documenting employee performance, conducting investigations when necessary, and engaging in crucial conversations to address performance, conduct, or workplace concerns. Accountable for ensuring consistency, and timely application of organizational standards and policies. Performing these duties with professionalism, confidentiality, and integrity.
• Regular, punctual attendance and physical presence at the assigned work location and workstation, ready to perform job duties at the scheduled start time.
• Develop and implement the Human Resources strategic plan aligned with organizational strategic priorities.
• Provide leadership and performance oversight to the Human Resources Manager and Human Resources Department.
• Serve as the organizational Human Resources leader, subject matter expert and trusted advisor regarding workforce strategy, organizational development, employment practices, workforce programs, employee relations, labor relations, and compliance requirements.
• Ensure compliance with applicable federal, state, and local employment laws, healthcare regulations, accreditation requirements, and organizational policies.
• Provide oversight of employee relations processes, investigations, corrective action practices, grievances, and labor-management issues.
• Ensure appropriate escalation of complex or high-risk matters requiring executive consultation.
• Develop and administer compensation philosophy, classification structures, salary administration processes, and benefits strategy while ensuring internal equity and market competitiveness.
• Lead Human Resources workforce planning initiatives, including recruitment strategy, retention programs, succession planning, employee engagement, and leadership development programs.
• Develop departmental goals, budgets, performance metrics, and continuous improvement initiatives.
• Partner with legal counsel and executive leadership on complex employment matters, regulatory issues, and workforce risk mitigation.
• Represent Human Resources on committees, leadership forums, and regulatory activities as assigned.

OTHER FUNCTIONS:

• NA