Human Resources Director

Human Resources DirectorUnder limited to broad supervision, the Human Resources Director will provide strategic oversight of the Georgia Department of Community Health's (DCH's) Offices of Human Resources (OHR) and Facilities and Support Services (OFSS).DCH oversees Medicaid, PeachCare for Kids, the State Health Benefit Plan, Healthcare Facility Regulation Division, Office of Health Planning, and the State Office of Rural Health impacting one in four Georgians. It also has a Legal Services division, Office of Inspector General, Government Relations division, and Financial Management division. Through effective planning, purchasing and oversight, DCH provides access to affordable, quality health care to millions of Georgians, including some of the state's most vulnerable and underserved populations.The HR Director ensures the effective implementation of OHR strategies, policies, and procedures to support agency goals. This position directs and oversees talent management, employee relations, compensation and benefits, compliance and risk management, learning and development, HR operations, analytics and reporting, and organizational culture. The HR Director serves as a strategic partner to Executive Leadership, fostering a positive and high-performing workplace. Reporting to the Chief of Staff, the HR Director will operate in a hybrid work environment with a requirement to be in the Capitol Hill/Floyd Towers office at least 3 days a week. Further, the HR Director will be expected to hold at least monthly in-person meetings with the HR team.The HR Director will also have direct oversight of the OFSS, overseeing the planning, operation, and maintenance of the agency's physical infrastructure and support services. This includes facilities management, maintenance, support services, security, janitorial services, vendor management, and compliance with safety and regulatory standards.Duties and Responsibilities:Strategic Planning and Policy Development:Communicate DCH's strategic vision, mission, and objectives, and develop and lead the implementation of programs and initiatives aligned with and designed to enhance knowledge, communication and relations within the Department and various stakeholders.Assist with developing policies for organizational effectiveness and employee satisfaction, including compensation and benefit systems, classification structures, recruitment, employee development, learning and development, performance management, employee engagement and policy administration/compliance.Act as a trusted advisor to the Executive Leadership team on HR-related matters.Lead, support or direct organizational change initiatives impacting employees and workforce planning.Understand and interpret state and federal regulations, policies and legislative action.Assist in the development of legislative requests, budget development, media inquiries and open records requests.Participate in organizational management, change management, and strategic planning for the agency.Talent Management:In partnership with executive leadership team and division leaders, identify staffing and recruitment needs, including forecasting workforce needs and develop/revise succession plans as needed.Develop and execute best practices for hiring and talent management.Oversee recruitment strategies to attract top-tier talent.Lead initiatives to attract and retain talent.Employee Relations and Engagement:Cultivate a positive culture that enhances employee satisfaction and retention.Mediate conflicts and promote positive workplace relations.Develop and execute employee engagement activities.Ensure exit interviews and 15-45-90 trends are analyzed and recommendations to address concerns are implemented.Handle high-level employee relations issues, including conflict resolution and disciplinary and legal matters.Compensation and Benefits:In partnership with the executive leadership team, oversee the effective administration of position classification and compensation.Communicate and administer all employee benefit programs offered through the State of Georgia including but not limited to paid time off, health insurance, flexible benefits, and retirement savings and pension plans.Compliance & Risk Management:Ensure compliance with all federal, state, and local employment laws.Oversee HR audits, workplace investigations, and risk mitigation strategies.Maintain updated policies in line with State Personnel Board Rules.Learning & Development:Develop, implement and support NEO and contractor onboarding.Lead learning and development programs to upskill talent or enhance leadership, management, and technical skills.Develop new training for managers to help with conflict resolution. Ensure departmental and state of Georgia training is fresh, launched and tracked for compliance.Establish annual performance management guidance and support career ladder development paths.HR Operations, Analytics & Reporting:Oversee HR operations and related systems associated with position management, time and leave administration, and transaction and payroll support.Monitor HR metrics such as turnover, retention, and employee satisfaction and make data driven recommendations to support trends.Present data-driven insights to leadership for decision-making on areas of concern.Optimize HR technology and HRIS systems for efficiency.Facilities and Support Services Oversight:Oversee the maintenance, repair, and improvement of buildings, fleet, equipment, and grounds.Oversee facility management strategies to ensure efficiency and sustainability.Ensure compliance with health, safety, and environmental regulations.Monitor OFSS expenses and identify cost-saving opportunities.Conduct routine facility audits and risk assessments.Oversee security measures to safeguard personnel and property.Collaborate with leadership on capital improvement projects, relocations and building/floor renovations.Leadership and Supervision:Supervises and manages OHR staff and OFSS Leadership, providing guidance and support.Supervise, mentor, and motivate team members to achieve performance goals.Provide regular feedback, coaching, and support for career growth encouraging ongoing learning and professional development.Foster a culture of collaboration, accountability, and innovation.Interview, hire, direct, train, evaluate the performance of and when necessary, discipline and discharge employees.Perform other duties as assigned.Core Competencies/Skill Sets:Business acumenStrategic business partnerKnowledge of large, comprehensive, and complex HR program delivery and executionThorough knowledge of employment-related laws, regulations and State Personnel Board RegulationsAnalytical/critical thinking, with detailed and structured thought process/problem solvingMake recommendations and decisions, articulate basis for and defend themAbility to professionally challenge the way things are done and implement improvement and corrective actionChange agentTake accountabilityExhibit sense of urgencyExcellent organization skills and attention to detailAbility to prioritize tasks, delegate and provide oversightSuperior time management skills and ability to establish and meet deadlinesMonitor, synthesize and report on progress/resultsHigh emotional intelligenceEthical conduct and integrityAppreciation for and maintain confidentialityExcellent interpersonal and negotiation skillsAbility to build relationships, credibility and ultimate trustDrive for and achieve consensusEmbody and foster teamworkAbility to balance being a representative or leadership and advocate for staffSuperior leadership and management skillsExcellent verbal/written communication and presentation skillsInvestigative and report writing skillsProject managementMeeting facilitation (plan, run, coordination, follow-up, etc.)Proficiency with Microsoft Office Suite and/or related softwareKnowledge of and ability to leverage DCH-related HCM (Workday) and LMS systemsEducation and Experience:Completion of an undergraduate degree in human resources, business administration