Human Resources Director

Purpose of Your Job Position

The primary purpose of your position is to direct the Human Resources Department in accordance with current applicable federal, state, and local standards, guidelines, and regulations, and as directed by the Administrator, to assure that quality personnel are interviewed, trained and employed.

Delegation of Authority

As Human Resources Director you are delegated the administrative authority, responsibility, and accountability necessary for carrying out your assigned duties.

Job Function

Every effort has been made to identify the essential functions of this position. However, it in no way states or implies that these are the only duties you will be required to perform. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or is an essential function of the position.

Duties and Responsibilities

Administrative Functions

• Assist in planning, developing, organizing, implementing, evaluating, and directing the Human Resources Delegate. (e.g., developing Human Resources policy manuals, employee job descriptions, performance evaluations, etc.)
• Develop and maintain written job descriptions and performance evaluations for each staff position in accordance with pertinent laws governing job positions.
• Recommend to the Administrator the number and level of personnel to employ.
• Review all requests from department directors for new or replacement personnel, fill requests as approved, and arrange interviews, appointments, etc.
• Assist in determining departmental staffing, evaluate employee performances, and make recommendations to the administrator concerning wage and salary adjustments, hiring, terminations, transfers, etc.
• Maintain job applications for personnel eligible to work in the Facility. (e.g., job applications, resumes, reference checks, etc., of those persons meeting the eligibility requirements for the position in which they applied.).
• Maintain confidentiality of all pertinent employee information in accordance with the Privacy Act, as well as our Facility's established policies governing the release of information.
• Ensure that appropriate documentation concerning the employee's right to work in this country is verified in accordance with current laws, regulations, and guidelines concerning such matters and that appropriate documentation of such review is filed.
• Consult with department directors concerning the staffing of their departments, eliminating and correcting problem areas, and improvement of services.
• Develop, implement, and maintain an adequate personnel record filing system that meets the needs of the Facility and complies with current employment practices.
• Prepare, recommend, and maintain records and procedures for controlling personnel transactions and reporting personnel data.
• Ensure that the Facility complies with current applicable federal and state employment regulations regarding wages, overtime, work hours, workers' unemployment compensation, etc.
• Ensure hiring and discharge procedures comply with established policies and procedures.
• Assist the Facility in developing personnel policies.
• Interpret department policies and procedures to personnel, residents, visitors, etc., as necessary or required.
• Provide public information (i.e., verification of employment, wages, etc.), in accordance with current laws, regulations, and guidelines governing such matters.
• Represent the Facility at and participate in meetings, as directed.
• Assist in standardizing the methods in which work will be accomplished.
• Ensure new personnel are oriented to the Facility and explain personnel policies, procedures, payroll procedures, safety and smoking regulations, grievances procedures, etc., as established in our operational policies and procedures.
• Keep department directors informed of changes in personnel matters.
• Ensure that fire safety programs are in place.
• Make written and oral reports and recommendations to the Administrator concerning personnel needs, problem areas, etc., as deemed necessary or appropriate.
• Perform administrative requirements such as completing necessary forms, reports, etc., and submitting to the Administrator, as required.
• Maintain employee bulletin boards.
• Assist in preparing daily information relative to the posting of nursing staff numbers.
• Supervise the Human Resources Department.
• Ensure payroll processing is completed in a timely and accurate manner.
• RFMS Management & Deposits
• Administer salary and wage administration to ensure compliance and equity within the organization.

Committee Functions

• Serve on various committees, as directed by the Administrator.
• Chair the Human Resources Committee, as applicable.

Personnel Functions

• Assist in the recruitment, selection, and training of competent personnel.
• Hire personnel in accordance with established hiring practices.
• Ensure that the Facility has qualified personnel available to provide the best service for resident comfort and convenience (e.g., personnel demonstrate the knowledge and skills necessary to provide care appropriate to the age-related needs of the residents served.).
• Arrange for pre-employment tests, physicals, X-rays, HBV vaccinations, etc., as outlined in our Human Resources policy manual.
• Process (or, when applicable, assist Payroll clerk in processing) all newly hired personnel information and all change of status data.
• Ensure that employee licenses and certifications are up to date and on file.
• Ensure that nurse aide data is verified or submitted to the Nurse Aide Registry on a timely basis.
• Monitor Worker Compensation claims and coordinate work between employees and the insurance carrier. Ensure OSHA recordings and posting are complete.
• Counsel and discipline personnel, as requested or as necessary.
• Maintain attendance records and records of counseling, warning, and other disciplinary action taken against employees.
• Arrange and process employee FMLA and other leaves of absence (as applicable.)
• Conduct investigations into employee allegations of abuse.
• Terminate employment of personnel when necessary, documenting, and coordinating such actions with the department directors and Administrator.
• Conduct exit interviews.
• Monitor unemployment claims and assist the Facility with appeals.
• Maintain a good employee relations program that serves the best interest of the Facility and community alike.

Staff Development

• Ensure training and in-services are provided on a regularly scheduled basis, assist in planning in-service classes, on-the-job training procedures, and orientation for newly assigned personnel.
• Employee Engagement Leader
• Attend and participate in workshops, seminars, etc., to keep abreast of current changes in personnel matters, as well as to maintain a professional status.
• Attend and participate in Facility mandatory in-service training programs as scheduled (e.g., OSHA, TB, HIPAA, Abuse Prevention, etc.).
• Ensure that appropriate training records are maintained for staff personnel.

Safety and Sanitation

• Ensure that all Facility personnel, residents, visitors, etc., follow established safety regulations, to include fire protection and prevention, smoking regulations, infection control, etc.
• Ensure that Facility personnel follow established ergonomics policies and procedures governing lifting techniques, repetitive tasks, and the use of safety equipment and supplies to prevent work-related injuries and illnesses.

Budget and Planning Functions

• Conduct salary and wage surveys.

Resident Rights

• Maintain the confidentiality of all resident care information including protected health information. Report known or suspected incidents of unauthorized disclosure of such information to the Privacy Representative.
• Ensure that newly hired personnel receive a copy of our Facility's resident's rights.
• Must adhere to all HIPAA requirements.

Working Conditions

• Works in office areas as well as throughout the Facility.
• Is involved with residents, personnel, visitors, government agencies or personnel, etc., under all conditions and circumstances.
• Attends and participates in continuing educational programs.
• Is involved with government agencies or personnel under all conditions and circumstances.
• Maintains a liaison with department directors concerning personnel matters.

Education

• Bachelor's Degree in Business Administration.

Experience

• Must have, as a minimum, five (5) year(s) experience in Human Resources Administration.

Specific Requirements

• Must possess a thorough knowledge of the laws, regulations, and guidelines concerning personnel administration in nursing care facilities.
• Must be able to read, write, speak, and understand the English language.
• Possess the ability to make independent decisions when circumstances warrant such action.
• Knowledgeable of administrative practices and procedures, as well as laws, regulations and guidelines pertaining to employment law, wage and hour rules, labor relations, OSHA, Privacy Act, etc.
• Must possess leadership ability and the willingness to work harmoniously with and supervise other personnel.
• Ability to plan, organize, develop, implement, and interpret the Human Resources programs, goals, objectives, policies and procedures of the Facility.
• Must have ability to act as liaison between personnel and management.
• Must maintain the care and use of administrative supplies, equipment, etc., and maintain the personnel department in a clean, safe, and attractive manner.
• Must possess the ability to seek out new methods and principles and be willing to incorporate them into existing personnel practices.
• Must be able to communicate personnel policies, procedures, regulations, reports, etc., to staff members and government agencies or personnel.

Physical and Sensory Requirements

(With or Without a Reasonable Accommodation)

• Must be able to move intermittently throughout the workday.
• Must possess sight and hearing senses or use prosthetics that will enable these senses to function adequately so that the requirements of this position can be fully met.
• Must meet the general health requirements set forth by the policies of this Facility, which may include a medical and physical examination.
• Based on the Occupational Safety and Health Administration's Guidelines for Nursing Homes Ergonomics for the Prevention of Musculoskeletal Disorders and the American Conference Governmental Industrial Hygienists' Threshold Limit Values for Lifting the Facility has identified that this job may require the lifting of residents, equipment, or other objects. Accordingly, this job may require a minimum of 5 pounds and a maximum of 25 pounds lifting, periodically and or as needed.

Acknowledgment

I have read this job description and fully understand that the requirements set forth therein have been determined to be essential to this position. I hereby accept the position of Human Resources Director and agree to perform the tasks outlined in this job description in a safe manner and in accordance with the Facility's established procedures. I understand that as a result of my employment, I may be exposed to blood, body fluids, infectious diseases, air contaminants (including tobacco smoke), and hazardous chemicals and that the Facility will provide to me instructions on how to prevent and control such exposures. I further understand that I may also be exposed to the Hepatitis B Virus and that the Facility will make available to me, free of charge, the hepatitis B vaccination. I also understand I may not release or disclose protected health or Facility information without proper authorization.

I further understand that the duties listed above may change at any time, either verbally or in writing according to the needs of the Facility. I understand that I may be required to work weekends, holidays, and may be temporarily assigned to other positions as needed.

I acknowledge that this Job Description does not create an employment contract. Further, I understand that my employment is at-will and thereby understand that my employment may be terminated at-will by either the Facility or myself, and that such termination can be made with or without notice.

Background Screening Clearinghouse Link

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