Director of Human Resources

Overview The Director of Human Resources is a member of the senior leadership team, responsible for oversight of all Human Resources functions at Advantage Care Health Centers(“Center”), including but not limited to Talent Acquisition, Onboarding, Training & Professional Development, Employee Relations and Engagement, Leave of Absence, Employer-Sponsored Health & Wellness and Retirement Plans, Compensation/Total Rewards, and Employee Records. The Director is responsible for developing and executing Human Resources processes in alignment with the Center’s mission, vision, core values, and strategic goals. The Director is a key leadership role responsible for developing, implementing, and continually evaluating strategies to support the Center’s need for qualified talent at all levels. The Director reports to the Chief Executive Officer and works closely with the Senior Human Resources Generalist and representatives of third-party organizations providing contracted Human Resources services, including but not limited to AHRC Nassau. The Director collaborates closely with the CEO, CFO, and other members of the senior leadership team to meet the Center’s evolving staffing needs. Travel is primarily local during the business day, although some weekend, out-of-area, and overnight travel occasionally may be expected. Responsibilities Primary duties and responsibilities include but not limited to: Oversees all human resources functions for the Center, including Talent Acquisition, Onboarding, Credentialing, Training & Professional Development, Employee Relations and Engagement, Leave of Absence, Employer-Sponsored Health & Wellness Plans and Retirement Plans, Compensation/Total Rewards, and Employee Records. Ensures strategies and processes are based upon established best practices, and utilizes data analytics to evaluate effectiveness and refine, enhance, and revise processes and initiatives. Collaborates with key Human Resources and Payroll personnel at AHRC Nassau and other key HR vendors, as needed, to facilitate effective HR services for the Center. Ensures compliance with all federal, state, and local labor and employment laws, guidance, and best practices, including regulations and requirements associated with the Center’s operation as a Federally Qualified Health Center (FQHC) and a NYS Article 28 Diagnostic & Treatment Center. Develops and maintains comprehensive employment policies & procedures and an employee handbook that incorporate all relevant laws, guidance, and best practices and that align with the Center’s business goals and values. Maintains knowledge of industry trends and employment legislation and ensures organization's compliance. Manages all aspects of Talent Acquisition, including but not limited to identifying and prioritizing open positions, marketing and outreach to referral sources, engaging qualified candidates, screening and selecting candidates, expediting job offers, and facilitating onboarding. Identifies opportunities for internal advancement and encourages current employees to seek advancement. Sources and facilitates contracts with (1) third-party executive and professional search firms, as needed, to acquire high quality talent, and (2) staffing agencies, as needed, to provide temporary staffing. Assesses the success of talent acquisition strategies and the return on investments to ensure that the Center allocates resources that result in successful hires. Ensures the Center maintains fair and equitable hiring practices as an equal opportunity employer. Oversees Learning & Professional Development for employees, including (1) regular performance reviews for all employees, (2) new hire orientation, (3) initial and recurring trainings and certifications required by HRSA, NYS DOH, and other governmental oversight bodies, (4) completion of required continuing education for positions requiring CEUs and licensure, and (5) non-mandated workshops and trainings to provide employees with additional opportunities for professional growth and career advancement. Oversees employees’ access to and use of the organization’s learning management system (LMS). Produces or obtains regular reports from the LMS to monitor employee compliance with required trainings and facilitates employee compliance with required trainings and certifications. Directs Employee Engagement, including but not limited to an employee recognition strategy designed to engage diverse team members. Develops events, activities, and programs to engage employees, demonstrate appreciation, and establish positive morale. Ensures the effective utilization of a communication strategy that effectively engages employees in all positions. Continually evaluates effectiveness in retaining employees and positively impacting morale, utilizing objective metrics to assess outcomes, and adjusts strategies to improve retention and morale. Develops effective strategies for obtaining employee feedback and evaluating engagement, analyzing trends, and developing new strategies to address areas for improvement. Provides regular objective reports on employee engagement with recommendations to the CEO. Maintains a comprehensive Total Rewards/Compensation package to attract and retain employees that includes (1) a regularly benchmarked competitive compensation framework, (2) rich employee benefits that are valued by employees (e.g., health & welfare plans, retirement plans, PTO, tuition reimbursement, student loan forgiveness, employee wellness incentives, etc.), and (3) a variety of regular reward/recognition programs to engage employees. Promotes employees’ participation in the organization’s Employee Wellness initiatives to create an overall culture of health and wellness. Evaluates total compensation plans for competitiveness and impact on talent acquisition and retention and recommends revisions and enhancements when indicated. Maintains effective relationships with brokers, vendors, and legal counsel, as appropriate. Ensures compliance with all state and federal rules for benefits plans (e.g., ACA, ERISA, etc.), and functions as liaison with auditors and other government representatives to facilitate and comply with inquiries, audits, investigations, and legitimate requests for information. Responsible for oversight of all Employee Relations matters, including but not limited to evaluating, advising, and responding to employee complaints, allegations of misconduct, claims of harassment and unfair practices, corrective actions, performance improvement plans, recommendations for involuntary separations, and grievances. Supports employees in resolving concerns. Directs and supports management in addressing performance concerns. Anticipates and addresses litigation risks and EEOC and legal claims, collaborating with the CEO and appropriate labor counsel and insurance carrier, when indicated. Represents the Center at hearings, mediation meetings, and other formal proceedings related to labor relations. Facilitates productive and collaborative professional relationships, and provides training to administrators and managers, as needed, to promote leadership development, teamwork, relationship development, and employee engagement. Facilitates employees’ familiarity with and access to the organization’s multi‑employer Health & Wellness Plans and Retirement Plans. Maintains current knowledge of critical components of all Plans, including but not limited to procedures for enrollment, basic benefits, insurance carriers, record‑keepers, and online platforms, and facilitates prompt resolutions to employee inquiries and concerns. Oversees Center’s access to and utilization of the organization’s human resource information system (HRIS) to process all employee data. Ensures (1) data is entered accurately, promptly, and consistently, (2) employee information is kept confidential and released only when appropriate, (3) employees are able to access and modify their personal information easily, and (4) required and requested reports are provided in a format that meets the Center’s business needs. Facilitates the Center’s required reporting to oversight bodies, including but not limited to the Board of Directors, NYSDOH, HRSA, USDOL, NYSDOL, EEOC, Worker’s Compensation Board, etc. Manages and acts as the Center’s primary liaison with third‑party organizations providing contracted Human Resources services, including but not limited to AHRC Nassau. Participates in the development, implementation, and evaluation of the Center’s strategic plan. Acts as Committee Member and/or Chair of a Strategic Plan Goal Committee to advance one or more Goals, as requested by the CEO. Represents the organization at local, regional, statewide, and national conferences and committees, as requested and approved, to remain familiar with current trends and best practices and to serve as an ambassador for the organization. Any other duties assigned by the CEO. Qualifications Bachelor’s degree or higher and credential in Human Resources (e.g., SHRM-SCP, PHR. CEBS, etc.). Master’s degree or higher preferred. Five (5) or more years’ progressive supervisory experience in Human Resources Management; Ten (10) years preferred. Experience managing Human Resources in healthcare or a long‑term care organization required; Experience in a Federally Qualified Health Center (FQHC) strongly preferred. Demonstrated experience, expertise, and a record of success in multiple core areas of Human Resources. Demonstrated commitment to and experience in designing, supporting, and leading organization‑wide initiatives. Demonstrated record of meeting deadlines and delivering effective measurable outcomes. Experience with talent metrics and data analytics preferred. Strong interpersonal and written and verbal communication skills required. Strong organizational, time‑management, and leadership skills required. #J-18808-Ljbffr