Human Resources Director

Job Description
POSITION SUMMARY

The Human Resources Director at Pender Community Health (PCH) will serve as a strategic and hands-on leader responsible for designing and executing HR programs that support its continued growth, values and mission. This role encompasses oversight of all Human Resource related functions including, recruitment, onboarding, employee relations, policy management, compensation, training, performance management, payroll, benefits and succession planning.

MISSION

To be the best place to get care and the best place to give care.

VISION

To be the leader in rural health-serving with compassion, empowering our team, advancing through innovation, and pursuing excellence.

OUR CORE VALUES

Presence: Build real relationships. Act with sensitivity, listen carefully, and be mindful of others' time. Quality care begins with connection.

Accountability: Do what's right. Reliability earns trust. We take responsibility for our actions, decisions, and outcomes.

Kindness: Lead with compassion. Make a positive difference in the lives we touch. Treat others with dignity, empathy, and respect.

Expertise: Commit to excellence. Pursue growth, innovation, and continuous improvement to deliver outstanding patient care.

Resilience: Move forward together. Adapt to change, overcome challenges, and support one another through teamwork.

Experience and Skills
QUALIFICATIONS

Education, Experience:

• Bachelor's degree in human resources, health care administration, business or related field of study is required, master's degree strongly preferred.
• 5 - 7 years of experience in human resources management required including exposure to and direct responsibility over a majority of the assigned duties.
• 3 - 5 years' experience in a management role preferred.

Certificates, Licensure, Registrations:

• Professional Human Resources (PHR) certificate preferred

VALUES-BASED PERFORMANCE EXPECTATIONS & ESSENTIAL FUNCTIONS

PRESENCE: Build Real Relationships

• Supports the integration of the mission, vision and values into daily operations and leadership practices.

• Serves as a trusted leader.
• Listens actively and responds thoughtfully to concerns.
• Maintains visibility throughout the organization.
• Encourages open, transparent communication.
• Demonstrates approachability and professionalism.
• Supports organizational change initiatives and culture development efforts.
• Implements and supports employee engagement efforts and regularly gathers feedback to strengthen the culture.
• Promotes organizational communication, engagement and recognition programs.

• Adds value to the Administrative Team by participating fully by thinking openly and freely.

ACCOUNTABILITY: Do What's Right

• Ensures compliance with employment laws, regulations, and organizational policies.
• Addresses employee issues consistently and fairly.
• Conducts investigations and participates in the resolution of incidents related to regulatory compliance such as EEOC, Title VII charges, ADA, FMLA, etc.
• Holds self and others accountable for commitments and values.
• Uses organizational resources responsibly.
• Demonstrates ethical decision-making in all situations.
• Participates in professional growth and development by attending seminars and workshops.
• Participate in HR related professional affiliations.
• Maintains confidentiality and professionalism in all HR matters.

KINDNESS: Lead with Compassion

• Treats every employee with dignity and respect.
• Handles sensitive situations with empathy and professionalism.
• Supports employees through difficult workplace and personal challenges.
• Promotes a culture where every individual feels valued.
• Recognizes contributions and celebrates successes.
• Fosters an environment of respect, inclusion, teamwork and accountability.
• Works closely with employee assistance program to offer assistance to all when needed.

EXPERTISE: Commit to Excellence

• Analyze workforce metrics which includes productivity. Utilizes data to drive decisions.
• Manages workforce succession planning and leadership development. Leads the Leadership Development Committee.
• Leads continuous improvement initiatives within HR operations.
• Develops innovative solutions to workforce challenges and stays current with HR trends.
• Develops and implements HR strategies aligned with the organizational goals.
• Leads recruitment, retention, onboarding and employee benefits programs.
• Administers PCH's compensation program, market analysis and merit programs to comply with approved budget.
• Educates staff in related HR matters.
• Administers the employee benefits program and follows all plan documents, regulations and policies.
• Produce and manage a yearly HR budget.
• Works alongside Finance to administer payroll functions and processes following all rules and regulations.
• Interprets and applies departmental and organizational policies with consistency and fairness.
• Serves as a trusted advisor on employee relations, corrective action and organizational leadership coaching.

RESILIENCE: Move Forward Together

• Adapts effectively to changing organizational priorities.
• Maintains professionalism during challenging situations.
• Leads through uncertainty and organizational change.
• Supports leaders and employees during transitions.
• Encourages teamwork and collaboration across departments.
• Performs duties as assigned.

GENERAL REQUIREMENTS

To perform this job successfully, an individual must possess the following knowledge, skills or abilities. (Reasonable accommodations may be made to enable qualified individuals to perform the essential functions):

• Knowledge across all core human resources functions.
• Knowledge of organizational development, education and training philosophies and methods.
• Knowledge of statistical concepts, methods of data collection and interpretation.
• Skill in conflict diffusion and resolution.
• Ability to develop and maintain positive relationships with employees, boards, officials, directors, and other stakeholders.
• Ability to relate and communicate with a wide range of customers having socio-economic, educational, cultural and racial differences and practices.
• Ability to lead multi-disciplinary teams and work as a team member.
• Ability to communicate effectively both verbally and in writing.
• Ability to effectively present material and key messages to various sized audiences.
• Ability to compile, research, and analyze information.
• Ability to compose and present comprehensive reports.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices.
• Ability to perform crucial conversations with desired outcomes.
• Ability to make operational and management decisions in response to changing conditions.
• Ability to maintain confidentiality relevant to sensitive information.
• Ability to maintain regular and punctual attendance.
• Ability to generate, read, interpret, and take action as it relates to basic financial statements, national and state regulations, safety rulings, and organizational policies / procedures.
• Ability to responsibly and effectively utilize AI resources in compliance with PCH's AI governance policies.
• Knowledge of computer hardware equipment and software applications relevant to work functions.

Job Benefits
Standard full-time benefits: Benefits go into effect on the 1st of the month following 30 days of employment. Include but not limited to:

• Health Insurance: PPO and H.S.A. option; PCH pays a portion of premiums
• Dental & Vision Insurance
• Life Insurance: Life and Accidental Death and Dismemberment Plan at no cost to the employee; opportunity to purchase additional coverage also available
• Paid Time Off (PTO): Accrue hours based on a percentage rate (set by years of service) multiplied by the number of hours worked in a pay period
• 403(b) Retirement: The hospital will match employee contributions for their retirement, up to a percentage employee gross wage
• Short Term Disability, Long Term Disability, Critical Illness, Accident Policies
• Medical and Dependent Care Savings Accounts
• Group Incentive Plan (GIP): The hospital sets facility wide goals for our annual fiscal year. Depending on how many of those goals we meet at the end of the fiscal year that determines the amount of bonus employees receive.

This institution is an EEO/AA Employer and Provider - Protected Veterans and Individuals with Disabilities.