Human Resources Director

Human Resources DirectorHospital Name: RUSH Specialty Hospital - Inpatient Rehabilitation Position: Human Resources Director Location: Housed inside of Rush Specialty Hospital Schedule: Full-Time Compensation: $90K-$120K (based on years' experience)RUSH Specialty Hospital, a partnership between Select Medical and RUSH, is a 100-bed facility that provides both critical illness recovery as well as acute inpatient rehabilitation services.Our acute rehabilitation unit is committed to providing exceptional and compassionate care to best address the medical, physical, emotional, and vocational challenges for individuals with brain injuries, spinal cord injuries, neurological disorders, orthopedic issues, amputation, and multiple traumas.Why Join Us:Start Strong: Extensive orientation program to ensure a smooth transition into our setting.Opportunity for Advancement: Demonstrate your skills and dedication which could lead to potential full-time opportunitiesFoster Well-being: We offer benefits which support the financial, work/life and emotional well-being of you and your family members. Part time/Per Diem positions are eligible for 401k based on reaching 1,000 hours within their first anniversary or subsequent calendar year. We also offer our employee assistance program to part time employees.Your Impact Matters: Join a team of over 44,000 committed to providing exceptional patient careEase the Burden: Company Paid ParkingResponsibilitiesUsing discretion and independent judgment, the HR Director manages and owns all aspects of the Human Resources Department within assigned hospital and region in coordination with the Regional Human Resources Director/VP of HR and the Corporate Human Resources/Payroll Department.The HR Director independently evaluates and identifies local and assigned regional hospital needs and proactively designs, implements, and executes effective strategies in conjunction with other local leaders to meet and/or exceed the business plan. The HR Director continuously and positively influences and elevates all aspects of the Select Medical Way and the company's Mission, Vision, and Values, which is demonstrated by the hospital's HR data with respect to compliance, recruitment, retention, and employee satisfaction. The HR Director is also capable of successfully and effectively managing local hospital needs in addition to regularly supporting other hospitals and/or projects as needed within the CIRH division.Owns the operational outcomes of all aspects of the human resources department and creates a workplace culture of excellence utilizing local leadership, Regional HR Leadership and Shared Services HR support. The HR Director values and demonstrates constant commitment to the Select Medical Way with each interaction and creates an environment in which all employees feel respected, included, and aligned with our Mission, Vision, and Values. The HR Director owns the responsibility of building and maintaining an exceptional workplace culture.Projects and maintains a professional image of trust and objectivity at all times.Executes a high level of service orientation and responds promptly to all requests from employees, leaders, and corporate staff. Hardwires service excellence into local hospital culture at all levels.Ability to influence above job duties to achieve results across multiple hospitals while developing other HR professionals.Identifies, develops, and successfully executes strategies to enhance the hospital's communication strategy to build trust and create transparency for all team members. Establishes self as a trusted resource that provides assistance to hospital and regional leaders by using communication and strategy to create change in a positive and sustained manner. Attend and participate in staff, local, and regional meetings regularly. Hardwires the Select Medical Way and 4 Key Results into communication to help create alignment at the individual level. Creates awareness and adoption of organizational Mission, Vision, and Values. Supports efforts to maintain an open door policy regarding communications with employees. Maintains regular office hours available to night shift and weekend staff, minimum on a monthly basis.Drives Talent Acquisition for the facility and assigned region to ensure that hospitals are securing top talent through strategic planning, effective recruitment, and right fit selection. Responsible for ensuring there is high quality selection and facilitates additional leadership training as necessary. Responsible for designing a positive candidate and onboarding experience in order to create a competitive advantage in securing and retaining top talent. Responsible for maintaining accurate position control that meets evolving business needs. This includes being strategic with FTE mix, looking forward and adjusting for seasonality of census (up or down), and staying in tune with market changes that may impact ADC or acuity.Establishes role as a proactive business partner that supports sustainable success around business plan. Develops an understanding of labor costs and positively impacts by developing recruitment, retention, and staffing strategies with CEO, CNO and Regional support teams. Understands and supports operational needs while influencing HR best practice.Responsible for developing real time retention plans and executing on key strategies and best practices to increase hospital engagement and build positive culture in the workplace. Must analyze and interpret turnover trends, exit interviews and other data to create strategies to improve employee experience and increase retention. Responsible for ensuring that a positive and impactful culture is built based on meaningful recognition and the Select Medical Way.Responsible for partnering with local and regional leadership to develop local leaders in order to promote excellence in leadership. The HR Director is expected to take ownership of, and successfully influence leaders to align with the Select Medical Way and desired cultural behaviors. Further, the HR Director is expected to provide leadership trainings and/or workshops to front line staff and hospital leaders on a quarterly basis, at minimum.Expertly manages all employee relations related issues that may arise. Proactively addresses employee concerns and is a leader in all investigations and follow up in partnership with Regional HR Support. Ensures consistent application of HR policies and successfully manages workforce and compliance risk. Promptly notifies Regional HR of any EEOC and/or lawsuit possibilities. Seeks to develop strong understanding of Employment Law and aligns local practice with industry and division best practices.Leads safety program for local hospital in collaboration with the Safety Office in order to ensure timely completion of quarterly Employee Safety Work plan and to provide monthly safety performance updates at the QAPI meeting. Analyzes local and assigned regional data to create a meaningful impact on keeping our patients and each other safe. Reaches out to Employee Safety Team as needed to enhance local safety program and meet or exceed division benchmarks. Processes and maintains all workers compensation claims in a timely manner and according to Select's Return to Work and Worker's Compensation programs. Maintains OSHA logs and requirements in a timely manner.Proactively partners with all key stakeholders to achieve and maintain 100% compliance with all licensing and regulatory bodies. Maintains required tracking, presents findings and plans of correction in QAPI and Governing Board Report. Successfully participates in all hospital surveys. Maintains postings, files, and procedures that are in compliance with federal and state statutes. Communicates opportunities regarding compliance with appropriate management and ensures completion of appropriate action plan follow up. Partners with local leaders and other HR professionals to share best practices and strategy related to compliance.Provides high-level, expert understanding and application of all CIRH HR Policies, Procedures, and Practices. Responsible for fair and consistent application of policies in addition to independently innovating and providing educational opportunities to hospital leadership/key stakeholders regarding compliance with policies and best practice. Responsible for ensuring local hospital compliance, and to communicate policy changes and updates. Monitors and reports to the Compliance Department in accordance with HR Policies and Procedures. Available to staff to review HR Policies and Procedures. Identifies and leads educational opportunities for hospital leadership on HR Policies and Procedures.Supports the compensation program and maintains hospital wage and salary records to ensure that hospital is able to recruit and retain top talent. Works with hospital CEO, Regional Leadership and the Compensation Department to adjust local scales as needed in order to remain competitive in the market. Ensures timely completion of the annual compensation review process as outlined by the compensation department assisting assigned locations as needed.Performs accurate and timely bi-weekly payroll processing with the coordination and support of Payroll Department. Secures appropriate approvals for all/any bonus(es) or additional compensation prior to being communicated and paid to the employee. Maintains payroll records in accordance to Department of Labor requirements. Posts proper payroll information (i.e. payroll cycle and check dates, holidays, time reports, minimum wage information, etc.) for employees to resource and reference. Assists assigned locations as needed.Displays strategic excellence in all HR and administrative functions. Maintains total compliance and timeliness related to all administrative and record keeping tasks including, but not limited to: document retention, policy adherence and education, employment files (personnel, health, education, agency/contract), employee paperwork and records, leave, benefits, payroll, licensure and certification, compliance and regulatory requirements, and investigations.Supports hospital staff in furthering their personal education or training. Communicates education/training and development opportunities to personnel. Partners with local leadership to promote and coordinate continuing education. Assists and influences leaders to coach employees to meet organizational expectations and develop top talent. Supports clinical excellence by assisting department leaders to increase skills and competency through mentorship, feedback, recognition and formal programming (i.e. CAP Program, Scholarship Program, and other developmental opportunities supported by the Tuition Assistance Program). Supports training efforts designed to effectively manage cultural diversity