Director of Human Resources, 72 hours every two weeks. Wages $28.20 - $35.00 per hour DOQ

Job Description

Job Description:\n\nOrganizational Responsibilities:\n• Adhere to, support and promote St. Francis Health Services’ Mission and Core Values, philosophy, goals and objectives while conducting company business.\n • Maintain confidentiality of company and individual receiving services related information at all times.\n • Serve on, participate in, and attend various committees of the care center as appointed by the Administrator.\n • Oversee the day-to-day functions of the human resource department to ensure compliance with all local, state and federal rules and regulations related to labor and human resource issues.\n • Serve as a resource for the Administrator and supervisors on questions pertaining to human resource-related laws/regulations, benefits, various coaching and employee-related situations, including hiring, disciplining, and terminating.\n • Work with department supervisors to assist them in carrying out their responsibilities on human resource matters.\n • Perform and/or oversee investigations on objectionable behavior complaints.\n • Coordinate response to grievance or legal action (EEOC etc.).\n • Oversee development and updates of job descriptions and ensure each employee reviews and acknowledges his/her description when appropriate.\n • Review and update employee handbook annually according to company policies and procedures.\n • Be familiar with collective bargaining agreements, if applicable, and ensure they are administered accordingly as it relates to your human resource responsibilities.\n • Update the care center Supervisory Manual as needed and communicate to department supervisors.\n • Conduct Employment Law research as position allows.\n • Consult with legal counsel as appropriate, or as directed by the Administrator, on human resource matters.\n • Assist the administrator in the annual review, preparation and administration of the wage scales.\n • In cooperation with the department supervisors, ensure employees receive mandated and other training (such as HIPAA, Corporate Compliance, Safety, care center policies, etc.)\n • Conduct employee presentations as directed.\n • Serve as a member of the Care center Corporate Compliance Program Committee.\n • Process new hires in accordance with company policies and procedures. Procedures include, but not limited to, the following:\n o Ensure all aspects of new hire orientation/onboarding is completed and processed in a timely manner (i.e. Initial Training Checklist, MN New Hire, Criminal Background Study, personnel forms, benefit communications, required trainings and receipt of policies/notices etc.)\n • Process benefit administration in accordance with company policies and procedures. Procedures include, but not limited to, the following:\n o Serve as Plan Representative for the care center and oversee administration of the benefit plans. Ensure compliancy.\n o Review care center benefit contracts and amendments for accuracy.\n o Initiate the communication of the benefits to employees and ensure resources are available to all employees to ensure employees gain an understanding of benefit plans and enrollment provisions.\n o Distribute benefit enrollment guides, forms and required new hire and annual notices to employees within the required timeframe.\n o Monitor/track employee eligibility for benefits.\n o Ensure eligible employees are enrolled, have waived and/or are terminated from the benefits in a timely manner.\n o Offer, complete and submit applicable COBRA/MN Continuation paperwork to eligible employees, the applicable benefit company and the Corporate HR Department.\n o Coordinate annual and ongoing employee benefit enrollment meetings at care center.\n o Maintain all benefit enrollment/billing software programs.\n o Reconcile paper and online monthly billing statements to ensure they are current and accurate.\n o Code and submit benefit spreadsheets/billing statements to Administrator/ Accounting Department in a timely manner.\n o Process all benefit changes as needed (i.e. beneficiary, terminations).\n o Resolve discrepancies with carriers and payroll, etc..\n o Act as a liaison with insurance carriers/benefit representatives and foster effective relationships with them.\n • Administer Worker’s Compensation and OSHA in accordance with the regulations, company policies and procedures. Procedures include, but not limited to, the following:\n o Oversee claims management administration (i.e. submission of First Report of Injury (FROI), timely closure of claims, transitional job descriptions).\n o Ensure supervisors and employees are educated on Worker’s Compensation policies and procedures.\n o Ensure compliance with OSHA (i.e. enter recordable injuries/illnesses on the OHSA log within the required timeframe, ensure the yearly OSHA forms are processed and posted).\n • Administer personnel functions in accordance with company policies and procedures. Procedures include, but not limited to, the following:\n o Perform recruitment activities, interviews, and evaluate candidates for select positions as directed. Maintain records related to same.\n o Oversee the care center’s Applicant Tracking System (ATS) and ensure proper administration of such (i.e. job postings/requisitions, applicant flow/EEO reports, care center users, appropriate template letters sent through system, pre-hire assessments and onboarding forms are completed and filed appropriately).\n o Oversee the care center’s Performance Appraisal System and ensure proper administration of such (i.e. employee reviews/signs job description/performance review, supervisor completes and signs off on employee reviews).\n o Ensure each employee’s electronic timecard in the timekeeping system is complete and approved by the supervisor each pay period.\n o Enter required information in the timekeeping system on an ongoing basis (i.e. time adjustments, Personal Leave Time (PLT) requests, bonuses, etc.).\n o Sign off and submit the timekeeping file to the accountant each pay period by the given deadline.\n o Monitor and respond to unemployment claims, such as contestable claims and submitting to the accountant the approved care center quarterly payment of claims.\n o Notify Child Support Agencies of terminated employees.\n o Respond to employment verifications (telephone calls and correspondence).\n o Complete salary surveys as directed.\n o Plan, coordinate, present and/or ensure the annual required training is received by all employees.\n o File and maintain confidentiality of paperwork according to company policy and procedures on a regular basis or at least on a weekly basis (personnel, medical, benefits, COBRA, Worker’s Compensation, benefit invoices/deduction spreadsheets etc.).\n o Retain/destruct personnel records and record required information in accordance with policies and procedures.\n • Employee Recognition: Administer the care center’s employee recognition service award order and event in accordance with company policies and procedures. Procedures include, but not limited to, the following:\n o Track and credit all service an employee has completed within the care center/organization.\n o Submit orders for recognition pins/award brochures to the corporate office by the deadline.\n o Coordinate and plan the care center’s Annual Employee Recognition Event as directed.\nIndividual Receiving Services Care Responsibilities:\n• Does not disclose individual receiving services’ protected health information and promptly report suspected or known violations of such disclosure to the Administrator.\n • Ensure that all care is provided in privacy, as appropriate, and to knock after entering a individual receiving services’ room or individual receiving services care area such as tub rooms.\n • Report all grievances and complaints made by the individual receiving services, family, or visitors to the appropriate supervisor following the care center’s established procedures.\n • Report to licensed staff any necessary observations made regarding potential changes in individual receiving services status, utilizing the STOP AND WATCH tool.\nIndividual Responsibilities:\n• Report all complaints and grievances, according to company policies and procedures, which are made by the individual receiving services, family, or visitors and make a written/oral report to supervisor indicating what action(s) were taken to resolve the complaint or grievance.\n • Report any communicable or infectious disease that you contract to the appropriate supervisor.\nSafety/AWAIR Responsibilities:\n• Keep the call light system within easy reach of the individual receiving services.\n • Demonstrate and practice correct sanitation techniques, such as hand washing, proper handling of supplies, cleansing and sanitizing equipment, per policy procedure.\n • Participate in appropriate in-service training programs prior to performing tasks that involve potential exposure to blood/body fluids or hazardous chemicals.\n • Use personal protective clothing/devices/equipment when handling infectious waste and/or blood/body fluids.\n • Follow established policies and procedures in performance of duties such as safety, infection control and exposure to blood/body fluids.\n • Adhere to basic infection control practices, and use standard precautions.\n • Follow care center’s established policies governing safety data sheets (SDS) and the handling of hazardous chemicals. Ensure that hazardous chemicals are labeled. Report missing/illegible labels and SDSs to the appropriate supervisor.\n • Report occupational exposures to blood, body fluids, infectious materials and hazardous chemicals to the Department Director.\n • Follow established safety policies and procedures regarding fire, weather related, and other potential disaster threats to individual receiving services and staff.\n • Know exact location of emergency equipment (e.g., alarms and fire extinguishers).\n • Participate in fire safety and disaster preparedness drills.\n • Wear and/or use safety equipment and supplies (e.g. back brace, mechanical lifts, etc.) when lifting or moving individual receiving services.\n • Report and/or correct unsafe conditions immediately.\n • Promptly report all accidents, errors and unusual incidents to the supervisor no matter how minor they may be. Such occurrences must be reported on the shift in which they occur.\n • Utilize proper body mechanics.\n • Operate all equipment that is used in the department and social areas accurately and in a safe manner according to established procedures.\n • Ensure compliance with all health and safety related rules and regulations, including OSHA.\n • Serve on care center’s Safety/AWAIR Committee and assist with health and safety programs.\n • Report defective equipment to the supervisor.\nRegulatory Responsibilities:\n• Understand and follow the Vulnerable Adult and Abuse Policy and reporting procedure.\n • Understand and adhere to Individual receiving services Bill of Rights.\n • Comply with local, state and federal laws, regulations, and statutes associated with position.\n • Complete and maintain the compliance of the annual Affirmative Action requirements and ensure reports are filed with the appropriate agency on a timely basis.\n • Complete and submit care center’s EEO-1 Report according to company procedures.\n • Ensure current mandatory State and Federal workplace posters are posted on company employee bulletin boards.\n • Administer the Family Medical Leave Act in accordance with company policies and procedures.\n • Monitor/track professional licenses and expiration dates and ensure all are current.\nEnvironmental Responsibilities:\n• Maintain a clean, attractive, safe and sanitary work environment.\n • Keep work areas free of hazardous objects, unnecessary equipment, supplies, etc.\nAttendance:\n• Attend departmental and staff meetings as directed.\n • Attend and participate in scheduled training and educational classes, department specific and care center wide.\n • Attend and participate in scheduled onboarding programs and activities.\n • Give adequate notice to appropriate person when absence is necessary.\n • Attend employment law seminars and other related human resource meetings or classes as directed.\n • Attend care center Advisory Committee meetings as directed by the Administrator.\nEducation and Experience:\n• Two-year vocational training in the Business/Administration/Human Resource field.\n • Human Resource Certificate or at least two years’ experience in Human Resource Administration. Healthcare Human Resource experience preferred.\n • Three years’ experience in a business/clerical/office setting.\n • Must have a working knowledge of computer systems, system applications and office equipment (i.e. Timekeeping/HR/Payroll, Microsoft Office (i.e. Word, Excel, Outlook, PowerPoint, and Publisher), copy/fax machine, personal computer.\n • Knowledge of and experience with related employment law (i.e. COBRA/MN Continuation, FMLA, ADA) required.\nSpecific Requirements:\n• Must be able to read, write, speak, and understand the English language while conducting company business.\n • Must be able to follow oral and written instructions.\n • Must adhere to the Corporate Compliance Program Code of Conduct.\n • Must adhere to company policies and procedures.\n • Must have a positive and friendly attitude.\n • Must be able to solve diverse procedural problems and plans.\n • Must be able to communicate, coordinate, and facilitate with other departments, families, and the general public.\n • Must respect the individual receiving services’ personal and property rights.\n • Must possess the ability to deal tactfully with personnel, individual receiving services, visitors and the general public.\n • Must possess the ability to work harmoniously with other personnel and departments.\n • Must be able to relate to and work with the disabled and elderly individuals within the care center who may at times be ill, confused, uncooperative, emotionally upset, or hostile.\n • Must be willing to work beyond normal working hours when necessary and on other shifts/days.\n • Must not pose a direct threat to the health or safety of other individuals in the workplace.\n • Must be able to request and/or accept direction/education as needed to develop new skills\n • Able to operate the following equipment:\n o Alarms and other safety interventions/devices;\n o Call light systems;\n o Walkie talkies and/or pagers, if provided by care center.\n • Able to take initiative and exercise good judgment.\n • Able to organize and plan activities related to human resources and leadership functions.\n • Possess sound knowledge of human resource practices and related laws.\n • Able and willing to be tactful, persevering and even-tempered.\n • Able to teach and motivate others.\n • Must possess the ability to work harmoniously with other personnel and company representatives.\n • Must possess the ability to plan, organize, develop, implement, and interpret the programs, goals, objectives, policies and procedures, etc., that are necessary for maintaining a sound human resource