JOB SUMMARY:   

 

The Interim Director of Human Resources will act as a consultant, guide and mentor to the internal candidate on all points as outlined in the job description. The (IDHR) identifies, addresses and implements critical human resource issues that support the achievement of Mee Memorial Healthcare System’s (MMHS) business objectives.  The IDHR, in collaboration with the Board of Trustees and Executive Team members, establishes and implements goals, objectives and strategies to manage human resource related business needs and leads the development and execution of all HR initiatives.  The IDHR directs, implements and controls adherence to employment policies and procedures pertaining to employee relations, recruitment and retention, compensation, training and development. The IDHR provides support services to administration, department heads, and employees as well as acts in an advisory capacity on employee relations issues.

 

 

PERFORMANCE DIMENSIONS AND TASKS

Essential Function

 

1.    Provides for the organizational structure and operational functions of the Human Resources Department based on the mission, vision, values, strategic goals and objectives determined by the Board of Trustees for the Healthcare System and approved for the Human Resources Department. 

2.    Based on established effective operational policy and/or guidelines, provides guidance and is accountability for the System’s recruitment, hiring, and onboarding, tracks and recommends actions to increase desired retention, and offer human resources support when appropriate for the management of the medical staff population. 

3.    As part of and in coordination with the Executive Team, researches, plans, proposes, implements and monitors the HR strategic plan based on the functions and priorities as approved by the Board of Trustees.

4.    Ability to analyze overall staffing requirements with Executive Team and managers as to skill sets, prerequisites, competencies, salary/benefit levels, career development ladders in order to attract, recruit and retain staff.

5.    Develops, in conjunction with Education and Training and other organizational resources, needed on-boarding programs to include, overall systems perspectives, computer/EMR skills, policy/procedures/workflow training, competency assessments, documentation, on the job training, mentoring programs with monitoring, including retraining, if required. 

6.    Acts as a resource to Executive Team, managers, staff, in providing programs that communicate performance levels, career development, salaries/benefit comparisons enhancing dialogue between the employer and employee to create and maintain a positive employee engagement environment.

7.    Develops programs to gauge employee satisfaction levels, obtain feedback and provide recommendations to Senior Management and Board of Trustees.

8.    Requisite knowledge applicable labor laws, labor contracts and negotiations, and other applicable regulations at the local, County, State and Federal level. 

9.    Competently develops, educates, and influence management to become effective investigators, gathering facts, diagnosing problems, providing solutions, and offering objective assistance and guidance on employee-related issues.

a.    Consistently updates and maintains knowledge of employment law and conveys ramifications of adverse actions to managers or employees in violation of local, state or federal regulations and System practice.  Guides and influences manager/employee actions to ensure compliance.

b.    Acts as a resource to management personnel to ensure fair and consistent application of human resource policies and procedures.  Provides appropriate strategy and direction to managers and employees.

c.    Provides diagnosis for critical employment issues posed by employees or management staff and works to resolve sensitive issues.

d.    Analyzes and provides compensation recommendations and ensures equitable salary administration according to local, state, and federal regulations and in compliance with the System’s Administrative guidelines.

e.    Generates trend and analysis data to compile reports that will enable management and administrative staff to increase efficiency in human resource related functions and to further organizational goals and objectives.

10.    Reviews and measures performance to ensure that supervisors and employees are meeting the objectives and the needs of the System.

a.    Administers performance appraisal programs to ensure compliance with federal, state and local regulations.

b.    Implements programs designed to motivate employees and to promote maximum performance to employee retention.

c.    Maintains and updates job descriptions and performance standard formats to ensure accurate employee performance appraisals and to ensure compliance with EEO, ADA, Joint Commission and other applicable standards.

d.    Balances cost and benefits to ensure that programs and/or initiatives developed and implemented are in line with the cultural values and strategic HR direction of the System.

11.    Ensures control by effectively developing, communicating and implementing organization policies and procedures.

a.    Maintains personnel files, ensures complete and up-to-date records are on hand at all times, and that license renewals are validated in accordance with applicable federal and state regulations an in compliance with Joint Commission standards.

b.    Generates personnel-related forms and procedures to ensure implementation of applicable policies and procedures.

c.    Generates Human Resource related polices and procedures to meet the cultural values and strategic direction of the System’s Administration.

12.    Provides service to the organization in terms of employee relations, retention and recruitment, compensation and benefits managements and human resource development.

a.    Ability to assess benefit levels, managerial vendor performance, comparative costs and levels of service;

b.    Negotiation skills for recruitment firms and temporary agencies;

c.    Coordinates recruitment methods to ensure that the System recruits and retains top talent;

d.    Coordinates, designs and/or delivers operations, employee relations and other organizational training and development on an “as needed” basis and to meet strategic goals and objectives;

e.    Administers health insurance, Workers’ Compensation, retirement savings plan, etc. and periodically reviews efficiencies to ensure that the System’s employees receive the greatest value for these benefits at the lowest cost and that they meet the organization’s cultural values and strategic goals.

13.    Ability to anticipate, provide/develop solutions and implementation strategy on the above to the Management/Executive Team and Board of Trustees. 

14.    Promotes a Team player mentality with the ability to work cooperatively with superiors, peers, subordinates, Managerial/Executive Team including the Board of Trustees;

15.    Attends Board of Trustee, Executive (Administrative Council), Management Team, Departmental, staff meetings and in-service programs.

a.    Attends all mandatory meetings and in-service programs.

b.    Attends and participates in appropriate staff meetings.

16.    Attends workshops required to maintain/update skills and knowledge.

 

Requirements

QUALIFICATIONS

 

Education:    Bachelor’s Degree in Business Administration, Human Resources or related experience.

 

Work Experience:    Minimum of three (3) years progressive Human Resources management experience in a managerial or director role in a Healthcare or Hospital organization with a Bachelor’s or Post graduate degree. Experience in a rural and/or Critical Access Hospital highly desired. Experience with collective bargaining unit and The Joint Commission is required

    Must reflect Evidence of coaching and mentoring in:

    

Finance    Leadership    Delegating    Labor Relations

Human Resources Operations    Human Resources Process Improvement Reports and Metrics    Joint Commission    Investigations

 

 

Skill Requirements:    Knowledge of fundamental and advanced principles and practices of Human Resource Management to include but not limited to: Knowledge of all facets of Employment law and applicable healthcare related state and federal regulations.

 

Licensing Requirements:    None

 

Language Requirements:    Fluent in English.

 

Physical Demands:    Must be able to sit for 6 hours or more and stand/walk for 2 hours or more per day.  Must be able to lift 25 pounds or more.

 

Essential Mental Abilities:    Excellent working knowledge of Human Resource management.  Must be able to work well under pressure and maintain composure in stressful situations.  Patience, understanding and exceptional communications skills are essential.

 

Essential Sensory Requirements:    Sufficient vision and hearing to perform duties.

 

Interpersonal Skills:    Excellent written and verbal communication skills and ability to provide exceptional customer service to the public, patients, employees and Hospital and Clinic management and administrative staff.

 

DISCLAIMER:    The preceding job description has been designed to indicate the general nature and level of work performed.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.