The Director of Human Resources (DHR) serves as an integral member of the senior management team.  The DHR is responsible for the development of Gracelight Community Health human resources management strategy and contributes to the development of strategic goals.  The DHR achieves results and impact through a hands-on, active, and visible management approach.

While the emphasis of this role is HR, it includes responsibilities for managing a breadth of staff functions and requires an individual who is both strategic and tactical. This is a hybrid position requiring onsite presence Tuesday through Thursday, with the flexibility to work offsite on Mondays and Fridays.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES:

1. Supports and implements the organization's vision, mission and values.
2. Promotes a culture of high performance and continuous improvement that values learning and a commitment to quality.
3. Ensures staff members receive timely and appropriate training and development.
4. Establishes and monitors staff performance and development goals, assigns accountabilities, sets objectives, establishes priorities, measures performance, evaluates results, and administers salary adjustments.
5. Advises key members of senior management on HR matters including, investigations, potential risks, litigation cases, trends, and policy matters.
6. Serves as the management liaison to the Boards of Directors and Compensation Committee; effectively communicates and presents critical HR matters at select Board and committee meetings.
7. Provides executive level leadership and direction in the implementation of business strategies, organizational initiatives and HR priorities. Effectively manages, facilitates and communicates organizational change. Ensures HR function fosters the organization’s desired culture and achieves established business goals.
8. Promotes a culture of accountability and drives business results through the implementation of effective performance management systems, measures and rewards. Fosters and promotes a culture of service excellence. Provides high quality, service-oriented HR support to meet the needs of management and staff.
9. Ensures policies, procedures and employment practices support the needs of the workforce and organization and are in compliance with all laws and regulations. Oversees HR Business Partners’ investigations and serves as main contact with labor counsel and outside governmental agencies regarding employment grievances, claims, charges or hearings.
10. Assists in the development and implementation of safety training for compliance with OSHA and other federal, state and/or local requirements.
11. Develops and delivers effective recruitment and retention programs to ensure the availability of a qualified workforce. Oversees all regular and temporary staffing and physician recruitment activities.
12. Delivers compensation and benefits programs that support the organization’s ability to attract, retain and motivate the workforce. Develops, recommends, and monitors budget allocations for employee benefits. Manages annual benefit renewal process.
13. Oversees the workers’ compensation programs and continuously manages, evaluates and assesses reportable work-related injury/illness claims. Implements strategies to reduce work related injuries.
14. Works with Compliance to monitor the organization’s compliance with laws and regulations. Assists in investigations and corrective actions as requested to minimize organizational risk.
15. Provides counsel to all supervisory levels in the organizations regarding HR issues such as corrective actions and employment terminations. Ensures appropriate balance of organizational needs and employee needs to foster positive employee relations. Develops initiatives which support employee input, participation and recognition.
16. Plans and coordinates the organization’s employee events.
17. Plans coordinates and executes the successful completion of the annual EEO-1, VETS-100, 5500s, MEWA, and retirement plan audits.
18. Proactively improves administrative and operational services including payroll, safety, employee relations, recruitment, terminations, HR technology and benefits administration as applicable.
19. Continually evaluates the effectiveness of the organization’s HRIS, Paycom, implements workflow and technical requirements to ensure organization goals are being achieved.
20. Uses discretion and judgment in handling sensitive or confidential information. Listens and responds to employee disputes. Understands which decisions can be made alone and which need to involve others.
21. Complies with organizational policies and procedures.
22. Perform other duties, as assigned.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The requirements listed below are representative of the knowledge, skill, and ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION/EXPERIENCE:

1. Bachelor’s Degree from a 4-year college or university in Human Resources or related business degree required. MBA preferred;
2. A minimum of 10 years of HR related experience, with at least 5 years of progressive management experience required.
3. Minimum 2 years technical expertise in Paycom or other HRIS required; implementation experience preferred.
4. SHRM and/or HRCI certification preferred. 
5. HR management experience in healthcare environment preferred, ideally with a non-profit and/or Federally Qualified Health Center.

OTHER SKILLS AND ABILITIES:

1. Demonstrates required knowledge, skills, and education for job functions.
2. Demonstrates ability and willingness to work in other areas as needed.
3. Ability to operate as an effective tactical as well as strategic thinker.
4. Strong knowledge of Federal, State and local employment regulations.
5. Proven record of accomplishment facilitating progressive organizational change and development.
6. Strong mentoring, coaching experience to a team with diverse levels of expertise.
7. Superior management skills; ability to influence and engage direct and indirect reports and peers.
8. Self-reliant, good problem solver, and results oriented.  Able to manage conflict in a direct and professional manner.
9. Thinks critically to navigate business issues on a daily basis, and strategically to develop long term plans.
10. Possesses excellent written and verbal communication skills; utilizing, tact, active listening, empathy and compassion.
11. Demonstrates proficiency in computer applications such as Microsoft Excel, Power Point, Word, Outlook, and Paycom.