Full time, 80 hours per pay period
Monday-Friday, Day Shift
The Human Resources Manager is a senior-level position which provides organization and management of the Human Resources Department as listed below. Supervises Human Resources Generalist. This person must understand, model, and represent the organization’s vision, mission, and values. This person is expected to promote and attend special events of the organization.
AREAS RESPONSIBLE FOR:• Employee Health – Assures quality medical care for employees.
• Employee Communications – Morale, productivity, retention, and written HR materials.
• Strategic Business Partner – Responsible for alignment of business objectives between HR and Administration.
• Diversity, Equity, and Inclusion
• Talent Acquisition/Recruiter/Retention – Sources, screens, and recommends candidates.
• Compensation and Benefits – Manages the compensation and benefit functions of the organization.
• Workforce Training and Development – Responsible for improving the productivity of the organization’s employees.
• Human Resources Information Services – Support and maintain specialized and internal HR systems, services, and applications used in the organization.
DUTIES AND ESSENTIAL JOB FUNCTIONS:
1. Oversees all phases of the employee health clinical program.
2. Implements program goals and policies that have been established by the medical and administrative directors.
3. Facilitates the employee health activities including quality assurance of the employee health service, such as monthly statistics on exposures/screenings and any employees seen for employee medical treatment. Plays an active role in the hospital safety and infection control committees, representing employee health and must interface with staff responsible for those committees.
4. Serves as the liaison and spokesperson for human resources, providing collaborative guidance and advice on integrated communication strategies to build employee morale, productivity, retention, and policy compliance.
5. Takes the lead in the research, development, drafting, publication, and distribution of the employee handbook; conducts informational meetings, training sessions, and other communication forums to explain and discuss human resources policies.
6. Communicates initiatives and deadlines to employees in a variety of print, digital, and interpersonal ways; tasks may include creating and publishing company newsletters, calendars, blogs, and Intranet posts, and hosting meetings.
7. Drafts and distributes reference materials such as open enrollment materials, goal and performance review initiatives, and summaries of perks and benefits.
8. Implements, conducts, facilitates, and/or analyzes results of employee morale and retention initiatives such as incentive programs, stay interviews, career development meetings, employee surveys, and exit interviews.
9. Provides guidance and coaching to managers, supervisors, senior leaders and the HR department on communication strategies; assists with challenges such as low morale, high turnover, absenteeism, layoffs, and other difficult conversations.
10. Maintains knowledge of trends, developments, and best practices in employee retention, morale, recognition, productivity, and incentives.
STRATEGIC BUSINESS PARTNER
11. Conducts routine meetings with respective departments regarding organizations business objectives, providing HR guidance when appropriate.
12. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
13. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
14. Provides guidance and input on business restructures, workforce planning, and succession planning.
15. Identifies training needs for departments and individual executive coaching needs.
16. Communicates with Risk Management regarding high level disciplinary issues.
DIVERSITY, EQUITY, AND INCLUSION
17. Responsible for creation of an inclusive, equitable and sustainable culture and work environment.
18. Assists Managers with job description creation and revision questions as needed.
19. Research and recommend new sources for active and passive candidate recruiting.
20. Continuously develop networks/partnerships to actively build database/pipeline of candidates and company brand.
21. Recruit and perform talent acquisition activities including representing the organization at recruiting events.
22. Give presentations at colleges, attend student group meetings, and increase college awareness of the organization before and after career fairs.
COMPENSATION AND BENEFITS
23. Manages and monitors the development, implementation and administration of compensation programs.
24. Provides advice and recommends changes to Admin staff on pay decisions, policy interpretations, and job evaluations.
25. Oversees the participation in salary surveys and monitors salary survey data to ensure organizational compensation objectives are achieved.
26. Ensures compliance with federal, state, and local compensation laws and regulations.
TRAINING AND DEVELOPMENT
27. Develops training development programs and objectives.
28. Obtains and/or develops effective training materials utilizing a variety of media.
HUMAN RESOURCES INFORMATION SERVICES
29. Oversees and maintains optimal function of the organizations internal HR information services systems in conjunction with the IT department including internal database files, tables, codes, backup files, integrity, and security.
30. Collaborates with executive leadership and HR staff to identify needed improvements and enhancements to existing information services and databases; recommends and implements solutions.
31. Compiles or assists with acquisition of complex data reports, summaries, and logs requested by senior executives and HR staff.
32. Serves as the lead representative and liaison between HR, Information Technology, external vendors and other stakeholders for HR database design and implementation projects.
OVERALL FACILITY-WIDE MANAGEMENT EXPECTATIONS
33. Prepares employee time schedules and adjusts schedules as needed to ensure appropriate coverage of department.
34. Responsible for accurate editing of employee timeclock activity each pay period.
35. Maintains department compliance with District policies and procedures as well as State and Federal regulations.
36. Completes appropriate forms for posting of positions, reviews applications and participates in interviews.
37. Coordinates and oversees orientation and training of new employees to the department.
38. Conducts 90-day introductory and annual employee performance evaluations according to HR policy.
39. Interviews, counsels and disciplines staff as appropriate.
40. Assists Administration/Accounting in the annual budgetary process. Adheres to and monitors the departmental budget.
41. Collects data for Quality Assurance and Performance Improvement as related to survey standards.
42. Maintains professional growth and development through seminars workshops and professional affiliations to keep abreast of latest trends in field of expertise.
43. Demonstrates knowledge of infection control standards and adheres to the guidelines for handwashing, standard precautions, and bloodborne pathogens as required by DOSH.
44. Maintains confidentiality of all hospital and patient information at all times as observed by peers and management.
45. Demonstrates awareness of safe work habits and maintains a safe working environment by adhering to department and hospital policies, including but not limited to, zero lift, SDS, body mechanics and ergonomics.
46. Demonstrates compliance to all Human Resources policies, including but not limited to, attendance, dress code, smoking, and name badges.
47. Attends department meetings and participates in mandatory education.
48. Conducts self in a professional manner and is pleasant, respectful, and courteous in all interactions with patients, families, staff, and other visitors to the hospital.
49. Promotes effective working relationships and works cohesively with employees both within and outside of the department.
50. Understands and demonstrates the mandatory reporting process for abuse or neglect as required by the Department of Social and Health Services.
Bachelor’s degree required and a minimum of five-year experience within Human Resources. HR Certification eligibility is preferred. Position requires strong computer skills, ability to talk with people of various educational and socio-cultural backgrounds, excellent verbal and written skills, and thorough knowledge of Human Resources systems and employment related laws. Must be able to speak, read, write, follow oral/written instructions in English.
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