Human Resources Director
The Human Resources Director plans, organizes and directs all aspects of the human resources functions in such a manner as to ensure fair and equitable treatment of all employees, compliance with all company policies and legal aspects of employee/employer relationships.
Essential Duties and Responsibilities
The Human Resources Director is hands-on, overseeing company-wide programs and initiatives to include salary review, workforce planning, and organization changes. Monitors effectiveness of Talent Management policies, practices and processes to determine efficiency and effectiveness. Recommends changes to achieve and deliver improved results. Manages employee relations issues.
The Human Resources Director plans, organizes and directs all aspects of the human resources functions in such a manner as to ensure fair and equitable treatment of all employees, compliance with all company policies and legal aspects of employee/employer relationships. Collaboratively develops employment, compensation, employee benefits, employee relations practices and services, and sets personnel policy and practices, ensuring compliance with all federal and state employment-related regulations.
- Works with executive leadership and management teams to develop and implement talent management plans and solutions in order to deliver business results.
- Assists executive leadership team in developing internal programs for future growth and capabilities. Administers employee benefit programs including: medical; dental, life and disability insurance; IRA plan; PTO.
- Manages training and development for employees and managers, including new employee orientation.
- Develops and implements retention strategies. Stays current on key federal, state and local laws and regulations. Ensures InformedDNA’s compliance with applicable employment and credentialing laws and regulations.
- Ensures that human resources functions are properly resourced.
- Oversees and manages the operating budgets.
- Manages key contract negotiations, including PEO, applicant tracking system, performance management system and background check provider.
- Conducts organizational assessments, including exit interviews, employee satisfaction surveys, roundtable discussions and training evaluations to accurately diagnose company issues and recommend actions based on results to address each appropriately.
- Ensures appropriate documentation and record-keeping for regulatory compliance, including credentialing. Advises executive leadership team in resolving employee concerns and issues.
Additional Job Requirements
The Human Resources Director is responsible for the human resources lifecycle, including but not limited to: recruiting, interviewing, hiring, onboarding, training, evaluating, promoting and separating employees and independent contractors. He/she is also responsible for all aspects of healthcare provider credentialing. Develops Talent Management financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
The Human Resources Director ensures properly credentialed healthcare providers and maintains all personnel files, trainings, certifications, licensure, and other required documents, as well as ensuring employee/contractor payments, all within the confines of federal law. This position supports cultural diversity by ensuring that the delivery of quality, equitable and culturally competent patient centered care is provided, promoting and maintaining an inclusive work environment and culture that is respectful and accepting of diversity and ensuring that cultural diversity and sensitivity training is part of new employee orientation and on an ongoing basis to meet the needs of InformedDNA’s patient population. Participates in quality assurance training and processes as determined by the Corporate Compliance Officer.
The Human Resources Director must have business and HR acumen, including strong problem solving skills, critical thinking and initiative. A bachelor’s degree in human resources, business or a related field and seven years of progressively responsible human resource management experience or an Associate’s degree and 10 years of progressively more responsible human resource management experience is required. Experience in healthcare a plus, but not required. Must have a strong understanding of the employment process, employee relations, training and development. Experience with an applicant tracking system (ATS) is desired.
- Professional in Human Resources (PHR) and/or SPHR certification preferred.
- Prior experience in a healthcare setting is preferred.
- Ability to influence and move things forward.
- Proven track record in building strong partnerships; strong employee focus.
- Strategic mindset “big picture thinking” coupled with a detail orientation.
- Solid analytical skills; take data and formulate themes and provide recommendations.
- Strong written and verbal communication skills and effective presentation skills.
- Flexible and adaptable; provide solutions that are win/win.
- Action oriented.
- Self-directed, able to work with limited direct supervision.
- Well organized, ability to multitask.
- Works well in an evolving and lightly structured environment.
- Experience complying with state and federal regulations.
- Quickly adaptive to change.
- Compassionate and empathetic.
- Ability to handle multiple, unrelated tasks in a high pressure environment.
- Ability to maintain a balance between life and work.
- Ability to influence and partner with all levels of the organization to achieve results.
Additional qualifications include:
- Business Understanding: Ability to explore and understand business processes, financial metrics and organizational systems and structures.
- Organizational Development: Demonstrated ability to use a systems perspective to diagnose an organization and facilitate process improvements.
- Compensation and Benefits: Demonstrated ability to understand and apply total pay concepts to attract, motivate and retain key employees in the organization.
- Employee Effectiveness: Demonstrated ability to keep in touch with the workforce, anticipating employee reaction and impact of business decisions.
- Performance Management: Knowledge of the process of performance management that includes defining success, establishing measurements, providing feedback and rewarding performance.
Corporate Compliance Officer
Corporate headquarters or remote; must live in and be able to work in the U.S.