Description

Summary

This position will direct the Talent Acquisition and Benefits functions. Oversees the strategic direction, planning, administration, evaluation, and coordination of the human resources function across the institution’s three mission areas. These functions including, but not limited to, workforce planning, talent acquisition, talent management and development, employee engagement, compensation, benefits, leave administration, HR policies, legal and institutional compliance and regulations, rewards and recognition, and workers compensation. This position requires a true strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes.

Skills and Abilities

Expertise in analysis, critical decision making, project management, and process improvement. Strong interpersonal, verbal and written communications skills, including proficiency in developing and delivering presentations. Experience supervising and developing staff; and implementing strategies and systems for talent management, compensation and benefits, and HR technology. Supervises and coordinates the work of the Human Resources Department staff.  Conducts research and analysis to maintain knowledge of trends, best practices, legislative/regulatory changes, and new technologies in human resources.  Engage in the long-term strategic planning process to ensure viability and sustainability of the institution.  Set the overall standard for the HR service, monitoring service levels, whilst maintain overall quality standards and balancing conflicting demands.

RESPONSIBILITIES

• Improve morale and employee retention
• Oversee recruitment efforts to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates.
• Design and implement a competitive compensation system and benefit package to attract and retain employees
• Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.
• Plan and execute HR functions strategically, such as compensation and benefits, performance management, training and development, employee communications, employee engagement and retention, and employee relations.
• Lead efforts to advance the recruitment and retention of a diverse, talented workforce.
• Work collaboratively with the CHRO and other HR leaders to provide strategic consultation and guidance on Human Resources issues and provide leadership and director for the workforce planning and administration for the institution
• Develop and implement HR policies for the institution.
• Manages HR operations by recruiting, selecting, orienting, training, coaching, and counseling staff.
• Lead the effective and efficient administration of the performance management process, making sure that the institution’s leaders are equipped to engage in constructive and ongoing feedback and coaching.
• The duties listed are general in nature and are examples of the duties and responsibilities performed and are not meant to be construed as exclusive or all-inclusive. Management retains the right to add or change duties at any time.
   

Physical and Environmental Demands
Requires occasional handling or working with potentially dangerous equipment, constant working hours significantly beyond regularly scheduled hours, occasional travelling to offsite locations, occasional activities subject to significant volume changes of a seasonal/clinical nature, constant work produced subject to precise measures of quantity and quality, occasional bending, occasional lifting and carrying up to 75 pounds, occasional climbing, occasional crawling, occasional crouching/stooping, occasional driving, occasional kneeling, occasional pushing/pulling, occasional reaching, constant sitting, frequent standing, occasional twisting, and constant walking. (occasional-up to 20%, frequent-from 21% to 50%, constant-51% or more)

Requirements

Bachelor’s degree in business or related field and seven (7) years of experience leading human resources functions with a clear record of advancement, progressive experience in human resources including HR generalist and HR management positions.