Director of Human Resources

About the role

The Director of Human Resources (HR) provides executive-level leadership and guidance to the organization’s HR and payroll operations. They are responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic goals.

Responsibilities

• Supervisory Responsibility: Human Resources Coordinator/Customer Service Associate (Receptionist)
• General HR Duties:
• Designs, evaluates and implements Human Resources programs and initiatives.
• Maintains administration to established standards and procedures.
• Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the human resources department.
• Develops and administers programs, procedures, policies and guidelines to help align the staff with strategic goals of the organization.
• Participates in executive, management, and company staff meetings.
• Plans and makes recommendations to employee benefit and wellness programs and employee recognition events.
• Payroll:
• Provides oversight and guidance to the HR staff on evaluating, implementing, managing of payroll processing systems.
• Aids in payroll data entry and timely payroll processing.
• Aids in payroll reporting and audits and payroll communication.
• Aids employees with payroll related issues.
• HRIS:
• Evaluates and manages the development and maintenance of the HRIS/Payroll systems as well as other systems that relate to recruitment, benefits and pre-employment.
• Aids with creating and managing social media postings for MMH.
• Utilizes (HRIS) to the company's recordkeeping and management advantage.
• Evaluates HRIS systems periodically for efficiency, works with HRIS account managers in identifying and implementing new products and platforms within the systems to fit organizational needs.
• Training and Development:
• Identifies and creates Human Resources Training Programs for staff and leadership based on organizational needs and as required by law.
• Recruitment:
• Establishes and oversees the recruitment and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Assists with ATS management and creating and placing recruitment ads on Company Social Media sites.
• Oversees pre-employment processes and provides guidance to HR staff with pre-employment issues.
• Screens interviews management- and executive-level candidates; make recommendations to the hiring managers accordingly.
• Advises hiring managers on candidate selection and recruitment/hiring best practices.
• Employee Relations:
• Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
• Communicates Human Resources policies, procedures, programs and laws to management and staff.
• Reviews, updates, and maintains the MMH Employee Handbook.
• Communicates handbook updates and policy changes to the workforce.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of morale and motivation.
• Conducts thorough and confidential investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors regarding disciplinary actions and reviews all disciplinary actions prior releasing it to the employees.
• Reviews, guides, and approves management recommendations for employee terminations and informs the ED as necessary.
• Involved the implementation of company safety, infection control and health programs.
• Monitors the tracking of OSHA-required data and preparation of the annual 300 and 300A.
• Reviews employee appeals through the company complaint procedure.
• Works with counsel as needed.
• Compensation:
• Establishes the company wage and salary structure, pay policies, and oversees the variable pay within the company including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands.
• Maintains all pay practices and systems for effectiveness and cost containment.
• Assists the HR staff with salary survey participation.
• Evaluates new or existing positions against market data and FLSA standards.
• Benefits and Wellness:
• Manages the MMH benefit platform, employee enrollments, changes and terminations and benefits issues.
• Communicates with brokers and administrators as necessary to resolve benefit issues.
• Oversees distribution of required benefit communication and packages to employees and terminated employees.
• Works with health insurance brokers on designing and developing cost-effective, employee-serving benefits.
• Identifies and implements Wellness initiatives and provides education to staff on wellness and insurance costs.
• Leads the development of and actively participates in open enrollment design and implementation, benefit education, 401(k) enrollment, 401(k) audit and other benefits training.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Evaluates and makes recommendations based on information provided on new vendors, systems and processes.
• Leave and Workers Compensation:
• Communicates with employees regarding their needs for leave and/or modified work schedules.
• Handles the FMLA or Workers Compensation leave administration process.
• Maintains reasonable communication with employees on leave to facilitate smooth and timely return to work.
• Advise managers and employees on the interaction of leave laws with paid time off, workers compensation, and short-term and long-term disability benefits.
• Facilitates other leave requests, which may include accommodation requests under the ADA.
• Administers other company time-off programs as assigned in accordance with internal policy and applicable laws.
• Drafts and/or recommend revisions to company leave policies to ensure compliance with federal, state, and local laws and regulations.
• Maintains complete and accurate records of leave and accommodation requests in accordance with specified legal requirements and documentation of best practices.
• Preserves confidentiality of employee medical documentation and files.
• Compliance:
• Leads company compliance with all existing governmental and labor reporting requirements including but not limited to the Equal Employment Opportunity (EEO), the ADA, the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
• Works with legal counsel to minimize company exposure to lawsuits.
• Directs the preparation of information requested or required for compliance with laws.
• Serves as the primary contact with the company employment law attorney and outside government agencies.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
• Organizational Development and Engagement:
• Responsible for overseeing and planning responsibilities for employee recognition.
• Manage and/or support special events such as appreciation weeks, holiday meals, and the employee service awards.
• Oversee the distribution of specialty items as part of employee recognition programs.

Qualifications

Required:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 5 years of progressive experience in human resources, preferably in a supervisory or managerial capacity.
• Knowledge of labor laws and regulations.
• Strong interpersonal and communication skills.
• Ability to manage multiple projects simultaneously.
• Proficiency in Microsoft Office Suite.

Preferred:

• Master’s degree in Human Resources, Business Administration, or a related field.
• Experience in a healthcare or similar industry.
• Experience with HRIS systems.
• Experience with performance management platforms.
• Experience with learning management systems.

Skills

• Strong leadership and decision-making skills.
• Excellent communication and interpersonal skills.
• Ability to manage and prioritize multiple tasks.
• Knowledge of labor laws and regulations.
• Proficiency in Microsoft Office Suite.
• Experience with HRIS systems.
• Experience with performance management platforms.
• Experience with learning management systems.

Benefits

Our organization offers a comprehensive benefits package including:

• Health insurance
• Retirement plan
• Flexible spending accounts
• Life insurance
• Disability insurance
• Short-term and long-term disability coverage
• Employee assistance program
• Generous vacation and sick leave
• Professional development opportunities
• Regular team-building activities

Pay

Salary range: $75,000 - $95,000 annually.

Schedule

Full-time position, Monday through Friday, 8:00 AM - 5:00 PM.