Director of Human Resources

DESCRIPTION: The Director of Human Resources provides strategic and operational leadership for the Center's human resources functions, services, policies, and programs. The Director develops and leads human resources practices that promote a safe, fair, employee-focused, and high-performance workplace emphasizing accountability, quality, productivity, professional development, employee engagement, and organizational goal achievement.

The Director oversees the implementation of human resources programs through Human Resources Department staff; ensures compliance with applicable employment laws, regulatory requirements, accreditation standards, and funding requirements; and advises directors and supervisors regarding employee relations and human resources matters.

SUPERVISION: Directly supervised by the Chief Executive Officer.

SUPERVISES: Human Resource staff, Payroll Manager and Credentialing Manager.

TYPICAL PHYSICAL DEMANDS: Requires prolonged periods of sitting, standing and working at a computer. May occasionally be required to work extended hours and lift or carry items weighing up to 25 pounds. Travel between Center locations and to outside meetings, trainings or conferences may be required.

ESSENTIAL FUNCTIONS:

• Ensures that human resources services provided directly or indirectly under the Director's supervision are delivered professionally, consistently, and in a high-quality manner.
• Collaborates with directors and supervisors to assess staffing needs and support the timely recruitment, selection, onboarding, and retention of qualified employees.
• Ensures that human resources services, programs, and initiatives support the Center's mission, organizational goals, and strategic plan.
• Oversees the implementation and administration of human resources programs, policies, standards, and procedures through Human Resources Department staff.
• Monitors the effectiveness of established human resources practices, identifies opportunities for improvement, and addresses discrepancies or compliance concerns.
• Assists with the development and administration of the Center's wage and salary structure, compensation policies, pay practices, salary adjustments, bonuses, and other variable compensation programs.
• Conducts or oversees market research to establish competitive compensation practices and salary ranges that support employee recruitment and retention.
• Leads the Center's participation in at least one relevant compensation or salary survey each year.
• Evaluates the Center's employee benefit programs and recommends changes or additional benefits that support employee satisfaction, recruitment, retention, and organizational sustainability.
• Oversees the credentialing process in collaboration with the Credentialing Manager to ensure that required credentials and verifications are completed before licensed or credentialed providers are approved for employment or clinical practice.
• Monitors human resources operations to ensure compliance with applicable federal, state, and local laws; accreditation standards; funding requirements; and other regulatory or contractual obligations.
• Develops and implements practices that reduce organizational risk and support consistent compliance with employment-related legal and regulatory requirements.
• Oversees and facilitates the development and delivery of education, guidance, and resources for directors, supervisors, and employees, including employee handbooks, policies, procedures, and standardized reports.
• Leads the implementation and administration of the Center's employee performance management system, including evaluations, coaching, corrective action, and Performance Improvement Plans.
• Develops and oversees an employee training and development system that addresses organizational training needs, including training needs assessments, new employee orientation, departmental orientation, employee and management development, cross-training, and evaluation of training effectiveness.
• Oversees the development, standardization, review, and maintenance of job descriptions throughout the Center.
• Advises Center leadership regarding the Center's progressive discipline and corrective action processes.
• Oversees the development and implementation of Performance Improvement Plans for employees who are not meeting established performance or conduct expectations.
• Reviews management recommendations regarding employee discipline, suspension, and termination to promote consistency, fairness, appropriate documentation, and compliance with Center policies and applicable laws.
• Leads the implementation and administration of employee safety and occupational health programs and oversees the tracking and maintenance of OSHA-required records and reports.
• Facilitates or conducts audits of personnel, credentialing, medical, training, and other human resources files to ensure that required documentation is complete, accurate, current, and appropriately maintained.
• Oversees employee timekeeping practices and works with management to ensure that overtime is appropriately authorized, documented, and operationally necessary.
• Reviews employee complaints, grievances, and appeals submitted through the Center's complaint resolution procedures.
• Screens and provides appropriate human resources clearance for students, volunteers, contractors, and other nonemployees who may access clinical, administrative, or restricted areas.
• Oversees employee communication and feedback initiatives through Center meetings, employee surveys, suggestion programs, newsletters, focus groups, and individual meetings.
• Keeps the Chief Executive Officer and executive management team informed of significant human resources concerns, organizational risks, employee relations issues, or departmental problems that may affect the achievement of Center goals.
• Escalates significant concerns that are not being appropriately or adequately addressed at the departmental or supervisory level.
• Oversees the human resources review and administration of provider employment agreements and related contracts to ensure that required information and documentation are included and completed.
• Performs other duties as assigned

SECONDARY FUNCTIONS:

• Supervises, coaches, and evaluates employees who report directly to the Director.
• Participates in the recruitment and interviewing of prospective employees who will report directly or indirectly to the Director.
• Participates in the Center's Compliance, Performance Improvement, and Risk Management activities.
• Develops and implements the Human Resources Department's performance improvement plan and provides reports regarding progress, findings, and corrective actions.
• Collaborates with directors and supervisors outside the Human Resources Department to address concerns identified through performance improvement activities, audits, investigations, employee feedback, or compliance reviews.
• Ensures that findings affecting human resources operations are communicated to appropriate departments and incorporated into operational improvements.
• Evaluates Human Resources Department operations and develops corrective action plans when necessary.
• Reviews and responds to complaints regarding services provided by the Human Resources Department or its staff.
• Conducts or oversees timely, impartial, and appropriately documented workplace investigations involving employee complaints, policy concerns, misconduct allegations, or other employment-related matters.
• Participates in executive management, leadership, departmental, and Center-wide staff meetings and attends relevant conferences, seminars, and professional development activities.
• Continuously reviews human resources laws, regulations, policies, programs, practices, and professional developments and advises management regarding recommended changes.
• Directs the preparation and maintenance of reports necessary to carry out the functions of the Human Resources Department.
• Prepares periodic reports for executive management regarding human resources operations, compliance, workforce trends, organizational risks, and progress toward strategic goals.
• Attends meetings of the Board of Directors or Board committees as requested.

MINIMUM QUALIFICATIONS:

• Bachelor's degree from an accredited college or university in human resources, business administration, organizational development, management, or a related field.
• A master's degree in human resources, business administration, organizational leadership, healthcare administration, or a related field is preferred.
• A professional human resources certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, is preferred.
• At least five years of progressively responsible human resources experience, including human resources leadership or management experience.
• Experience administering employee benefits, compensation programs, employee relations processes, performance management systems, and other human resources programs.
• Training or experience in employment law, compensation, organizational planning, organizational development, employee relations, workplace safety, employee training, investigations, and labor relations is preferred.
• Human resources experience in a healthcare, nonprofit, federally qualified health center, or regulated environment is preferred.

SKILLS AND ABILITIES:

• Comprehensive knowledge of human resources principles, practices, procedures, and applicable employment laws and regulations.
• Ability to interpret and apply laws, regulations, accreditation standards, funding requirements, policies, and organizational procedures.
• Knowledge of leadership methods, adult learning principles, training techniques, investigation practices, and effective interviewing techniques.
• Ability to lead, coach, develop, and evaluate Human Resources Department staff
• Ability to serve effectively as a member of the executive management team and contribute to organizational leadership, strategic planning, and decision-making.
• Ability to establish and maintain effective working relationships with employees, supervisors, directors, executive leadership, members of the Board of Directors, external partners, and regulatory representatives.
• Ability to analyze complex situations, assess organizational risk, exercise sound judgment, and make appropriate recommendations.
• Ability to address sensitive employee relations matters objectively, professionally, consistently, and respectfully.
• Proficiency in Microsoft Office applications, including Word, Excel, Outlook, and PowerPoint.
• Proficiency in human resources information systems, learning management systems, database management, reporting, and electronic recordkeeping.
• Demonstrated ability to maintain a high level of confidentiality and protect sensitive employee and organizational information.
• Excellent organizational, time-management, documentation, and project-management skills.
• Ability to manage multiple priorities and meet established deadlines in a fast-paced environment.
• Must possess reliable transportation, maintain automobile insurance as required by law, and hold a valid Texas driver's license.