Director, Human Resources

Position Title: Director of Human Resources
FLSA Status: Exempt
Reports To: President and Chief Executive Officer
POSITION SUMMARY:
Under the guidance and direction of the President and CEO, the Director of Human Resources is responsible for all human resource (HR) functions of The Rehabilitation Hospital of the Pacific (REHAB), including, but not limited to, leadership and strategic management, compliance, talent and acquisition management, performance management, compensation, benefits and leaves, employee and labor relations, payroll, records and information management.
ESSENTIAL FUNCTIONS:
CORE VALUES
Models REHAB's core values, HEART, in daily actions. Honesty - Speak and act with truth and respect. Engagement - Embrace and commit to our mission, vision and values. Aloha - Serve others with a spirit of kindness and compassion. Resilience - Rebound and recover with a sense of urgency. Teamwork - Work together for success.
LEADERSHIP AND STRATEGIC MANAGEMENT

• Leads strategic decision making related to HR functions and how they interface with and impact organizational goals and objectives.
• Communicates regularly with Executive Leadership on internal and external HR issues and trends which may bear on strategic and operational decision-making.
• Analyzes and implements services to improve the quality, efficiency, cost management and customer service provided by the HR Department.
• Leads organizational initiatives, representing the needs of employees, with a focus on recruitment and retention efforts.
• Supports leadership team on HR-related matters.
• Develops, recommends, implements and evaluates organization-wide HR Human Resources' policies, procedures and programs. Communicates information and changes to HR policies and procedures to REHAB leadership and employees.
• Develops and maintains effective working relationships with external and internal customers to include other leadership and employees, insurance representatives, union leaders, surveyors, etc.
• Provides support and guidance to direct reports and others in the organization.
• Participates in various committees.

TALENT MANAGEMENT AND ACQUISITION

• Develops, grows, and manages a talent pipeline for critical and hard to fill positions.
• Designs, implements and maintains the recruitment, selection and hiring systems for REHAB. Assists management in developing job descriptions and evaluating candidates. Monitors the FTE budget.
• Designs, implements and maintains employee retention programs.
• Oversees professional development programs for employees. Works collaboratively with management in designing, implementing, and maintaining leadership and staff development programs, including new employee orientation and annual education, supervisory training, leadership training, etc. Champions employee professional development, assists with succession and career planning, helps align employee potential with organization's needs.

PERFORMANCE MANAGEMENT

• In collaboration with the Leadership Team, develops performance standards that align with our core values, and comply with applicable federal and state laws.
• Develops, implements and maintains an employee performance management system.
• Tracks, analyzes and provides recommendations regarding overall performance of the workforce, identifying opportunities to recognize top performers, address skill gaps and/or performance deficiencies.
• Designs, implements and maintains programs for out-processing employees.

COMPENSATION, BENEFITS AND LEAVES

• In collaboration with the Executive Leadership Team, develops compensation and benefits programs that enable REHAB to attract and retain qualified staff. Ensures that compensation and benefit programs are evaluated annually to maintain a competitive market position.
• Oversees payroll processing to ensure accurate, timely and compliant pay practices.
• Negotiates all benefits renewals and provides recommendations of proposed changes to Leadership. Oversees benefits enrollments.
• Oversees administration of employee leaves of absence to ensure practices that support both the employees and the needs of the organization, within the parameters of current laws and regulations.
• Drafts, or assists with the drafting of, employee documents.
• Oversees the new hire on-boarding process.
• Facilitates payroll and benefits administration with third-party service providers.

EMPLOYEE AND LABOR RELATIONS

• Develops, implements and manages employee engagement and recognition programs and activities, and participates in meetings and committees.
• Responds to employment-related inquiries/charges from regulatory agencies, unions and other external parties when necessary.
• Oversees the collective bargaining process, including participating in union negotiations and meetings. Works closely with Executive Leadership to develop and implement REHAB's negotiation strategy. Researches and prepares timely responses as appropriate.
• Facilitates effective communications with the leadership team and union representatives daily to create a positive working environment, address employee grievances and verify compliance with contractual protocols.
• Reviews employee complaints and ensures accurate and timely documentation of concerns or issues. Conducts investigations as appropriate and in a timely manner.
• Facilitates actions to resolve employee issues and supports the leadership team during the resolution process.
• Keeps Executive Leadership apprised of high-risk personnel actions.

RECORDS AND INFORMATION MANAGEMENT

• Oversees maintenance of all employee data and ensures information is accurate, current and compliant with all laws and standards.
• Works with the Information Technology department to ensure that HR related information and files maintained on REHAB's electronic communication and information systems are created, retained, accessed, and deleted in accordance with applicable federal and state laws and regulations.
• Works closely with general counsel in responding to requests for information on employees. Serves as custodian of records for REHAB's employee files and HR records.

• Works with and provides Financial Support with staffing, projected annual compensation and benefits expense and other expenses associated with HR operations and other information necessary to facilitate the organization's annual budgeting process.
• Creates a dashboard of HR metrics to be reported to Leadership at least monthly and on-demand reports and data as requested.

COMPLIANCE

• Maintains knowledge of industry trends, employment legislation, regulatory and accreditation requirements and ensures REHAB's compliance within scope of responsibility are met.
• Assists with and participates in regulatory audits and inspections as appropriate.
• Coordinates annual education fair.
• Maintains Affirmative Action Program in collaboration with REHAB's Compliance Officer/General Counsel.

DEPARTMENT MANAGEMENT

• Manages the HR Department and supervises staff effectively and efficiently. Includes assignment of duties, scheduling, utilization of overtime and managing downtime.
• Hires, orients, trains, coaches, counsels and recommends employment termination when necessary.
• Trains staff to maintain a proficient level of competency to perform job duties; develops personnel to meet future requirements.
• Develops or ensures the development of performance standards for the department, monitors, reviews and evaluates performance; provides feedback to other departments and staff on performance.
• Prepares department budgets and operates within budget.
• Monitors and tracks expenditures. Provides explanations for variances.
• Demonstrates resourcefulness and self-reliance to optimize operations and use of resources, delivery of services and decision-making process.
• Encourages openness and a positive environment within the department
• Deals with morale and motivational issues.
• Keeps staff informed of organizational changes and employment-related matters.

OTHER FUNCTIONS:

• Performs other duties as assigned.

JOB SPECIFICATIONS:
REQUIRED QUALIFICATIONS
Education:

• Bachelor's degree in Human Resources Management or related field.

Skills/Experience:

• At least ten (10) years of relevant HR-related experience, with at least five (5) years managing multiple HR functions.
• Strong knowledge of labor and employment laws.
• Analytical and financial skills to effectively evaluate compensation and benefit programs and utilization.
• Ability to think independently, creatively and strategically to solve problems.
• Excellent written and verbal English communication skills.
• Experience managing multiple responsibilities.

Management Experience:

• Prior management experience.
• Ability to manage staff and resources.

PREFERRED QUALIFICATIONS
Certification/Licensure:

• SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential.

Education:

• Master's degree in Business Administration or related field.

Skills/Experience:

• Seven (7) or more years managing multiple HR functions.
• Knowledge of healthcare regulations and accreditation requirements.
• Experience working with external agencies (HCRC, EEOC, DLIR, etc.) with successful outcomes.
• Proficient with Google's G Suite.

EQUIPMENT, TOOLS, WORK AIDS USED
Computers, computerized HR and payroll systems, written information, regulatory rules and regulations, telephone, facsimile machine, office supplies and equipment.