Regional Manager, Hr Business Partners (Washington/Oregon) - Behavioral Health 901

Telecare's mission is to deliver excellent and effective Behavioral Health services that engage individuals in recovering their health, hopes, and dreams. Telecare continues to advance cultural diversity, humility, equity, and inclusion at all levels of our organization by hiring mental health peers, BIPOC, LGBTQIA+, veterans, and all belief systems.

Full Time; DAYS 8:00 am - 5:00 pm; Monday - Friday

Expected starting wage range is $102,460.00 - $126,595.00. The full wage range goes up to $150,729.00. Telecare applies geographic differentials to its pay ranges. The pay range assigned to this role will be based on the geographic location from which the role is performed. Starting pay is commensurate with relevant experience above the minimum requirements.

POSITION SUMMARY

The Regional Manager, HRBP (RMHRBP) partners with Senior Corporate and Operations leadership to provide strategic HR direction, guidance, and support for regional area. Provides strategic oversight of assigned programs and oversees the regional Human Resource Business Partner operations to determine areas of strength and opportunities for improvement. Collaborates with company leaders to retain and develop employees to enable strong business and clinical outcomes. Proactively assesses and diagnoses regional trends impacting engagement and retention of employees and provides strategic solutions.

QUALIFICATIONS

Required:

• Bachelor’s degree in Human Resources or related field and eight (8) years’ progressive human resource experience preferably in multi-site Hospital or Specialty Healthcare regional services environment, or ten (10) years’ diverse and progressive HR experience with increasing responsibility preferably in multi-site Hospital or Specialty Healthcare regional services environment.

• Three (3) years’ experience in a management or leadership capacity

• Comprehensive knowledge of state and federal employment law and applications

• Ability to travel routinely through assigned region, including out of state

• Ability to effectively organize work and proficiency in Microsoft Word and Excel

• Ability to work at a high level of autonomy and manage multiple ongoing issues and priorities

• Must be responsive in managing issues that require timely management and oversight

• Department of Justice finger printing clearance

• Must be at least 18 years of age

• All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, valid driver license, a motor vehicle clearance, and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual, or local requirements may apply

Preferred:

• Master’s degree in Human Resources or related field

• Five (5) years management experience

• Experience with multi-site organization

• Experience in a healthcare organization

ESSENTIAL FUNCTIONS

The essential functions listed below are general examples and not a description of comprehensive duties. Specific duties and responsibilities may vary depending on regional and operational needs.

• Demonstrate the Telecare mission, purpose, values, and beliefs in everyday language and contact with the internal and external stakeholders

• Fosters a positive work environment through partnership with program leadership by identifying areas of opportunity for engagement and retention of staff based on regular review of HR metrics such as turnover data, employee engagement results, exit interview data, and vacancy reports.

• Works closely with Center of Excellence Employee Relation team on complex employee relation issues.

• Provides recommendations to increase employee engagement and retention within the Region.

• Collaborates across HR functional areas including compensation, benefits, HRIS, recruitment, and leadership development to ensure consistency between corporate and regional initiatives.

• Partners with program leadership and regional operation leaders by assisting in problem solving complex HR issues, conflict resolution, teambuilding, coaching and development opportunities.

• Serves as a trusted advisor and partner for staff, leaders, and regional leadership team.

• Drives succession planning activities within the region through partnership with Key Stakeholders.

• Collaborates with Employee Relations team to resolve complex employee relations issues.

• Establishes and maintains strong working relationships with programs and fosters positive communication, and collaboration with stakeholders.

• Effectively leads and manages a team of HR Business Partners to support HR operations within the programs and region

• Partners with Talent Acquisition to design, develop and implement program recruitment plans with a focus on creating staff stability

• Fosters a positive employee relations environment by working with program leaders on integrating engagement strategies with recruitment and retention efforts

• Routinely monitors overall regional HR performance metrics to ensure alignment with organizational goals and objectives and communicates trends to leadership team and recommends intervention if needed

• Supports, implements, and monitors the rollout of companywide HR processes and practices across the region to ensure consistency and compliance.

• Develops dashboard and spreadsheets to review regional program performance around key HR metrics. Communicates impact to business leaders and develops strategies to assist in driving results.

• Conducts needs analysis and makes training recommendations that enhance employee development and performance improvement.

• Works closely with management and leadership teams to coach and develop across all levels of the organization.

• Participates in recruitment strategy meetings to ensure regional and program level focus on staff retention, filling of key leadership positions, and hard to fill program level positions.

• Leads, manages, and coordinates talent management and succession planning processes within the region.

• Performs other duties and responsibilities as assigned or revised at the discretion of management.

SKILLS

• Strong communication skills; verbal, written, and presentation

• Ability to think critically and provide sound recommendations and direction

• Ability to successfully manage and prioritize competing priorities

• Ability to operate with the highest level of integrity, confidentiality, and independently

• Ability to manage workload complexities for multi-site locations

• Ability to interact with all levels of staff

• Ability to lead a team and foster collaboration

• Strong computer skill set; excel, word, power point, etc.

PHYSICAL DEMANDS

The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

The employee is frequently required to walk, stand, sit, twist, bend, and occasionally required squat, kneel, crawl, and climb , as well as to frequently, twist, reach and do simple and power grasping and lift and carry items weighing 25 pounds or less. The position requires manual deviation, repetition and dexterity and to occasionally drive and be exposed to uneven walking ground. Visual requirements include computers and books exposure.

EOE AA M/F/V/Disability

If job posting references any sign-on bonus internal applicants and applicants employed with Telecare in the previous 12 months would not be eligible.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)