Acadia Healthcare
Human Resources Director
Acadia Healthcare, Ball Ground, Georgia, United States, 30107
Description
PURPOSE STATEMENT:
Position Summary : Serving as a strategic leadership member the Human Resources Director will serve the organization through all phases of the Human Resources department. Responsibility to include recruiting, orientation, employee relations, training, employee data maintenance, benefits, and termination procedures.
ESSENTIAL FUNCTIONS:
Provide support and guidance to facility management and employees with a focus on consistent employment practices.
Conduct recruitment to include advertising, internal job posting, application screening, coordination of interviewing, extending offers of employment and completing necessary paperwork. Develop and maintain tracking system for open positions.
Maintain personnel files, including training records and all necessary new hire paperwork.
Provide guidance on interpretation of policies and procedures while serving as known expert in subject matter with a broad knowledge and understanding of HR functional areas.
Work with managers to resolve and prevent employee relations issues by coaching and training.
Timely initial and on-going verification of licenses including background, driving record, professional and other checks as designated by state regulations.
Assure necessary action taken expeditiously if policy standards are not met.
Handle complex and sensitive employee relations and human resources issues that have organizational impact or legal ramifications.
Advise managers on performance management, workforce planning and compensation.
Enter and maintain all employee information in UltiPro (HRIS).
Perform other functions and tasks as assigned.
EDUCATION/EXPERIENCE/SKILL REQUIREMENTS:
Bachelor's degree in Human Resources, Healthcare Administration or Business required.
Three to five years’ previous experience in a Human Resources related role with demonstrable knowledge of principles and procedures for recruitment, selection, training, compensation, benefits, labor relations and negotiation and human resources information systems required.
Experience with licensing through state, CARF and ASAM surveys.
Working knowledge of HR guidelines.
LICENSES/DESIGNATIONS/CERTIFICATIONS:
Professional certification in Human Resources preferred.
BENEFITS:
Medical, Dental, and Vision Insurance
Paid Holidays
Paid Time Off
HSA & FSA
Company Paid Basic Life & AD&D
Disability
401(k) Retirement Plan - with company match
Employee Assistance Program/Employee Discount Program
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)
PURPOSE STATEMENT:
Position Summary : Serving as a strategic leadership member the Human Resources Director will serve the organization through all phases of the Human Resources department. Responsibility to include recruiting, orientation, employee relations, training, employee data maintenance, benefits, and termination procedures.
ESSENTIAL FUNCTIONS:
Provide support and guidance to facility management and employees with a focus on consistent employment practices.
Conduct recruitment to include advertising, internal job posting, application screening, coordination of interviewing, extending offers of employment and completing necessary paperwork. Develop and maintain tracking system for open positions.
Maintain personnel files, including training records and all necessary new hire paperwork.
Provide guidance on interpretation of policies and procedures while serving as known expert in subject matter with a broad knowledge and understanding of HR functional areas.
Work with managers to resolve and prevent employee relations issues by coaching and training.
Timely initial and on-going verification of licenses including background, driving record, professional and other checks as designated by state regulations.
Assure necessary action taken expeditiously if policy standards are not met.
Handle complex and sensitive employee relations and human resources issues that have organizational impact or legal ramifications.
Advise managers on performance management, workforce planning and compensation.
Enter and maintain all employee information in UltiPro (HRIS).
Perform other functions and tasks as assigned.
EDUCATION/EXPERIENCE/SKILL REQUIREMENTS:
Bachelor's degree in Human Resources, Healthcare Administration or Business required.
Three to five years’ previous experience in a Human Resources related role with demonstrable knowledge of principles and procedures for recruitment, selection, training, compensation, benefits, labor relations and negotiation and human resources information systems required.
Experience with licensing through state, CARF and ASAM surveys.
Working knowledge of HR guidelines.
LICENSES/DESIGNATIONS/CERTIFICATIONS:
Professional certification in Human Resources preferred.
BENEFITS:
Medical, Dental, and Vision Insurance
Paid Holidays
Paid Time Off
HSA & FSA
Company Paid Basic Life & AD&D
Disability
401(k) Retirement Plan - with company match
Employee Assistance Program/Employee Discount Program
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)