Curry Health Network
Human Resource Manager
Curry Health Network, Gold Beach, Oregon, United States, 97444
JOB SUMMARY
Under the general direction of the Chief Human Resource Officer, the Human Resource Manager is responsible for all human resource department functions including as detailed below. Ensures compliance with federal, state and local laws and regulations. Participates in performance improvement and continuous quality improvement (CQI) activities. The Human Resource Manager protects the confidentiality of employee information.
ESSENTIAL FUNCTIONS
Leadership:
provides leadership, guidance and support for the HR staff. Ensures compliance with established company and regulatory guidelines and procedures. Confirms work assignments are understood and executed appropriately and in a timely manner. Assists HR team in developing goals and identifying initiatives within the department; evaluates team members’ performance and progress towards meeting those goals.
HRIS:
Oversees and maintains optimal function of the organization’s HRIS which may include database management, organizational support, customization, development, maintenance and upgrades to the applications and modules. Collaborates with leadership and HR staff to identify needed improvements and enhancements to existing modules, recommends and implements solutions. Analyzes system for workflow improvements. Compiles or assists with the acquisition of complex data reports, summaries and logs requested by leadership. Serves as a liaison between HR, IT and external vendors.
Employee Relations:
works with the CHRO and organizational leaders to apply the Just Culture in situations where employee’s behavior is questionable in the work environment; investigates employee complaints; maintains a sensitive, fair and impartial approach to dealing with employees; maintains thorough documentation. Works with CHN’s Privacy Officer to thoroughly investigate HIPAA violations. Oversees disciplinary meetings, terminations and investigations as appropriate.
Leave Administration:
provides oversight of the leave process; reviews information and determines leave acceptance or denial. Understands when ADA intersects with an LOA and the interactive process for exploring accommodation requests. Coordinates for those returning to work after an approved leave of absence. Works in concert with Employee Health the department manager and Worker Compensation carrier to return injured employees to light or modified duty.
Benefit Administration:
in concert with the CHRO, interfaces with third-party brokers to ensure plan design meets the needs of CHN; responsible for reporting as required by federal and state laws; coordinates annual Open Enrollment.
Monthly Compliance and Process Improvement:
Monitors and ensures compliance with healthcare specific labor laws, HIPAA, OSHA, and DNV requirements. Ensures completion of annual training, certifications required and other compliance documents. Works with other department leaders to ensure that staff is up to date with required documentation and certifications. Consistently assesses processes and participates in performance improvement and continuous quality improvement activities.
Other duties as assigned to meet the needs of the department as well as the Mission and Vision of Curry Health Network.
SHARED VALUES
Service:
We serve with compassion and understanding.
Teamwork:
We are one team – each one of us makes a difference.
Curiosity:
We promote learning.
Integrity:
We live by honesty, trust, and doing the right thing by our organizational values.
MINIMUM JOB REQUIREMENTS
Education & Experience
A bachelor’s degree in Human Resources or an equivalent combination of education and experience is required. Master’s degree is preferred.Minimum of 5 years’ experience in Human Resources including all HR disciplines and 3 years prior supervisory experience is required.Minimum of 2 years of experience working in Human Resources in outpatient or hospital healthcare is required.HR Certification preferred (SHRM-CP, PHR, SHRM-SCP, SPHR). Required within 6 months of hire.Experience with UKG preferred.Required Knowledge, Skills & Abilities
A comprehensive understanding of employment law is required, including but not limited to: ADA, ADEA, EEO, EPA, ERISA, FLSA, FLMA, NLRA, OFLA, Oregon workers’ compensation, Title VII of the Civil Rights Act, USERRA etc.Knowledge of healthcare specific regulations such as HIPAA, OSHA and accreditation requirements.Required to be proficient in Microsoft Office including Word, Excel, PowerPoint and Outlook.Strong analytical and problem-solving skills are required.Must be able to read, write and speak English fluently.Excellent written, verbal and interpersonal communication skills are required.
PHYSICAL REQUIREMENTS
Physical Demands
On-the-job time is spent in the following physical activities:
None of the time:
Taste or Smell, Push/Pull, Stoop, Kneel, Crouch or Crawl
Up to 1/3 of the time:
Stand, walk, Reach with hands and arms
From 1/3 to 1/2 of the time:
Up 2/3 of the time and more:
Sit, Talk or Hear, Use of Hands/handle/feel
This job requires that weight be lifted, or force be exerted as follows:
None of the time:
10+ pounds
up to and more than 100 pounds
Up to 1/3 of the time:
up to 10 pounds
From 1/3 to 1/2 of the time:
Up to 2/3 of the time and more:
This job has special vision requirements as follows:
Close, distance, peripheral, color, depth perception and the ability to adjust focus.
Work Environment
This job requires exposure to the following environmental conditions:
None of the time:
Extreme heat/cold; risk of electrical shock, work with explosives ; risk of radiation; vibration, Wet/humid; fumes/airborne particles; toxic/caustic chemicals,
N ear moving mechanical parts; fumes/airborne particles; toxic/caustic chemicals, fumes/airborne particles
Up to 1/3 of the time:
Outdoor Weather Conditions
From 1/3 to 1/2 of the time:
The typical noise level for the work environment is:
Very Quiet to Moderate noise
Hearing requirements:
Ability to hear instructions.
This job requires the following repetitive motion actions:
From 0-1 hours per day:
Repetitive use of foot control
From 1-2 hours per day:
Firm/Heavy Grasping
From 3-4 hours per day:
Simple/Light Grasping
From 5-6 hours per day:
Fine Dexterity
From 7+ hours per day:
Repetitive use of hands
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)
Under the general direction of the Chief Human Resource Officer, the Human Resource Manager is responsible for all human resource department functions including as detailed below. Ensures compliance with federal, state and local laws and regulations. Participates in performance improvement and continuous quality improvement (CQI) activities. The Human Resource Manager protects the confidentiality of employee information.
ESSENTIAL FUNCTIONS
Leadership:
provides leadership, guidance and support for the HR staff. Ensures compliance with established company and regulatory guidelines and procedures. Confirms work assignments are understood and executed appropriately and in a timely manner. Assists HR team in developing goals and identifying initiatives within the department; evaluates team members’ performance and progress towards meeting those goals.
HRIS:
Oversees and maintains optimal function of the organization’s HRIS which may include database management, organizational support, customization, development, maintenance and upgrades to the applications and modules. Collaborates with leadership and HR staff to identify needed improvements and enhancements to existing modules, recommends and implements solutions. Analyzes system for workflow improvements. Compiles or assists with the acquisition of complex data reports, summaries and logs requested by leadership. Serves as a liaison between HR, IT and external vendors.
Employee Relations:
works with the CHRO and organizational leaders to apply the Just Culture in situations where employee’s behavior is questionable in the work environment; investigates employee complaints; maintains a sensitive, fair and impartial approach to dealing with employees; maintains thorough documentation. Works with CHN’s Privacy Officer to thoroughly investigate HIPAA violations. Oversees disciplinary meetings, terminations and investigations as appropriate.
Leave Administration:
provides oversight of the leave process; reviews information and determines leave acceptance or denial. Understands when ADA intersects with an LOA and the interactive process for exploring accommodation requests. Coordinates for those returning to work after an approved leave of absence. Works in concert with Employee Health the department manager and Worker Compensation carrier to return injured employees to light or modified duty.
Benefit Administration:
in concert with the CHRO, interfaces with third-party brokers to ensure plan design meets the needs of CHN; responsible for reporting as required by federal and state laws; coordinates annual Open Enrollment.
Monthly Compliance and Process Improvement:
Monitors and ensures compliance with healthcare specific labor laws, HIPAA, OSHA, and DNV requirements. Ensures completion of annual training, certifications required and other compliance documents. Works with other department leaders to ensure that staff is up to date with required documentation and certifications. Consistently assesses processes and participates in performance improvement and continuous quality improvement activities.
Other duties as assigned to meet the needs of the department as well as the Mission and Vision of Curry Health Network.
SHARED VALUES
Service:
We serve with compassion and understanding.
Teamwork:
We are one team – each one of us makes a difference.
Curiosity:
We promote learning.
Integrity:
We live by honesty, trust, and doing the right thing by our organizational values.
MINIMUM JOB REQUIREMENTS
Education & Experience
A bachelor’s degree in Human Resources or an equivalent combination of education and experience is required. Master’s degree is preferred.Minimum of 5 years’ experience in Human Resources including all HR disciplines and 3 years prior supervisory experience is required.Minimum of 2 years of experience working in Human Resources in outpatient or hospital healthcare is required.HR Certification preferred (SHRM-CP, PHR, SHRM-SCP, SPHR). Required within 6 months of hire.Experience with UKG preferred.Required Knowledge, Skills & Abilities
A comprehensive understanding of employment law is required, including but not limited to: ADA, ADEA, EEO, EPA, ERISA, FLSA, FLMA, NLRA, OFLA, Oregon workers’ compensation, Title VII of the Civil Rights Act, USERRA etc.Knowledge of healthcare specific regulations such as HIPAA, OSHA and accreditation requirements.Required to be proficient in Microsoft Office including Word, Excel, PowerPoint and Outlook.Strong analytical and problem-solving skills are required.Must be able to read, write and speak English fluently.Excellent written, verbal and interpersonal communication skills are required.
PHYSICAL REQUIREMENTS
Physical Demands
On-the-job time is spent in the following physical activities:
None of the time:
Taste or Smell, Push/Pull, Stoop, Kneel, Crouch or Crawl
Up to 1/3 of the time:
Stand, walk, Reach with hands and arms
From 1/3 to 1/2 of the time:
Up 2/3 of the time and more:
Sit, Talk or Hear, Use of Hands/handle/feel
This job requires that weight be lifted, or force be exerted as follows:
None of the time:
10+ pounds
up to and more than 100 pounds
Up to 1/3 of the time:
up to 10 pounds
From 1/3 to 1/2 of the time:
Up to 2/3 of the time and more:
This job has special vision requirements as follows:
Close, distance, peripheral, color, depth perception and the ability to adjust focus.
Work Environment
This job requires exposure to the following environmental conditions:
None of the time:
Extreme heat/cold; risk of electrical shock, work with explosives ; risk of radiation; vibration, Wet/humid; fumes/airborne particles; toxic/caustic chemicals,
N ear moving mechanical parts; fumes/airborne particles; toxic/caustic chemicals, fumes/airborne particles
Up to 1/3 of the time:
Outdoor Weather Conditions
From 1/3 to 1/2 of the time:
The typical noise level for the work environment is:
Very Quiet to Moderate noise
Hearing requirements:
Ability to hear instructions.
This job requires the following repetitive motion actions:
From 0-1 hours per day:
Repetitive use of foot control
From 1-2 hours per day:
Firm/Heavy Grasping
From 3-4 hours per day:
Simple/Light Grasping
From 5-6 hours per day:
Fine Dexterity
From 7+ hours per day:
Repetitive use of hands
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)