Behavioral Healthcare Partners of Central Ohio
Human Resources Director
Behavioral Healthcare Partners of Central Ohio, Newark, Ohio, United States, 43057
DISTINGUISHING JOB CHARACTERISTICS
Maintains responsibility for planning, implementing and administering HR services and programs. Scope of responsibility includes employment, HR policy, benefit administration, compensation, recruitment/retention, labor relations, personnel record management, training and development, employment law and regulation compliance, and the effective administration of other HR programs and activities. Serves as a member of the leadership team.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Employees are expected to perform essential duties to performance standards. As needed, reasonable accommodations will be made for otherwise qualified employees with disabilities that are covered by the Americans with Disabilities Act (ADA), in so far as the accommodation does not create an undue hardship on Behavioral Healthcare Partners of Central Ohio, Inc. (BHP).
Maintains responsibility for the management and administration of BHP’s Human Resources Department. Ensures HR department and BHP facilities operate in accordance with generally accepted human resource management principles and practices, and in compliance with applicable Federal, State and local laws and regulations. Works with management in coordinating and directing HR functions toward accomplishment of BHP’s short-and long-term goals and objectives. Develops and utilizes metrics to evaluate HR’s contribution to the achievement of the organization’s goals and objectives.
Collaborates with all levels of management to effectively manage HR activities within each facility, provides consultation and advice to management regarding resolution of personnel issues, compliance with employment laws and regulations, and other HR matters.
Maintains effective working relationships with employees and management, and responds appropriately to concerns and questions, while protecting the interests of BHP.
Develops strategies to brand/market the organization to potential qualified applicants, and to maintain a consistent flow of current applicants for specified positions. Establishes hiring criteria based on position descriptions and required competencies.
Maintains responsibility for supporting management in workforce planning, including development and management of succession planning for key positions.
Analyzes labor market for trends that impact the ability to meet workforce requirements. Assesses needed skill sets of internal workforce and external labor market to determine the availability of qualified candidates. Identifies and evaluates internal and external recruitment sources and implements selected recruitment methods.
Develops and implements selection procedures. Manages and coordinates the initial recruitment of open positions including initiating internal and external job postings, screening of applications and resumes, conducting telephone screening interviews, testing, and referring qualified and suitable applicants to supervisors for in-person interviews. Conducts job reference checks of final applicants.
Administers post-offer employment activities. Initiates drug testing and criminal background checks for conditionally hired employees, develops and extends employment offers, and conducts salary or other employment condition negotiations with new hires as necessary.
Develops and coordinates new employee orientation to ensure new hires are welcomed to BHP, and appropriately oriented to their jobs and the organization. Initiates the scheduling of orientation with management participating in the process, ensures new hire paperwork is completed, implements and administers the I-9 process, and otherwise participates in the orientation process as defined in the orientation program.
Provides training to management regarding policy administration, hiring principles and practices, performance management, employment law compliance and other trainings as needed to develop management staff skills and competency.
Develops and implements staff training programs in coordination with the CQI Director. Ensures that staff development programs are compliant with all applicable Federal, State and local laws and regulations.
Conducts job analysis to create position descriptions and identify job competencies. Identifies and documents essential job functions for positions.
Develops, implements and evaluates retention strategies and practices. Develops and implements the organizational exit process for voluntary and involuntary terminations. Participates in planning for reductions-in-force.
Develops and implements and evaluates compliance with Affirmative Action Program, EEO, ADA, FMLA, FLSA and other employment laws and regulations. Responds appropriately to Unemployment and Workers’ Compensation claims.
Develops and implements performance appraisal process, including implementing training programs to ensure management is trained and competent in conducting performance evaluations and performance management.
Plans and directs renewal, implementation and administration of employee benefit programs, such as health insurance, dental insurance and retirement plans. Conducts benefits programs needs assessments. Works with insurance carrier to ensure compliance of benefit programs with applicable law and regulation.
Develops and implements an internally equitable and externally competitive and defensible compensation program, including pay structure and policies. Communicates and trains staff in compensation and benefits programs and policies.
Supervises HR Assistant in performance of job duties and responsibilities. Assigns and coordinates work, provides training and direction, and ensures work complies with performance expectations. Approves leave requests, enforces policy and performance standards, addresses and resolves work issues, and effectively performs other management responsibilities to create and maintain a productive and happy workplace.
Interprets information related to the organization’s operations from internal and external sources.
Establishes relationships/alliances with key individuals and organizations in the community to assist in achieving the organization’s goals and objectives.
Facilitates the development and communication of the organization’s core values and ethical behaviors.
Monitors the legislative and regulatory environment for proposed changes and their potential impact to the organization.
Identifies and evaluates alternatives and recommends strategies for vendor selection.
Maintains confidentiality of HIPPA, human resource and labor relations issues, and other confidential and sensitive information.
Performs job responsibilities in accordance with BHP policy, procedures and protocol, and in compliance with Federal, State and local laws and regulations.
Maintains the highest level of integrity and professionalism in all aspects of job performance.
Keeps abreast of current trends and “best practices” in the field. Attends and participates in required trainings on topics relevant to the job and to behavioral healthcare.
Performs activities and maintains all records in accordance with BHP’s policy, procedure and protocol, and as appropriate to the job, all regulatory authorities’ accreditation/licensure/certification standards, and all applicable laws and regulations.
Works assigned schedule, exhibits regular and punctual attendance and works outside of normal schedule as required.
OTHER DUTIES AND RESPONSIBILITIES
Performs other duties as assigned.
KEY PERFORMANCE INDICATORS
The employee assigned to this position is responsible for achieving each of the following key performance indicators (KPI’s) to the specified standard. The employee is likewise accountable for consistently meeting or exceeding all of this job’s essential duties to performance standards as are evaluated throughout the course of employment, and which are rated during the performance evaluation period.
Personnel policies are reviewed, updated and submitted for approval on a continued basis (and at least annually) so to ensure that policies remain compliant with new employment laws and regulations, and reflective of changes to internal operations and needs.
Monitors, updates and submits new or revised position descriptions for approval on a continued basis (and at least annually) to ensure that position descriptions remain current and reflective of job requirements and standards.
The average time to fill a vacant position with the most qualified and suitable candidate is less than 45 days from the date that HR becomes aware that the position is, or will be vacant.
Annual turnover rate is less than 20%.
100% of personnel files are in compliance with all regulatory bodies.
100% of all HR licensure, certification and accreditation standards are in compliance.
100% of the time, new hires will complete new employee orientation within 30 calendar days of the employee’s start date.
100% of staff, upon notice of separation from employment for any reason, will be given opportunity to receive and complete a written exit questionnaire, or participate in an in-person exit interview on or prior to the employee’s last day of work.
All required reports are submitted on time and accurately e.g. EEOC.
SCOPE OF SUPERVISION:
HR Representative; Training and Development Coordinator
EQUIPMENT OPERATED:
Computer, telephone, copier, fax, and other general office equipment; personal vehicle.
CONTACTS WITH OTHERS:
Clients, staff, applicants, board members, funders, vendors, volunteers, community professionals, general public, third party administrators, consultants, family members and other internal and external job contacts.
CONFIDENTIAL INFORMATION AND DATA:
Personnel files, personnel issues, financial information, legal issues, human resource planning strategies, and other confidential or sensitive information.
WORKING CONDITIONS:
Good office working conditions when working in the office. When working in other BHP facilities, the employee is exposed to conditions within those facilities.
USUAL PHYSICAL DEMANDS
The following demands are typically used and exhibited by employees when performing this job’s essential duties and responsibilities. They are not, and should not be construed to be qualification standards. Rather, they are illustrated to help BHP and otherwise qualified employee or job applicant with an ADA disability identify essential job duties that need to be reasonably accommodated, and the type of appropriate reasonable accommodation which may be available which does not create an undue hardship on the employer.
The employee frequently converses verbally with others in person and by telephone. The employee regularly exhibits digital dexterity and eye-hand coordination when performing general typing, word processing, data entry, paperwork and other similar tasks. The employee frequently sits for extended periods of time, and frequently walks through various types of environments. Vision demands include close, relatively detailed vision when using a computer screen, and performing other tasks. The employee frequently sits in a vehicle for periods of time while driving to and from various locations.
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
Knowledge of : human resource management; leadership and general management principles and practices; employee and labor relations; strategic HR planning and program implementation; Title VII of the Civil Rights Act and other EEO laws and regulations; Family and Medical Leave Act; Fair Labor Standards Act; Americans With Disabilities Act, Age Discrimination in Employment Act; Immigration Reform and Control Act; National Labor Relations Act; and other Federal, State and local employment laws, regulations, and court decisions; EEO reporting; workplace safety and health; compensation and benefits administration; policy administration and enforcement; principles of just cause; recruitment and hiring strategies; including accomplishment of affirmative action goals; cultural diversity; staff forecasting; turnover analysis and succession planning; staff training and development; general IT functions; personnel records management; HR research resources.
Ability to:
apply human resource management principles to practical situations and issues; problem solve sensitive personnel issues; effectively supervise assigned staff; establish rapport and work effectively with diverse populations; effectively organize departmental functions; be self-directed; work and accomplish projects and tasks in collaboration with others; develop and maintain effective working relationships with co-workers and other job contacts; demonstrate respect and sensitivity for cultural and personal differences; contribute toward building a positive and productive team working environment; maintain confidentiality of confidential and sensitive information; consistently exhibit job competency, ethical conduct, integrity and trustworthiness; embrace and effectively adapt to organizational change; exhibit behavior and conduct consistent with BHP values and policies.
Skill in:
writing and timely submitting concise reports; collecting and analyzing essential information; public speaking; problem solving, interpersonal relations, verbal and written communications, establish priorities including managing and balancing multiple projects and issues simultaneously; training, negotiating; researching HR issues; application Microsoft Word, Excel, and PowerPoint and other job software.
QUALIFICATIONS
Applicable laws or regulations require that employees assigned to some jobs attain a specific level of education, experience, or training, and license or certification. For other jobs, a combination of various levels and types of education, experience, training, and license or certification may qualify a person to perform essential duties of this position. Qualifications specified for this position are:
Education, Experience and Training
Bachelor’s degree in human resource management, business administration, public administration or closely related field, with 5 years of human resources experience, including at least 3 years in a senior level position.
Licenses or Certifications
Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), and/or SHRM Senior Certified Professional (SHRM-SCP); State of Ohio Driver’s License.
Additional Qualifications
Upon conditional hire, and as a condition of employment, each employee is required to submit to and pass a drug test, criminal background check, driving record check, personal vehicle inspection, and be insurable under BHPs driving insurance provider guidelines.
Ability to document personal identity and employment eligibility within three days of original appointment as a condition of employment in compliance with Immigration Reform and Control Act (I-9) requirements.
Experience
3 - 5 years: Human Resource
Education
Bachelors or better in Human Resource Administration or related field
Licenses & Certifications
Prof in Human Resources
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)
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Maintains responsibility for planning, implementing and administering HR services and programs. Scope of responsibility includes employment, HR policy, benefit administration, compensation, recruitment/retention, labor relations, personnel record management, training and development, employment law and regulation compliance, and the effective administration of other HR programs and activities. Serves as a member of the leadership team.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Employees are expected to perform essential duties to performance standards. As needed, reasonable accommodations will be made for otherwise qualified employees with disabilities that are covered by the Americans with Disabilities Act (ADA), in so far as the accommodation does not create an undue hardship on Behavioral Healthcare Partners of Central Ohio, Inc. (BHP).
Maintains responsibility for the management and administration of BHP’s Human Resources Department. Ensures HR department and BHP facilities operate in accordance with generally accepted human resource management principles and practices, and in compliance with applicable Federal, State and local laws and regulations. Works with management in coordinating and directing HR functions toward accomplishment of BHP’s short-and long-term goals and objectives. Develops and utilizes metrics to evaluate HR’s contribution to the achievement of the organization’s goals and objectives.
Collaborates with all levels of management to effectively manage HR activities within each facility, provides consultation and advice to management regarding resolution of personnel issues, compliance with employment laws and regulations, and other HR matters.
Maintains effective working relationships with employees and management, and responds appropriately to concerns and questions, while protecting the interests of BHP.
Develops strategies to brand/market the organization to potential qualified applicants, and to maintain a consistent flow of current applicants for specified positions. Establishes hiring criteria based on position descriptions and required competencies.
Maintains responsibility for supporting management in workforce planning, including development and management of succession planning for key positions.
Analyzes labor market for trends that impact the ability to meet workforce requirements. Assesses needed skill sets of internal workforce and external labor market to determine the availability of qualified candidates. Identifies and evaluates internal and external recruitment sources and implements selected recruitment methods.
Develops and implements selection procedures. Manages and coordinates the initial recruitment of open positions including initiating internal and external job postings, screening of applications and resumes, conducting telephone screening interviews, testing, and referring qualified and suitable applicants to supervisors for in-person interviews. Conducts job reference checks of final applicants.
Administers post-offer employment activities. Initiates drug testing and criminal background checks for conditionally hired employees, develops and extends employment offers, and conducts salary or other employment condition negotiations with new hires as necessary.
Develops and coordinates new employee orientation to ensure new hires are welcomed to BHP, and appropriately oriented to their jobs and the organization. Initiates the scheduling of orientation with management participating in the process, ensures new hire paperwork is completed, implements and administers the I-9 process, and otherwise participates in the orientation process as defined in the orientation program.
Provides training to management regarding policy administration, hiring principles and practices, performance management, employment law compliance and other trainings as needed to develop management staff skills and competency.
Develops and implements staff training programs in coordination with the CQI Director. Ensures that staff development programs are compliant with all applicable Federal, State and local laws and regulations.
Conducts job analysis to create position descriptions and identify job competencies. Identifies and documents essential job functions for positions.
Develops, implements and evaluates retention strategies and practices. Develops and implements the organizational exit process for voluntary and involuntary terminations. Participates in planning for reductions-in-force.
Develops and implements and evaluates compliance with Affirmative Action Program, EEO, ADA, FMLA, FLSA and other employment laws and regulations. Responds appropriately to Unemployment and Workers’ Compensation claims.
Develops and implements performance appraisal process, including implementing training programs to ensure management is trained and competent in conducting performance evaluations and performance management.
Plans and directs renewal, implementation and administration of employee benefit programs, such as health insurance, dental insurance and retirement plans. Conducts benefits programs needs assessments. Works with insurance carrier to ensure compliance of benefit programs with applicable law and regulation.
Develops and implements an internally equitable and externally competitive and defensible compensation program, including pay structure and policies. Communicates and trains staff in compensation and benefits programs and policies.
Supervises HR Assistant in performance of job duties and responsibilities. Assigns and coordinates work, provides training and direction, and ensures work complies with performance expectations. Approves leave requests, enforces policy and performance standards, addresses and resolves work issues, and effectively performs other management responsibilities to create and maintain a productive and happy workplace.
Interprets information related to the organization’s operations from internal and external sources.
Establishes relationships/alliances with key individuals and organizations in the community to assist in achieving the organization’s goals and objectives.
Facilitates the development and communication of the organization’s core values and ethical behaviors.
Monitors the legislative and regulatory environment for proposed changes and their potential impact to the organization.
Identifies and evaluates alternatives and recommends strategies for vendor selection.
Maintains confidentiality of HIPPA, human resource and labor relations issues, and other confidential and sensitive information.
Performs job responsibilities in accordance with BHP policy, procedures and protocol, and in compliance with Federal, State and local laws and regulations.
Maintains the highest level of integrity and professionalism in all aspects of job performance.
Keeps abreast of current trends and “best practices” in the field. Attends and participates in required trainings on topics relevant to the job and to behavioral healthcare.
Performs activities and maintains all records in accordance with BHP’s policy, procedure and protocol, and as appropriate to the job, all regulatory authorities’ accreditation/licensure/certification standards, and all applicable laws and regulations.
Works assigned schedule, exhibits regular and punctual attendance and works outside of normal schedule as required.
OTHER DUTIES AND RESPONSIBILITIES
Performs other duties as assigned.
KEY PERFORMANCE INDICATORS
The employee assigned to this position is responsible for achieving each of the following key performance indicators (KPI’s) to the specified standard. The employee is likewise accountable for consistently meeting or exceeding all of this job’s essential duties to performance standards as are evaluated throughout the course of employment, and which are rated during the performance evaluation period.
Personnel policies are reviewed, updated and submitted for approval on a continued basis (and at least annually) so to ensure that policies remain compliant with new employment laws and regulations, and reflective of changes to internal operations and needs.
Monitors, updates and submits new or revised position descriptions for approval on a continued basis (and at least annually) to ensure that position descriptions remain current and reflective of job requirements and standards.
The average time to fill a vacant position with the most qualified and suitable candidate is less than 45 days from the date that HR becomes aware that the position is, or will be vacant.
Annual turnover rate is less than 20%.
100% of personnel files are in compliance with all regulatory bodies.
100% of all HR licensure, certification and accreditation standards are in compliance.
100% of the time, new hires will complete new employee orientation within 30 calendar days of the employee’s start date.
100% of staff, upon notice of separation from employment for any reason, will be given opportunity to receive and complete a written exit questionnaire, or participate in an in-person exit interview on or prior to the employee’s last day of work.
All required reports are submitted on time and accurately e.g. EEOC.
SCOPE OF SUPERVISION:
HR Representative; Training and Development Coordinator
EQUIPMENT OPERATED:
Computer, telephone, copier, fax, and other general office equipment; personal vehicle.
CONTACTS WITH OTHERS:
Clients, staff, applicants, board members, funders, vendors, volunteers, community professionals, general public, third party administrators, consultants, family members and other internal and external job contacts.
CONFIDENTIAL INFORMATION AND DATA:
Personnel files, personnel issues, financial information, legal issues, human resource planning strategies, and other confidential or sensitive information.
WORKING CONDITIONS:
Good office working conditions when working in the office. When working in other BHP facilities, the employee is exposed to conditions within those facilities.
USUAL PHYSICAL DEMANDS
The following demands are typically used and exhibited by employees when performing this job’s essential duties and responsibilities. They are not, and should not be construed to be qualification standards. Rather, they are illustrated to help BHP and otherwise qualified employee or job applicant with an ADA disability identify essential job duties that need to be reasonably accommodated, and the type of appropriate reasonable accommodation which may be available which does not create an undue hardship on the employer.
The employee frequently converses verbally with others in person and by telephone. The employee regularly exhibits digital dexterity and eye-hand coordination when performing general typing, word processing, data entry, paperwork and other similar tasks. The employee frequently sits for extended periods of time, and frequently walks through various types of environments. Vision demands include close, relatively detailed vision when using a computer screen, and performing other tasks. The employee frequently sits in a vehicle for periods of time while driving to and from various locations.
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
Knowledge of : human resource management; leadership and general management principles and practices; employee and labor relations; strategic HR planning and program implementation; Title VII of the Civil Rights Act and other EEO laws and regulations; Family and Medical Leave Act; Fair Labor Standards Act; Americans With Disabilities Act, Age Discrimination in Employment Act; Immigration Reform and Control Act; National Labor Relations Act; and other Federal, State and local employment laws, regulations, and court decisions; EEO reporting; workplace safety and health; compensation and benefits administration; policy administration and enforcement; principles of just cause; recruitment and hiring strategies; including accomplishment of affirmative action goals; cultural diversity; staff forecasting; turnover analysis and succession planning; staff training and development; general IT functions; personnel records management; HR research resources.
Ability to:
apply human resource management principles to practical situations and issues; problem solve sensitive personnel issues; effectively supervise assigned staff; establish rapport and work effectively with diverse populations; effectively organize departmental functions; be self-directed; work and accomplish projects and tasks in collaboration with others; develop and maintain effective working relationships with co-workers and other job contacts; demonstrate respect and sensitivity for cultural and personal differences; contribute toward building a positive and productive team working environment; maintain confidentiality of confidential and sensitive information; consistently exhibit job competency, ethical conduct, integrity and trustworthiness; embrace and effectively adapt to organizational change; exhibit behavior and conduct consistent with BHP values and policies.
Skill in:
writing and timely submitting concise reports; collecting and analyzing essential information; public speaking; problem solving, interpersonal relations, verbal and written communications, establish priorities including managing and balancing multiple projects and issues simultaneously; training, negotiating; researching HR issues; application Microsoft Word, Excel, and PowerPoint and other job software.
QUALIFICATIONS
Applicable laws or regulations require that employees assigned to some jobs attain a specific level of education, experience, or training, and license or certification. For other jobs, a combination of various levels and types of education, experience, training, and license or certification may qualify a person to perform essential duties of this position. Qualifications specified for this position are:
Education, Experience and Training
Bachelor’s degree in human resource management, business administration, public administration or closely related field, with 5 years of human resources experience, including at least 3 years in a senior level position.
Licenses or Certifications
Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), and/or SHRM Senior Certified Professional (SHRM-SCP); State of Ohio Driver’s License.
Additional Qualifications
Upon conditional hire, and as a condition of employment, each employee is required to submit to and pass a drug test, criminal background check, driving record check, personal vehicle inspection, and be insurable under BHPs driving insurance provider guidelines.
Ability to document personal identity and employment eligibility within three days of original appointment as a condition of employment in compliance with Immigration Reform and Control Act (I-9) requirements.
Experience
3 - 5 years: Human Resource
Education
Bachelors or better in Human Resource Administration or related field
Licenses & Certifications
Prof in Human Resources
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)
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