T.J. Regional Health
Human Resources Director
T.J. Regional Health, Glasgow, Kentucky, us, 42142
The Human Resources Director serves as a strategic leader responsible for designing, implementing, and managing human resources initiatives that support organizational goals. This role oversees all HR functions, including recruitment, onboarding, employee relations, performance management, and compensation, compliance, and workforce development, ensuring alignment with the mission, vision, and values of the organization. This role also oversees the Employee Health department.
JOB REQUIREMENTS
Minimum Education
•Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred.
•SHRM-CP or SHRM-SCP highly preferred.
Minimum Work Experience
•At least five years of human resource management experience required.
•Prior experience in a leadership role required.
Required Skills
•Excellent verbal and written communication skills.
•Excellent interpersonal and negotiation skills.
•Excellent organizational skills and attention to detail.
•Excellent time management skills with a proven ability to meet deadlines.
•Strong analytical and problem-solving skills.
•Strong supervisory and leadership skills.
•Ability to adapt to the needs of the organization and employees.
•Ability to prioritize tasks and to delegate them when appropriate.
•Strong knowledge of employment laws, healthcare HR best practices, and leadership development.
•Proficient with Microsoft Office Suite or related software.
•Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
FUNCTIONAL DEMANDS
Lifting - 0-50 lbs
50 or more with assistance
Carrying - 0-50 lbs
50 or more with assistance
Pulling - Up to 100 lbs
Pushing - Up to 100 lbs
VISUAL AND HEARING REQUIREMENTS
Must be able to see with corrective eyewear. Must be able to hear clearly with assistance.
OSHA CATEGORY
III. Minimal potential for direct exposure
ACTIVITY
Sitting 16 - 31% Frequently
Walking 1 - 15% Occasionally
Standing 1 - 15% Occasionally
Bending/Squatting 1 - 15% Occasionally
Climbing/Kneeling 1 - 15% Occasionally
Twisting 1 - 15% Occasionally
ESSENTIAL FUNCTIONS
Strategic Leadership:
•Partner with executive leadership to align HR strategies with organizational objectives.
•Develop and implement HR policies and programs that promote a culture of excellence and engagement.
•Provide strategic guidance on workforce planning and talent management to meet the healthcare system's needs.
Talent Acquisition & Retention:
•Oversee recruitment, onboarding, and retention strategies to attract and maintain top talent.
•Collaborate with department leaders to forecast staffing needs and create effective recruitment plans.
•Implement initiatives to foster employee engagement and reduce turnover.
•Participate on productivity committee and retention initiative teams.
•Active in planning and implementation of the Employee Engagement survey.
Employee Relations:
•Serve as a trusted advisor for leaders and staff on employee relations issues.
•Lead investigations and resolve workplace conflicts in compliance with policies and labor laws.
•Promote a positive work environment that upholds organizational values and supports team cohesion.
Performance Management & Development:
•Implement performance management systems to drive accountability and excellence.
•Identify training and development needs and design programs for career progression and leadership development.
•Ensure leadership training aligns with the needs of the hospital's leadership teams.
Compliance:
•Ensure compliance with all federal, state, and local employment laws and regulations as well as accrediting bodies.
•Maintain accurate employee records and manage audits and reporting requirements.
HR Operations:
•Manage compensation and benefits programs to maintain competitiveness within the healthcare industry.
•Oversee and ensure accuracy in HRIS systems.
•Monitor HR metrics and provide data-driven insights for leadership decision-making.
•Responsible for the HR budget.
Employee Health
•Oversee Employee Health department.
•Collaborate with Employee Health Coordinator to ensure compliance with regulatory requirements such as OSHA and CDC guidelines.
•Partner with Employee Health on worker's compensation, workforce safety, fit for duty assessments, restriction and accommodation review, etc.
•Support Employee Health in the compliance of guidelines and regulations.
•Responsible for the Employee Health budget.
Supervisory Responsibilities:
Recruits, interviews, hires, and trains new staff in the department.
•Oversees the daily workflow of the department.
•Provides constructive and timely feedback.
•Provides and encourages opportunities for growth and development.
#TJRegionalHealth10
JOB REQUIREMENTS
Minimum Education
•Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred.
•SHRM-CP or SHRM-SCP highly preferred.
Minimum Work Experience
•At least five years of human resource management experience required.
•Prior experience in a leadership role required.
Required Skills
•Excellent verbal and written communication skills.
•Excellent interpersonal and negotiation skills.
•Excellent organizational skills and attention to detail.
•Excellent time management skills with a proven ability to meet deadlines.
•Strong analytical and problem-solving skills.
•Strong supervisory and leadership skills.
•Ability to adapt to the needs of the organization and employees.
•Ability to prioritize tasks and to delegate them when appropriate.
•Strong knowledge of employment laws, healthcare HR best practices, and leadership development.
•Proficient with Microsoft Office Suite or related software.
•Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
FUNCTIONAL DEMANDS
Lifting - 0-50 lbs
50 or more with assistance
Carrying - 0-50 lbs
50 or more with assistance
Pulling - Up to 100 lbs
Pushing - Up to 100 lbs
VISUAL AND HEARING REQUIREMENTS
Must be able to see with corrective eyewear. Must be able to hear clearly with assistance.
OSHA CATEGORY
III. Minimal potential for direct exposure
ACTIVITY
Sitting 16 - 31% Frequently
Walking 1 - 15% Occasionally
Standing 1 - 15% Occasionally
Bending/Squatting 1 - 15% Occasionally
Climbing/Kneeling 1 - 15% Occasionally
Twisting 1 - 15% Occasionally
ESSENTIAL FUNCTIONS
Strategic Leadership:
•Partner with executive leadership to align HR strategies with organizational objectives.
•Develop and implement HR policies and programs that promote a culture of excellence and engagement.
•Provide strategic guidance on workforce planning and talent management to meet the healthcare system's needs.
Talent Acquisition & Retention:
•Oversee recruitment, onboarding, and retention strategies to attract and maintain top talent.
•Collaborate with department leaders to forecast staffing needs and create effective recruitment plans.
•Implement initiatives to foster employee engagement and reduce turnover.
•Participate on productivity committee and retention initiative teams.
•Active in planning and implementation of the Employee Engagement survey.
Employee Relations:
•Serve as a trusted advisor for leaders and staff on employee relations issues.
•Lead investigations and resolve workplace conflicts in compliance with policies and labor laws.
•Promote a positive work environment that upholds organizational values and supports team cohesion.
Performance Management & Development:
•Implement performance management systems to drive accountability and excellence.
•Identify training and development needs and design programs for career progression and leadership development.
•Ensure leadership training aligns with the needs of the hospital's leadership teams.
Compliance:
•Ensure compliance with all federal, state, and local employment laws and regulations as well as accrediting bodies.
•Maintain accurate employee records and manage audits and reporting requirements.
HR Operations:
•Manage compensation and benefits programs to maintain competitiveness within the healthcare industry.
•Oversee and ensure accuracy in HRIS systems.
•Monitor HR metrics and provide data-driven insights for leadership decision-making.
•Responsible for the HR budget.
Employee Health
•Oversee Employee Health department.
•Collaborate with Employee Health Coordinator to ensure compliance with regulatory requirements such as OSHA and CDC guidelines.
•Partner with Employee Health on worker's compensation, workforce safety, fit for duty assessments, restriction and accommodation review, etc.
•Support Employee Health in the compliance of guidelines and regulations.
•Responsible for the Employee Health budget.
Supervisory Responsibilities:
Recruits, interviews, hires, and trains new staff in the department.
•Oversees the daily workflow of the department.
•Provides constructive and timely feedback.
•Provides and encourages opportunities for growth and development.
#TJRegionalHealth10