Tuerk House
DIRECTOR HUMAN RESOURCES
Tuerk House, Baltimore, Maryland, United States, 21276
Job Summary:
As a strategic “Business Partner”, the Director, Human Resources (HR) will provide oversight, leadership, and guidance for all human resources functions, services, policies/programs, and serve as a trust advisor to the Chief Operating Officer. Major areas of responsibility include recruitment, performance/talent management, employee relations, benefits, and compensation, HRIS, compliance, and annual competency training, un-employment, FMLA and Workers Comp cases.
Example of Essential Functions
Develop, implement, and coordinate HR programs, initiatives, policies, procedures, guidelines, and programs to continually update the Tuerk House Employee Handbook.
Set, evaluate, and modify departmental goals and objectives of Tuerk House.
Plan, organize, direct, implement, and evaluate recruitment (talent acquisition), selection, on-boarding, performance management, and retention efforts.
Develop strategies to attract, retain, train, and develop a high-performing workforce.
Direct HR department/team to ensure appropriate organizational structure and staffing levels within the team. Collaborate, guide, and influence employees.
Design, implement, and administer TH’s benefit programs including evaluating plans and negotiating annual benefits to secure the most cost-effective plan while maintaining competitive levels of coverage.
Consult, advise, and assist managers in maintaining and strengthening their effectiveness with employees they supervise/manage as it relates to effective coaching and the appropriate disciplinary step progression actions when necessary.
Assess annual employee engagement/satisfaction and optimize the results by making appropriate changes to improve the organization. Ensure appropriate policy, procedures, and internal controls are in place and adhere to in order to limit risk to the organization and ensure efficient and accurate operation.
Ensure legal and regulatory compliance in all areas, including compliance with all state and federal employment laws and regulations.
Keep EMT informed of legal issues, which affect human resources, and direct the efforts of management to maintain favorable employee relations/engagement.
Serve as a strategic business partner to the COO, and other key managers.
Regularly review headcount metrics and trends that impact operational effectiveness and business performance for temp staffing needs.
Responsible for selecting, developing, and deploying HR staff in the most effective manner to meet assigned objectives.
Lead initiatives to assess current talent and talent gaps in order to support the organization’s growth.
Establish programs to measure and improve employee engagement.
Keep current on industry and HR trends in the marketplace.
Utilize performance-based pay principles to ensure that staff is appropriately selected, developed, utilized, evaluated, and rewarded.
Develop and/or encourages new ideas/approaches to modernize the HR Department.
Use efficient and cost-effective approaches to integrate technology to improve department effectiveness.
Ensure that effective controls are developed and maintained to ensure the integrity of the department and organization.
Working with management team, ensure that performance appraisals are aligned with TH’s mission, vision, strategic goals, and objectives.
Determine annual department objectives and set priorities; anticipate potential threats or opportunities.
Minimum Education, Training & Experience Required
Five to seven years of human resources generalist/management experience in healthcare or a similar environment.
Associate or HR Certificate preferred but not required with 7 plus years of HR experience in lieu of.
PHR/SPHR very desirable.
Required Knowledge, Skills & Abilities
Knowledge of human resources policies, practices, and systems. Ability to serve as support to the COO and the leadership team. Experience in collaborating across all business areas of the organization. Proven ability to influence, build credibility, and trust. Proven ability to create and implement policies and procedures. Strong project management skills. Must be a positive, proactive manager who thrives on being engaged with employees.
Excellent customer service, planning organizing skills. Ability to multi-task. Ability to see the big picture. Strong analytical and problem-solving skills. Knowledge of technology and how to leverage it to improve process and efficiency. Proven change agent who is capable of identifying potential human capital risks and anticipated points of resistance and can develop specific plans to mitigate or address the concerns.
Licenses and Certifications
N/A
Physical Demands
Must have the use of sensory skills in order to effectively communicate and interact with other employees and the public through the use of the telephone and personal contact as normally defined by the ability to see, read, talk, hear, handle or feel objects and controls. Ability to effectively use and operate various items of office related equipment, such as, but not limited to: personal computer, calculator, copier, and fax machine. Ability to lift, carry, push or pull light to medium objects as well as squat, walk, climb, bend, crouch, stoop, kneel, stand, grasp, reach, pull and repetitive motions. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Work Environment
Work is typically performed in an office setting.
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As a strategic “Business Partner”, the Director, Human Resources (HR) will provide oversight, leadership, and guidance for all human resources functions, services, policies/programs, and serve as a trust advisor to the Chief Operating Officer. Major areas of responsibility include recruitment, performance/talent management, employee relations, benefits, and compensation, HRIS, compliance, and annual competency training, un-employment, FMLA and Workers Comp cases.
Example of Essential Functions
Develop, implement, and coordinate HR programs, initiatives, policies, procedures, guidelines, and programs to continually update the Tuerk House Employee Handbook.
Set, evaluate, and modify departmental goals and objectives of Tuerk House.
Plan, organize, direct, implement, and evaluate recruitment (talent acquisition), selection, on-boarding, performance management, and retention efforts.
Develop strategies to attract, retain, train, and develop a high-performing workforce.
Direct HR department/team to ensure appropriate organizational structure and staffing levels within the team. Collaborate, guide, and influence employees.
Design, implement, and administer TH’s benefit programs including evaluating plans and negotiating annual benefits to secure the most cost-effective plan while maintaining competitive levels of coverage.
Consult, advise, and assist managers in maintaining and strengthening their effectiveness with employees they supervise/manage as it relates to effective coaching and the appropriate disciplinary step progression actions when necessary.
Assess annual employee engagement/satisfaction and optimize the results by making appropriate changes to improve the organization. Ensure appropriate policy, procedures, and internal controls are in place and adhere to in order to limit risk to the organization and ensure efficient and accurate operation.
Ensure legal and regulatory compliance in all areas, including compliance with all state and federal employment laws and regulations.
Keep EMT informed of legal issues, which affect human resources, and direct the efforts of management to maintain favorable employee relations/engagement.
Serve as a strategic business partner to the COO, and other key managers.
Regularly review headcount metrics and trends that impact operational effectiveness and business performance for temp staffing needs.
Responsible for selecting, developing, and deploying HR staff in the most effective manner to meet assigned objectives.
Lead initiatives to assess current talent and talent gaps in order to support the organization’s growth.
Establish programs to measure and improve employee engagement.
Keep current on industry and HR trends in the marketplace.
Utilize performance-based pay principles to ensure that staff is appropriately selected, developed, utilized, evaluated, and rewarded.
Develop and/or encourages new ideas/approaches to modernize the HR Department.
Use efficient and cost-effective approaches to integrate technology to improve department effectiveness.
Ensure that effective controls are developed and maintained to ensure the integrity of the department and organization.
Working with management team, ensure that performance appraisals are aligned with TH’s mission, vision, strategic goals, and objectives.
Determine annual department objectives and set priorities; anticipate potential threats or opportunities.
Minimum Education, Training & Experience Required
Five to seven years of human resources generalist/management experience in healthcare or a similar environment.
Associate or HR Certificate preferred but not required with 7 plus years of HR experience in lieu of.
PHR/SPHR very desirable.
Required Knowledge, Skills & Abilities
Knowledge of human resources policies, practices, and systems. Ability to serve as support to the COO and the leadership team. Experience in collaborating across all business areas of the organization. Proven ability to influence, build credibility, and trust. Proven ability to create and implement policies and procedures. Strong project management skills. Must be a positive, proactive manager who thrives on being engaged with employees.
Excellent customer service, planning organizing skills. Ability to multi-task. Ability to see the big picture. Strong analytical and problem-solving skills. Knowledge of technology and how to leverage it to improve process and efficiency. Proven change agent who is capable of identifying potential human capital risks and anticipated points of resistance and can develop specific plans to mitigate or address the concerns.
Licenses and Certifications
N/A
Physical Demands
Must have the use of sensory skills in order to effectively communicate and interact with other employees and the public through the use of the telephone and personal contact as normally defined by the ability to see, read, talk, hear, handle or feel objects and controls. Ability to effectively use and operate various items of office related equipment, such as, but not limited to: personal computer, calculator, copier, and fax machine. Ability to lift, carry, push or pull light to medium objects as well as squat, walk, climb, bend, crouch, stoop, kneel, stand, grasp, reach, pull and repetitive motions. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Work Environment
Work is typically performed in an office setting.
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