Meridian Behavioral Health
Director of People and Culture
Meridian Behavioral Health, New Brighton, Minnesota, United States,
Job Purpose
As a strategic partner and under the direction of the Vice President for Operations, the Director of People and Culture will work to develop, execute and maintain the Company’s human resources and culture strategies in support of Meridian Behavioral Health’s mission, vision, values and strategic direction. This role is responsible for direct supervision and leadership of the Human Resources Team. The Director of People and Culture will manage and coordinate work in the areas of equity, diversity, and inclusion, employee well-being; continuous workforce improvement, staff training and professional development, and HR policy development and compliance. The Director, People & Culture will work closely with senior management to provide strategic leadership by formulating, communicating, and documenting HR needs and plans to staff, supporting supervisory staff in coaching and performance management, and providing HR support for all staff.
Duties and Responsibilities
The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.
Human Resources Compliance and Administration:
Maintain responsibility for Company’s compliance with federal and state legislation pertaining to all personnel matters (ADA, FMLA, Wage and Hour, benefits, etc.).
Oversee, implement and monitor employee filing system that complies with current employment practices and MN Statute, Chapter 245G.
Cascade the Company’s annual objectives to associated staff.
Develop cadence to perform job analysis and create and update job descriptions as needed.
Serve as a resource for team leaders in handling employee issues and assist them in counseling employees, conducting evaluations, staff training, problem-solving and consensus-building, disciplinary action, exit interviews, etc.
Manage and resolve employee relations, performance or grievance issues in a legally compliant and professional manner; conduct effective, thorough and objective investigations, support disciplinary actions and exit interviews as needed.
Serve as an effective link between management and employees.
Assist managers/supervisors in interpreting, administering and guiding an Employee Relations strategy.
Conduct formal investigations; support the management of actions and proceedings brought against Company arising in connection with employment; coordinate with legal counsel and outside specialists, as appropriate.
Performance Management:
Oversee the annual performance management processes and feedback mechanisms.
Write and ensure legal compliance in standards, policies and procedures for performance review process.
Partner with leaders to provide guidance on employee career development, succession planning, retention programs, performance management and leadership development.
Identify training needs, coordinate employee development programs and support continuous learning initiatives.
Assist the Vice President for Operations by analyzing and modifying compensation policies and ranges to establish competitive, consistent and equitable programs and incentives, and ensure compliance with legal requirements.
Provide oversight of HRIS; manage collection of Human Resources metrics, analysis, reporting of data and identification of trends.
Work with the executive leadership to establish a competitive and fiscally responsible benefit, compensation, and leave program, including merit increases, bonuses, COLA, etc.
Maintain knowledge of and ensure strict compliance with federal and state employment-related laws and regulations, as well as MN Statute, Chapter 245G.
Serve as subject matter expert; demonstrate “best practices” in regard to information management, usage and governance; i.e. SharePoint, HRIS, related applications and tools.
Health and Welfare Benefits:
Analyze benefits options and cost alternatives for providing employee benefits; recommend benefits program modifications and implement approved benefits programs.
Manage the administration of benefits programs to include: health, retirement, life, disability, cafeteria, EAP and other benefits offered by the Company; process all enrollments, changes and terminations.
Conduct monthly benefits statement reconciliations and authorizations prior to payment by Accounts Payable Department; coordinate with insurance carriers regarding any issues related to enrollments/terminations/premiums.
Manage communications processes related to benefits administration; manage, coordinate and conduct annual benefits Open Enrollment for all Company locations within UltiPro or other HRIS.
Manage system updates for benefits detail.
Coordinate with Payroll Department in processing of bi-weekly payroll; partner with Controller in managing effective communication of data/information between Human Resources and Payroll.
Monitor Workers’ Compensation claims and coordinate work between employees and the insurance carrier; provide tracking of reported accidents.
Manage tracking of Client Injury Reports, Critical Incident Reports and Medication Error Reports; coordinate with insurance companies/risk management advisors as appropriate.
Ensure completion of and compliance with reporting requirements (Form 5500 filing, annual Non-Discrimination Testing, etc.).
Manage the benefits broker, vendor partner, and consultant relationships for the Company.
Provide administration and management of all Leaves of Absence; serve as principal point of contact for communications and processes related to the various Leaves of Absence and remain current on all Leave of Absence laws, regulations and practices regarding FMLA, Safe and Sick Leave, ADA and Worker’s Compensation.
Company Culture:
Evaluate Company culture and provide recommendations on changes to accomplish Company goals and objectives.
Partner with the leadership team to develop and implement consistent policies/programs that foster employee engagement, improve and set the culture of the organization and create high performing work systems.
Develop and lead Company initiatives and activities to ensure Company culture is implemented, embraced and supported across the enterprise with staff embracing and behaving accordingly.
Support current and future new employee orientation program; to include coordination, updating materials and content as needed, ensuring new staff are appropriately oriented with a firm understanding of the role of the Human Resources department, Company culture, Code of Conduct, mission, vision, values, and related staff expectations.
Oversee development and facilitation of planned activities and events to promote Company’s ambition to be a great place to work and supports efforts to improve employee attraction and retention.
Represent the Company externally as requested to further support the Company’s objectives, in particular related to Company reputation, culture and human resources.
Qualifications Required to Perform Essential Job Functions:
Bachelor’s degree in Business, Human Resources Management and/or a related field; master’s degree is strongly preferred; PHR/SPHR/CEBS and/or other professional certifications desirable.
Minimum of five (5) years Human Resources management experience.
Experience must include hands-on responsibility for the full scope of Human Resources activities, both operations and analysis.
Must have extensive health and welfare benefit plan administration and implementation experience.
Extensive experience with HRIS systems, UKG preferred.
Healthcare experience, particularly in a chemical dependency/behavioral health environment preferred.
In-depth knowledge and understanding of Human Resources policies/practices and employment law, with a strong background in employee relations, compensation and benefits.
Functions and leads with the highest ethical standards, integrity and unwavering moral compass.
Superior interpersonal and communication skills; proven ability to interact with all levels with comprehensive consultative, partnering, facilitating and influencing/negotiating skills.
Strong ability to perform well and be unfailingly diplomatic in a high pressure, complex and diverse environment.
Successfully led the development of and set enterprise culture in alignment with Company’s Code of Conduct and mission, vision, values – guiding principles.
Required Skills, Knowledge and Ability:
Strong verbal skills and ability to communicate with a variety of people, internal and external, from diverse cultures, socioeconomic and educational backgrounds.
Proficient in MS Suite: Outlook, Excel, Word, SharePoint and PowerPoint.
Strong critical/strategic thinking, communication, and problem-solving skills – must be self-motivated and able to manage multiple projects with key deadlines and direct, guide team accordingly.
Strong interpersonal and communication skills, written and verbal (Teams, group/individual settings).
Proven ability to work independently with minimal direction, while working collaboratively with the associated departments; in particular clinical services, operations and finance.
Detail-oriented, able to process, interpret regulatory standards, requirements and convert into appropriate vernacular/jargon for all staff to understand and behave accordingly.
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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As a strategic partner and under the direction of the Vice President for Operations, the Director of People and Culture will work to develop, execute and maintain the Company’s human resources and culture strategies in support of Meridian Behavioral Health’s mission, vision, values and strategic direction. This role is responsible for direct supervision and leadership of the Human Resources Team. The Director of People and Culture will manage and coordinate work in the areas of equity, diversity, and inclusion, employee well-being; continuous workforce improvement, staff training and professional development, and HR policy development and compliance. The Director, People & Culture will work closely with senior management to provide strategic leadership by formulating, communicating, and documenting HR needs and plans to staff, supporting supervisory staff in coaching and performance management, and providing HR support for all staff.
Duties and Responsibilities
The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.
Human Resources Compliance and Administration:
Maintain responsibility for Company’s compliance with federal and state legislation pertaining to all personnel matters (ADA, FMLA, Wage and Hour, benefits, etc.).
Oversee, implement and monitor employee filing system that complies with current employment practices and MN Statute, Chapter 245G.
Cascade the Company’s annual objectives to associated staff.
Develop cadence to perform job analysis and create and update job descriptions as needed.
Serve as a resource for team leaders in handling employee issues and assist them in counseling employees, conducting evaluations, staff training, problem-solving and consensus-building, disciplinary action, exit interviews, etc.
Manage and resolve employee relations, performance or grievance issues in a legally compliant and professional manner; conduct effective, thorough and objective investigations, support disciplinary actions and exit interviews as needed.
Serve as an effective link between management and employees.
Assist managers/supervisors in interpreting, administering and guiding an Employee Relations strategy.
Conduct formal investigations; support the management of actions and proceedings brought against Company arising in connection with employment; coordinate with legal counsel and outside specialists, as appropriate.
Performance Management:
Oversee the annual performance management processes and feedback mechanisms.
Write and ensure legal compliance in standards, policies and procedures for performance review process.
Partner with leaders to provide guidance on employee career development, succession planning, retention programs, performance management and leadership development.
Identify training needs, coordinate employee development programs and support continuous learning initiatives.
Assist the Vice President for Operations by analyzing and modifying compensation policies and ranges to establish competitive, consistent and equitable programs and incentives, and ensure compliance with legal requirements.
Provide oversight of HRIS; manage collection of Human Resources metrics, analysis, reporting of data and identification of trends.
Work with the executive leadership to establish a competitive and fiscally responsible benefit, compensation, and leave program, including merit increases, bonuses, COLA, etc.
Maintain knowledge of and ensure strict compliance with federal and state employment-related laws and regulations, as well as MN Statute, Chapter 245G.
Serve as subject matter expert; demonstrate “best practices” in regard to information management, usage and governance; i.e. SharePoint, HRIS, related applications and tools.
Health and Welfare Benefits:
Analyze benefits options and cost alternatives for providing employee benefits; recommend benefits program modifications and implement approved benefits programs.
Manage the administration of benefits programs to include: health, retirement, life, disability, cafeteria, EAP and other benefits offered by the Company; process all enrollments, changes and terminations.
Conduct monthly benefits statement reconciliations and authorizations prior to payment by Accounts Payable Department; coordinate with insurance carriers regarding any issues related to enrollments/terminations/premiums.
Manage communications processes related to benefits administration; manage, coordinate and conduct annual benefits Open Enrollment for all Company locations within UltiPro or other HRIS.
Manage system updates for benefits detail.
Coordinate with Payroll Department in processing of bi-weekly payroll; partner with Controller in managing effective communication of data/information between Human Resources and Payroll.
Monitor Workers’ Compensation claims and coordinate work between employees and the insurance carrier; provide tracking of reported accidents.
Manage tracking of Client Injury Reports, Critical Incident Reports and Medication Error Reports; coordinate with insurance companies/risk management advisors as appropriate.
Ensure completion of and compliance with reporting requirements (Form 5500 filing, annual Non-Discrimination Testing, etc.).
Manage the benefits broker, vendor partner, and consultant relationships for the Company.
Provide administration and management of all Leaves of Absence; serve as principal point of contact for communications and processes related to the various Leaves of Absence and remain current on all Leave of Absence laws, regulations and practices regarding FMLA, Safe and Sick Leave, ADA and Worker’s Compensation.
Company Culture:
Evaluate Company culture and provide recommendations on changes to accomplish Company goals and objectives.
Partner with the leadership team to develop and implement consistent policies/programs that foster employee engagement, improve and set the culture of the organization and create high performing work systems.
Develop and lead Company initiatives and activities to ensure Company culture is implemented, embraced and supported across the enterprise with staff embracing and behaving accordingly.
Support current and future new employee orientation program; to include coordination, updating materials and content as needed, ensuring new staff are appropriately oriented with a firm understanding of the role of the Human Resources department, Company culture, Code of Conduct, mission, vision, values, and related staff expectations.
Oversee development and facilitation of planned activities and events to promote Company’s ambition to be a great place to work and supports efforts to improve employee attraction and retention.
Represent the Company externally as requested to further support the Company’s objectives, in particular related to Company reputation, culture and human resources.
Qualifications Required to Perform Essential Job Functions:
Bachelor’s degree in Business, Human Resources Management and/or a related field; master’s degree is strongly preferred; PHR/SPHR/CEBS and/or other professional certifications desirable.
Minimum of five (5) years Human Resources management experience.
Experience must include hands-on responsibility for the full scope of Human Resources activities, both operations and analysis.
Must have extensive health and welfare benefit plan administration and implementation experience.
Extensive experience with HRIS systems, UKG preferred.
Healthcare experience, particularly in a chemical dependency/behavioral health environment preferred.
In-depth knowledge and understanding of Human Resources policies/practices and employment law, with a strong background in employee relations, compensation and benefits.
Functions and leads with the highest ethical standards, integrity and unwavering moral compass.
Superior interpersonal and communication skills; proven ability to interact with all levels with comprehensive consultative, partnering, facilitating and influencing/negotiating skills.
Strong ability to perform well and be unfailingly diplomatic in a high pressure, complex and diverse environment.
Successfully led the development of and set enterprise culture in alignment with Company’s Code of Conduct and mission, vision, values – guiding principles.
Required Skills, Knowledge and Ability:
Strong verbal skills and ability to communicate with a variety of people, internal and external, from diverse cultures, socioeconomic and educational backgrounds.
Proficient in MS Suite: Outlook, Excel, Word, SharePoint and PowerPoint.
Strong critical/strategic thinking, communication, and problem-solving skills – must be self-motivated and able to manage multiple projects with key deadlines and direct, guide team accordingly.
Strong interpersonal and communication skills, written and verbal (Teams, group/individual settings).
Proven ability to work independently with minimal direction, while working collaboratively with the associated departments; in particular clinical services, operations and finance.
Detail-oriented, able to process, interpret regulatory standards, requirements and convert into appropriate vernacular/jargon for all staff to understand and behave accordingly.
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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