DescriptionHuman Resources Executive Director for Delta Health is responsible for planning, direction, managing and guiding the overall functions and programs for the Human Resources Department.Will effectively partner with the Executive Team to create a center of excellence for all services and to meet the hospitals mission, vision, goals and core values.Responsible to ensure human resources practices and programs are within federal and state regulations.Human Resources Executive Director will collaborate in creating, implementing, enforcing and evaluating legally compliant human resources policies, procedures and best practices.
Supervisory Responsibilities: - General supervision of the Human Resources Department
- Direct Supervision of the Human Resources Manager
- Handles discipline and termination of employees in accordance with company policy.
Duties/Responsibilities : - Participates as part of Delta Health Executive Management team in formulating overall strategies, goals, and objectives of Delta Health and develops plans to promote these goals.
- Researches, develops, and implements the administration of human resource programs including, but not limited to, recruiting, onboarding; compensation, benefits, and leave; disciplinary matters, disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
- Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Analyzing compensation practices by contributing to the periodic review of market conditions and internal equity, advises upper management regarding remedial strategies ensuring compensation levels remain competitive and cost efficient.
- Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
- Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
- Provide guidance and supervision to human resources staff in the execution of policies and procedures, approves major changes to internal human resources departmental protocols and processes. Will make presentations to Chief Legal Officer concerning such issues as new programs, policies and benefit changes.
- Provides guidance and general supervision of the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills, competencies and recruiting needs required for openings; develops and executes best practices for hiring and talent management.
- Develops solutions to complex problems, often involving multiple interrelated issues and/or disciplines. Maintains a proactive approach to solving problems translating them into practical solutions before they become critical. Develop innovative and creative solutions.
- Provides support, guidance, oversight to human resources specialists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
- Oversees employee disciplinary meetings, terminations, and investigations per organization policy and procedure. Assists with the management of employment related matters that involves counsel, represents the organization at unemployment insurance hearings, depositions, and other court related events.
- Responds to issues relating to the functionality of the HRIS and time and attendance system, troubleshoots with hospital HR, IT, and Accounting personnel as necessary if resolutions cannot be achieved independently; Ensures the accuracy and integrity of HR data.
- Functions as a proficient consultant to management on a wide variety of human resources issues.
- Provides leadership and guidance for diversity and inclusion initiatives at the Hospital to foster a more inclusive culture and environment.
- Maintains professional affiliations as appropriate and participates in activities to keep abreast of developments in hospital administration and human resources. Participate in professional development and networking conferences and events.
- Responsible for leading talent management initiatives to include retention programs, referral bonuses, relocation programs and curriculum planning.
- Develop and manage department budget to include salaries and all expenses, programs and equipment.
- Performs other duties that are reasonably associated with the essential functions of the job.
- Responsible for duties outlined in Disaster Plan Policy S8001 .
- Fiduciary Responsibility. The Executive Director of Human Resources is a fiduciary of the organization, and is obligated to act in the best interest and for the benefit of the organization at all times. The fiduciary duties of the Executive Director of Human Resources include:
(a) The duty of loyalty;i. The duty of loyalty requires the Executive Director of Human Resources to place the interests of the organization before any of their personal interests.(b) The duty to exercise reasonable care and skill;i. The duty to exercise reasonable care and skill requires the Executive Director of Human Resources to make decisions that pursue the organization's interests with reasonable diligence and prudence.(c) The duty of good faith;i. The duty of good faith requires the Executive Director of Human Resources to make all decisions with a conscious regard for his/her responsibilities as a fiduciary of the organization.(d) The duty of fair dealing;i. The duty of fair dealing requires the Executive Director of Human Resources to act honestly in all contracts entered into by the organization. The Executive Director of Human Resources must not act contrary to the spirit of any contractual arrangement, or impede of injure the right of the other party to the contract.(e) The duty to disclose material information.i. Information is material if, considering the specific factual circumstances involved, the information would have assumed actual significance in the deliberations of the Board of Directors, or would have been considered by Board of Directors as having significantly altered the totality of the available information.
Requirements Required Skills/Abilities:
- Excellent verbal and written communication skills.
- Excellent interpersonal and conflict resolution skills.
- Excellent organizational skills and attention to detail.
- Strong analytical and problem-solving skills.
- Strong supervisory and leadership skills.
- Thorough knowledge of employment-related laws and regulations.
- Knowledge of and experience with varied human resource information systems.
- Proficient with Microsoft Office Suite or related software.
- Proficient in Human Resources Information Systems (HRIS); experience with Kronos/UKG Dimensions preferred.
- Must complete Introduction to Incident Command Systems (IS-100) and National Incident Management System (NIMS) an Introduction (IS-700) within the first 30 days of employment.
Education/Experience: Degree in Business Administration, Human Resources Management, or Labor Relations; Master's Degree in related field preferred; 10 plus years of progressively responsible human resource experience encompassing at least two functional areas to include three years of senior management-level experience in any of human resources areas, or other related profession.Minimum of five (5) years HR experience in a hospital environment required.Established experience managing and developing staff.Senior Professional in Human Resources (SPHR) certification preferred.Combination of education and experience may be considered for qualification.
SummaryWho We AreDelta Health is a county-wide healthcare system that has been serving the Western Slope for over 100 years. We have grown to a 49-bed hospital with locations throughout Delta County. We proudly provide a wide range of medical services that meet the diverse needs of our community members. At all stages of life, we are here to provide remarkable care in a healing environment.
Employee Benefits: Medical, RX, Dental, Vision, Retirement, and PTO.
Medical: Low monthly premiums; 100% coverage for all services provided within our Delta Health System without a deductible or co-payment. We offer alternative coverage to include massage, acupuncture, and chiropractic care. Employer paid Life and Disability coverage.
Paid Time Off: 4 plus weeks of vacation per year for Full-Time employees including sick pay and personal time off.
Retirement: 403B Plan -Up to a 3% retirement match.