Develops HR policies and programs for the entire organization. The major areas covered are staffing, compensation, benefits, employee relations, performance management, credentialing and training and compliance. Assists and advises senior management and other management staff on HR issues.
JOB DUTIES AND RESPONSIBILITIES
Ensures the development of departmental plans, goals, mission, policies/procedures and budget. Ensures selection, training, monitoring and evaluation of department staff.
Develops/implements HR plan for center including recruitment, selection, promotion/transfer, orientation, compensation administration, labor relations in collaboration with senior management and department team leaders.
Educates/advises administrative and clinical directors on personnel issues including conflict resolution, termination, and morale.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
Identifies legal requirements and government reporting regulations affecting the HR function (e.g. OSA, EEO, TEFRA, ERISA, Wage and Hour). Monitors exposure of the Center. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies.
Protects interests of employees and the Center in accordance with Center HR policies and governmental laws and regulations. Approves recommendations for terminations. Reviews employee appeals through complaint procedure.
Establish wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services. Monitors for effectiveness and cost containment.
Establishes standard recruiting and placement practices and procedures.
Establishes and oversees standard credentialing practices and procedures.
Establishes in-house management training programs that address Center needs across the organization (e.g., objectives, performance appraisals, interviewing).
Coordinates regularly required compliance training for all staff (harassment prevention, cultural competency, mandated reporting, etc.).
Defines all HR programs, and authority/responsibility of HR and front line management within those programs. Provides necessary education and material to front-line management and employees – workshops, manuals, employee handbooks, and standardized reports.
Oversees implementation of programs through HR staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies.
Conducts a continuing study of all HR policies, programs and practices to keep the Center abreast with current practice and informed of new developments.
Prepares periodic reports to Senior Management, as necessary or required.
Keeps front-line managers and directors informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the front-line management level.
Involved in short and long term strategic planning process of Health Center.
Responsible for assisting in the development and maintenance of competitive compensation at SCHC.
Provide quarterly reports and occasional presentations to the Board of Directors as requested.
Assumes other duties as assigned by Senior Management.
Authorizes expenditures in accordance with budget. Approves budget and expenses of subordinates.
Assures that the duties, responsibilities, and authority of each HR job are clearly defined, effective, and communicated to subordinates.
Assures that management training and development needs are identified, and programs initiated.
Assures that qualified personnel are selected and that the orientation and on-the-job training programs are conducted and effective.
Monitors performance of direct reports. Provides prompt and objective coaching and counseling.
Assures that a positive employee relations position is maintained. Ensures that the Center’s management principles, policies and programs are consistently practiced.
Consults with all segments of management responsible for policy or action. Makes recommendations for improving effectiveness of policy or practices.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of human resources management procedures, labor laws, agency regulations.
Knowledge of compensation.
Knowledge of federal regulations related to employment particularly the Equal Employment Opportunity Act.
Knowledge of human resources information systems and related computer applications.
Knowledge of the recruitment process and best practices.
Must be detail oriented, and have good analytical skills.
Proficient in Microsoft Office Suite (Excel, PowerPoint, Word).
Ability to multitask and prioritize in an extremely fast paced, high growth environment.
Strong verbal and written communication and presentation skills.
Ability to establish/maintain effective working relationships.
Ability to exercise initiative, judgment and decision-making in employment matters.
Proven record of excellent internal and external customer orientation.
EDUCATION & EXPERIENCE
Graduate degree in human resources, business or related field.
PHR or SPHR certification.
Internal Number: 1491
About Shasta Community Health Center
Our mission is to provide high quality health care services to the medically under-served populations of our communities.
Shasta Community Health Center is a non-profit primary health care system. SCHC is based in Redding California and serves Shasta and surrounding counties and communities since 1988.
- Caring and Compassion
- Honesty and Integrity
- Excellence and Quality
- Education, Teaching, and Training