Director, Human Resources-Employee Relations
1.Maintains a professional image and exhibits excellent customer relations to patients, visitors, physicians, and co-workers in accordance with our Service Excellence Standards and Core Values. Keep the Service Excellence statement as first item. 2.Shall demonstrate leadership and commitment with respect to the quality management system by: (a) promoting the use of the process approach and risk-based thinking (b) engaging, directing and supporting persons to contribute to the effectiveness of the quality management system requirements (c) promoting improvement 3.Plans, develops, organizes, implements, directs, and evaluates the organization’s human resources Employee Care function and performance. Translates strategic and tactical business plans into human resources Employee Care strategic and operational plans. 4.Hires, guides, directs and evaluates the work of the corporate HR Service Center Manager and all campus HR Directors for regional hospitals within the organization to build and maintain a strong functional Employee Care team. 5.Collaborates with other HR corporate leadership to effectively and consistently administer the Employee Care function for all McLeod Health locations ensuring good stewardship within established financial budgets. 6.Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, engagement, development and retention of the people resources of the organization. 7.Enhances or develops, implements, and enforces HR policies and procedures of the organization by way of systems that will leverage personal development, feedback, and coaching to increase organizational effectiveness by elevating staff performance.. 8.Protects the interests of employees and the organization by complying with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising leadership on needed actions. 9.Determines, recommends, budgets and implements employee relations best practices necessary to foster open communication and feedback between staff and leadership to cultivate authentic relationships which drive collaboration and trust creating a positive employee relations environment and promoting organizational health. 10.Serves as internal expert for the organization’s senior leaders to provide advice and counsel on all aspects of human resources programs, events, policies and practices including but not limited to: employee services, HR policies, internal reviews, leave of absence, open enrollment, hardship analysis, dispute resolution, third party inquiries, employee appreciation functions, service awards, employee forums, employee survey administration and response, and employment/legal risk management. 11.Establishes and maintains credibility throughout the organization to be an effective listener and problem solver of people issues. 12.Supervises and monitors human resources Employee Care programs, systems, and procedures to ensure on-time delivery of customer needs for HR offices on all campuses and throughout the employee population within established financial budgets. 13.Ensure appropriate Human Resources metrics for service, quality and regulatory body compliance measures are met and appropriate analysis and trends are monitored and reported for action and continuous improvement using lean principles. 14.Recommends, develops, implements, and facilitates leadership development for all organizational leaders thru designing and improving educational opportunities thru McLeod University and/or the Leadership Development Institute (LDI) to ensure leaders are equipped to protect legal risk, promote team health, increase employee engagement and are compliant with legal and regulatory concerns. 15.Performs all duties related to legal cases to include but not limited to EEOC charges, Unemployment claims, and law suits, Maintains all legal documentation and metrics. 16.Provides supervision of the HR Partner team which serves as an internal resource for leaders and employees by providing advice and counsel on human resources related issues, policies and practices including but not limited to employee services, HR policies, internal reviews, leave of absence, open enrollment, hardship, analysis, dispute resolution, mediation, third party inquiries, and employment/legal risk management. 17.Seeks continual improvement of the efficiency and effectiveness of the group; provides individual with professional and personal growth with emphasis on opportunities
- 7-10 years of relevant work experience including demonstrated technical knowledge in areas directly applicable to the position.
- Minimum of a Bachelor’s degree in Human Resources, Business or related field from an accredited school
Physical Requirements: Refer to Occupational Risk Assessment
Florence, SC, United States