The Wright Center for GRaduate Medical Education
Director, Human Resources
The Wright Center for GRaduate Medical Education, Scranton, Pennsylvania, United States, 18501
Human Resources Director
The Human Resources Director (HRD) leads and oversees several HR functions to include: employee relations, HR systems, recruitment and retention, reporting, legal compliance, ensuring a positive and compliant work environment. This position will collaborate with leadership across the organization to develop and implement strategic HR initiatives, fostering a culture of diversity and inclusion while attracting and retaining top talent. Ensures compliance with all federal and state employment laws and regulations. Serves as a go-to resource for employee relations matters, providing guidance and support. Manages and maintains the Human Resource Information System (HRIS) as the super-user. Conducts training sessions for managers and supervisors on HR policies and procedures. General HR Responsibilities: Administer various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures Maintain compliance with federal and state regulations concerning employment Responsible for the administration of the performance management process inclusive of probationary reviews, annual performance review process Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed Be the HR liaison and project manager as it relates to opening new clinical sites to ensure HR requirements are met timely Assist with annual orientation of new class of residents/fellows with GME and HR team Assist HR team with employee events and projects Conduct training sessions for the management team as it relates to recruitment and selection, manager 101 on administering employee coaching, disciplines and performance improvement plans, harassment, etc. Continue to improve processes and complete required PDSAs, SAFE Report, and community events Provide annual UDS employee data for required health center report Responsible for the oversight and timely filing of the annual EEO-1 report Respond to data requests for grant submissions and other organizational reports such as board meetings, HRSA reports etc. Regularly attend clinic huddles, operational meetings, and management meetings to disseminate critical HR updates, announcements, and policy changes Work closely with other members of the HR team to maintain a high level of organization within Provide HR support for HRSA site visits and applications Responsible for clinician contract renewals Assist and provide support to VP as needed Special projects as requested/needed Employee Relations: Develop and implement HR policies and procedures related to employee relations. Partner with all levels of management to communicate HR policies, procedures, and legal requirements to employees across all levels Serve as a go-to resource for urgent employee matters, providing timely guidance and support on employee misconduct, employee personal crisis situations, and performance issues Serve as a trusted advisor to managers, providing a confidential sounding board for complex employee situations. Collaborate with them to explore resolution options and develop effective strategies Lead and guide involuntary employee separations in collaboration with relevant managers. Ensure a professional, compliant, and respectful process is followed throughout Recommend and implement employee relations best practices to foster a positive work environment, high morale, and motivation Conduct confidential investigations into employee complaints, concerns, and potential harassment, utilizing strong interpersonal and active listening skills to mediate solutions Provide coaching and guidance to managers and supervisors on progressive discipline procedures and best practices as well as performance improvement plan administration, tracking and resolution. (e.g., TWCGME and TWCCH) Conduct training sessions for managers and supervisors on handling employee relations matters Maintain confidentiality throughout the employee relations process. Maintain visibility to provide guidance and support to employees on a broad range of HR-related issues across all locations HR Systems: Partner with stakeholders to select HR systems that meet the organization's needs, as needed, and manage the implementation process of the chosen systems, ensuring a smooth transition for all users Maintain the Human Resource Information System (HRIS) as the super-user. This includes managing the following modules: HR data: Create, update, and maintain employee information in the HRIS system, ensuring data accuracy and integrity Time and attendance: Configure and oversee timekeeping functions, including setting up rules, managing exceptions, and generating reports. Document workflows: Streamline document management processes within the HRIS, including onboarding documents, new and annual signing of policies and procedures, agreements and acknowledgements to ensure compliance. Data insights: Generate and analyze HR data reports to identify trends, inform strategic decision-making, and support workforce planning. Web link configuration: Manage web link integrations within the HRIS to ensure seamless data flow and user experience. Security: Administer user access control and security protocols. Configuration: Ensure all settings are configured and updated as needed due to policy/procedure changes, new locations, legal updates, etc. Community: Communication through HRIS to employees of HR-related information, events, updates and important notifications. Troubleshoot complex system problems and identify root causes. Collaborate effectively with system administrators and vendors to resolve system issues. Develop and implement solutions to optimize HR and payroll processes, fostering strong collaboration between the departments Partner with Payroll and Finance to ensure proper administration of system functions, processing and data auditing inclusive of FTE allocations Make recommendations for electronic solutions to reduce usage of paper processes Proactively recommend new applications for current and emerging technologies, such as AI, to streamline workflows, enhance communication channels, and foster a more engaged workforce Manage bulk data uploads to ensure accuracy and integrity Ensure timely completion of annual system maintenance and updates, to include the end/beginning of fiscal year changeover of all employee time off programs Deliver training to introduce new functionalities and easier methods to end-users Conduct system security audits to identify and mitigate vulnerabilities and inaccurate date. Compliance: Comply with and stay up-to-date on all labor laws and regulations to ensure compliance and reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Fair Labor Standards Act's (FLSA), the Department of Labor, and so forth Proactively minimize the company's exposure to employment-based lawsuits through adherence to legal best practices and a commitment to fair treatment of all employees Champion a positive and respectful work environment to foster employee engagement and retention, reducing the potential for disputes Protect the interests of employees in accordance with TWCGME and TWCCH Human Resources policies and governmental laws and regulations Resolve complaints received through TWC's reporting mechanisms such as SAFE and Direct Access Ensure all TWC locations have required labor law and federal posting requirements as well as other organizational posting requirements Requirements: Required Qualification: Meet The Wright Center for Community Health and its affiliated Enterprise entities' EOS People Analyzer Tool Buy in and experience working in the EOS model (strongly preferred) Bachelor's degree in Human Resources or a closely related field. A Master's degree in Human Resources, Business Administration, Organizational Management, or similar experience is a strong plus. 10+ years of progressive leadership experience within Human Resources, ideally in a healthcare setting Strong understanding of employee relations, HRIS implementation, maintenance and administration, data reports, legal compliance, and the ability to translate organizational strategy into effective HR initiatives Proven ability to motivate, engage, and coach a team, fostering a positive and productive work environment Proven track record of successfully guiding teams through organizational change and fostering a culture of innovation Exceptional analytical and financial analysis skills with a passion for using data to inform strategic decisions Ability to leverage strong spreadsheet skills (e.g., Excel formulas and functions) and independently gather data from various sources and transform it for analysis in spreadsheets Strong proficiency to extract, clean, and analyze data for dashboards Critical
The Human Resources Director (HRD) leads and oversees several HR functions to include: employee relations, HR systems, recruitment and retention, reporting, legal compliance, ensuring a positive and compliant work environment. This position will collaborate with leadership across the organization to develop and implement strategic HR initiatives, fostering a culture of diversity and inclusion while attracting and retaining top talent. Ensures compliance with all federal and state employment laws and regulations. Serves as a go-to resource for employee relations matters, providing guidance and support. Manages and maintains the Human Resource Information System (HRIS) as the super-user. Conducts training sessions for managers and supervisors on HR policies and procedures. General HR Responsibilities: Administer various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures Maintain compliance with federal and state regulations concerning employment Responsible for the administration of the performance management process inclusive of probationary reviews, annual performance review process Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed Be the HR liaison and project manager as it relates to opening new clinical sites to ensure HR requirements are met timely Assist with annual orientation of new class of residents/fellows with GME and HR team Assist HR team with employee events and projects Conduct training sessions for the management team as it relates to recruitment and selection, manager 101 on administering employee coaching, disciplines and performance improvement plans, harassment, etc. Continue to improve processes and complete required PDSAs, SAFE Report, and community events Provide annual UDS employee data for required health center report Responsible for the oversight and timely filing of the annual EEO-1 report Respond to data requests for grant submissions and other organizational reports such as board meetings, HRSA reports etc. Regularly attend clinic huddles, operational meetings, and management meetings to disseminate critical HR updates, announcements, and policy changes Work closely with other members of the HR team to maintain a high level of organization within Provide HR support for HRSA site visits and applications Responsible for clinician contract renewals Assist and provide support to VP as needed Special projects as requested/needed Employee Relations: Develop and implement HR policies and procedures related to employee relations. Partner with all levels of management to communicate HR policies, procedures, and legal requirements to employees across all levels Serve as a go-to resource for urgent employee matters, providing timely guidance and support on employee misconduct, employee personal crisis situations, and performance issues Serve as a trusted advisor to managers, providing a confidential sounding board for complex employee situations. Collaborate with them to explore resolution options and develop effective strategies Lead and guide involuntary employee separations in collaboration with relevant managers. Ensure a professional, compliant, and respectful process is followed throughout Recommend and implement employee relations best practices to foster a positive work environment, high morale, and motivation Conduct confidential investigations into employee complaints, concerns, and potential harassment, utilizing strong interpersonal and active listening skills to mediate solutions Provide coaching and guidance to managers and supervisors on progressive discipline procedures and best practices as well as performance improvement plan administration, tracking and resolution. (e.g., TWCGME and TWCCH) Conduct training sessions for managers and supervisors on handling employee relations matters Maintain confidentiality throughout the employee relations process. Maintain visibility to provide guidance and support to employees on a broad range of HR-related issues across all locations HR Systems: Partner with stakeholders to select HR systems that meet the organization's needs, as needed, and manage the implementation process of the chosen systems, ensuring a smooth transition for all users Maintain the Human Resource Information System (HRIS) as the super-user. This includes managing the following modules: HR data: Create, update, and maintain employee information in the HRIS system, ensuring data accuracy and integrity Time and attendance: Configure and oversee timekeeping functions, including setting up rules, managing exceptions, and generating reports. Document workflows: Streamline document management processes within the HRIS, including onboarding documents, new and annual signing of policies and procedures, agreements and acknowledgements to ensure compliance. Data insights: Generate and analyze HR data reports to identify trends, inform strategic decision-making, and support workforce planning. Web link configuration: Manage web link integrations within the HRIS to ensure seamless data flow and user experience. Security: Administer user access control and security protocols. Configuration: Ensure all settings are configured and updated as needed due to policy/procedure changes, new locations, legal updates, etc. Community: Communication through HRIS to employees of HR-related information, events, updates and important notifications. Troubleshoot complex system problems and identify root causes. Collaborate effectively with system administrators and vendors to resolve system issues. Develop and implement solutions to optimize HR and payroll processes, fostering strong collaboration between the departments Partner with Payroll and Finance to ensure proper administration of system functions, processing and data auditing inclusive of FTE allocations Make recommendations for electronic solutions to reduce usage of paper processes Proactively recommend new applications for current and emerging technologies, such as AI, to streamline workflows, enhance communication channels, and foster a more engaged workforce Manage bulk data uploads to ensure accuracy and integrity Ensure timely completion of annual system maintenance and updates, to include the end/beginning of fiscal year changeover of all employee time off programs Deliver training to introduce new functionalities and easier methods to end-users Conduct system security audits to identify and mitigate vulnerabilities and inaccurate date. Compliance: Comply with and stay up-to-date on all labor laws and regulations to ensure compliance and reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Fair Labor Standards Act's (FLSA), the Department of Labor, and so forth Proactively minimize the company's exposure to employment-based lawsuits through adherence to legal best practices and a commitment to fair treatment of all employees Champion a positive and respectful work environment to foster employee engagement and retention, reducing the potential for disputes Protect the interests of employees in accordance with TWCGME and TWCCH Human Resources policies and governmental laws and regulations Resolve complaints received through TWC's reporting mechanisms such as SAFE and Direct Access Ensure all TWC locations have required labor law and federal posting requirements as well as other organizational posting requirements Requirements: Required Qualification: Meet The Wright Center for Community Health and its affiliated Enterprise entities' EOS People Analyzer Tool Buy in and experience working in the EOS model (strongly preferred) Bachelor's degree in Human Resources or a closely related field. A Master's degree in Human Resources, Business Administration, Organizational Management, or similar experience is a strong plus. 10+ years of progressive leadership experience within Human Resources, ideally in a healthcare setting Strong understanding of employee relations, HRIS implementation, maintenance and administration, data reports, legal compliance, and the ability to translate organizational strategy into effective HR initiatives Proven ability to motivate, engage, and coach a team, fostering a positive and productive work environment Proven track record of successfully guiding teams through organizational change and fostering a culture of innovation Exceptional analytical and financial analysis skills with a passion for using data to inform strategic decisions Ability to leverage strong spreadsheet skills (e.g., Excel formulas and functions) and independently gather data from various sources and transform it for analysis in spreadsheets Strong proficiency to extract, clean, and analyze data for dashboards Critical