Job Description

JOB SUMMARY

The Executive Director of Human Resources will lead the development and execution of the company’s HR strategy, including the build-out of internal HR infrastructure, benefits, talent acquisition, compliance, compensation, employee relations, performance management, training, and culture development, while also fostering an environment of respect, inclusion, and growth for all employees.

This position is responsible for supporting the implementation of all human resources policies, procedures, programs, and systems. This includes, but not limited to, recruitment, on-boarding, employee relations, employee recognition and retention, compensation, benefits, employee records, employee communication, and compliance with regulatory requirements within corporate and the hospital systems.

DUTIES AND RESPONSIBILITIES

• Provides management, oversight, support, and/or execution of day-to-day HR operations to include talent acquisition, employee relations, benefits, compensation, HRIS and compliance for corporate and hospital staff. Ensure that all aspects of the HR team and functions are operating seamlessly and at a pace that meets the organizational demand.
• Collaborates with key stakeholders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and leadership development, performance management, professional development, succession planning, and rewards.
• Ensures leaders and hiring managers are supported to adequately determine and fulfill staffing needs in a consistent and timely manner.
• Leads the proper assessment of recruitment trends (internal and external) and refines the Talent Acquisition strategies, processes and systems to meet objectives.
• Partners with managers across the organization and provides effective support, coaching, and guidance around employee relation issues.
• Leads complex employee relations issues through to resolution, including full-scale investigations, documentation, and recommendation of appropriate courses of action in compliance with organizational policies and employment law.
• Consult with legal counsel when needed to actively manage organizational risk.

OPERATIONAL

• Conducts a continuing study of all Human Resources policies, programs, and practices and defines all Human Resources training needs.
• Explore, identify and utilize software to increase efficiencies and effectiveness of the HR department.
• Meet with corporate and hospital administrators and staff, to determine priorities and tasks that are needed to achieve desired outcomes.
• Design, direct and manage a process of organization development that addresses issues such as succession planning, workforce development, key employee retention, organization design, and change management.
• Keep leadership informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately within the organization.
• Lead organizational change initiatives by communicating effectively, engaging stakeholders, and mitigating resistance. Support managers and employees through transitions such as mergers, and new system implementations.
• Bring solutions that address department needs while taking into account the broader implications for the organization both Corporate and Healthcare.

BENEFITS ADMINISTRATION & LOA

• Oversee all aspects of benefit administration and LOA-(leaves) FMLA, leave w/o pay, EAP, ADA, STL, LTL,; medical insurance, enrollment, insurance onboarding and offboarding and other supportive services.
• Ensures compliance with all existing governmental and labor legal and government reporting requirements including but not limited to: Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, Occupational Safety and Health Administration (OSHA)
• Decisions for comprehensive employee benefits plans that are competitive and cost-effective.
• Oversee the design, selection, negotiation, and administration of employee benefits programs (health, dental, vision, retirement, wellness, leave, etc.).
• Manage vendor relationships, plan renewals, and the annual enrollment processes.
• Maintain internal HR website to ensure employees are updated and informed on all HR-related content.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

COMPENSATION & PAYROLL

• Review and update compensation plan including current benchmarking, staff job descriptions, department equity, market competitiveness, and compensation matrix, ensuring that the organization remains competitive in its compensation practices, which is vital for attracting and retaining top talent.
• Design and implement compensation structures including salary ranges, bonuses, and benefits pkgs. That align with the organization budget and strategic objectives.
• Manage compensation and benefits audits, government filings (e.g., 5500s), and reporting requirements.
• Monitor Payroll and enforce internal controls to prevent errors
• Oversee internal HRIS system for payroll operations including quarterly updates, integrations, and troubleshooting in coordination with IT, payroll administrator and current payroll system/vendor.
• Review and approve internal and external payroll reports and tax filings. Ensure proper documentation, timeliness and audit readiness.
• Manage pre- and post-tax earnings and deductions

REQUIREMENTS

• Requires a BS or BA in Human Resources Management or equivalent in education and work experience.
• 7-10+years of progressive Human Resources experience in a Corporate environment and Healthcare
• PHR/SPHR/SHRM-SPHR preferred.
• 10+ years of progressive HR experience with preferably 5+ years in healthcare.
• Must have experience in reviewing/negotiating welfare benefits, administration, and plan management.
• Excellent leadership, analytical, operations, problem solving, and communication skills to maintain effective working relationships internally and externally.
• Healthcare industry experience preferred and familiarity with Joint Commission, DPH, BHDDH, BSAS, MA and RI state regulations strongly desired.
• Experience with employee investigations/disciplinary issues.
• Working knowledge of Microsoft Word, Excel, and Outlook. Experience with HRIS, Time & Attendance, Payroll systems, and Web based application.

EDUCATION

• Bachelor’s Degree in Business Management, Human Resources discipline or relevant experience.
• Master’s degree in Human Resources, Public Administration, or related field is preferred.

CERTIFICATION, LICENSURE

• PHR/SPHR/SHRM-SPHR preferred

KNOWLEDGE SKILS AND ABILITIES

• Ability to influence decision makers.
• Ability to collaborate effectively with individuals at various levels.
• Ability to think logically and tactically.
• Possess a core set of ethical values.
• Possess effective organizational skills and attention to detail, and effective follow-through on responsibilities and requests.

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