Human Resource/Risk Manager

Human Resource Manager-Cover Letter and Resume must be submitted SUMMARY: The Human Resources (HR) Manager plans, coordinates, performs, and participates in the daily activities and administrative functions of the human resources program that include: compensation and benefits administration, staffing, employee relations, employee orientation, credentialing, training and development, HR policy development and administration, performance management, compliance and records management, professional development, and special projects.
RISK: Oversee a portfolio of initiatives that collectively minimize FCCHC’s liability and malpractice risk exposure.
Coordinate, schedule and/or deliver timely trainings on identified risk topics.
Consult with Chief Financial Officer and insurance broker to leverage external training and resources that minimize risk.
Serve as key member of FCCHC’s Quality and Safety Committee.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following: Other duties may be assigned.
Serves as Benefits Administrator for the group insurance plans, EAP and retirement plans.
Coordinates benefits for the employees by submitting enrollment and change information the appropriate plans; Administers employee payroll process in a consistently accurate and timely manner; Coordinates COBRA activities; Works with insurance broker/agent and CEO to obtain and analyze quotes on benefits packages and select carriers; Analyzes wage and salary reports and data to determine competitive compensation plan; Performs duties related to identifying, screening and hiring of applicants; Key Performance Area II: Employee Recruitment and Retention Performance Measure Inputs Include: Direct Observation, Recruiting and Retention Measures, Employee Satisfaction Survey, 360 Degree Survey, Internal Department Satisfaction Survey, Vacancy Reporting, Time to Fill, Applicant Tracking Metrics, Exit Interviews.
Prepares personnel forecast to project employment needs.
Supports the implementation of employee surveys; reviews, analyzes, and provides leadership with recommendations in response to survey assessment feedback.
Maintains accurate and current salary survey data related to key positions, using comparable data.
Key Performance Area III: Employee Relations Performance Measure Inputs Include: Direct Observation, Recruiting and Retention Measures, Employee Satisfaction Survey, 360 Degree Survey, Internal Department Satisfaction Survey, Employee Complaints, Employee Suggestions Functions as a resource for FCCHC staff and administration to address Human Resource questions and problems; Writes directives advising department managers of company policy regarding equal employment opportunities, compensation, and employee benefits.
Ensures that the Human Resources Department responds in an appropriate and timely manner to employee needs and inquiries.
Develops content for and distributes a quality FCCHC Employee Newsletter.
Key Performance Area IV: Employee Orientation, Training, and Development.
Performance Measure Inputs Include: Direct Observation, Recruiting and Retention.
Measures, Employee Satisfaction Survey, 360 Degree Survey, Internal Department.
Satisfaction Survey, Employee Orientation Checklist (30 Day Review), Employee Orientation Survey, Employee Performance Evaluation, HR Audit Results (Policy Updates, OSHA, HIPAA, Personnel Information Updates, etc.
) Oversees the on-boarding and orientation process.
Conducts personnel orientations with new employees; ensures that all employees are fully prepared to begin work assignments on-time, per established procedures and checklists.
Assesses current staff learning needs; develops and delivers appropriate training and development; assesses impact of training and development efforts.
Key Performance Area V: Human Resource Policy Development and Administration.
Performance Measure Inputs Include: Direct Observation, Employee Satisfaction Survey, 360 Degree Survey, Internal Department Satisfaction Survey, Reporting Quality (timely, clear, accurate), Activities Checklist, HR Policies (currency, availability, employee understanding of), HR Audit Results, Job Descriptions (currency, availability, employee understanding of); Employee Policy Knowledge Assessments.
Maintains current Employee Handbook/ Personnel Policies and advises Leadership Team and CEO of changes and revisions as needed.
Ensures that employees are aware of current policies and procedures and that these policies are easily available to employees.
Writes and delivers presentations to corporate officers and/or board directors regarding current and/or proposed human resources policies and practices, educates senior management regarding the need for proposed policy revisions.
Maintains and updates personnel policy and procedure manual; Ensures that policies comply with federal and state law.
Works cooperatively with other department heads to attain goals and objectives of FCCHC.
Maintains open channels of communication with CEO and other management, and keeps him/her informed of activities.
Interprets and applies FCCHC and internal policies to issues in a specific HR function.
Provides advice and consultation to FCCHC and staff regarding policies and procedures.
Prepares reports and documentation regarding area activities.
Analyzes data in order to evaluate effectiveness of procedures and processes.
Key Performance Area VI: Employee Performance Management Performance Measure Inputs Include: Direct Observation, 360 Degree Survey, Exit Interviews, Job Descriptions (currency, availability, employee understanding of), 90 Day Review (Compliance %), Annual Review (Compliance %) Manages and monitors the performance appraisal system, recommending changes as needed; supports management in the implementation of performance management activities; Updates and writes job descriptions; work with department heads in writing and updating job descriptions as needed; Develops and supports the implementation of a reward and recognition system which rewards and recognizes individual and/or departmental performance commensurate with measurable organizational objectives.
Utilizes patient satisfaction report data and other patient feedback to recognize staff and/or provide coaching.
Key Performance Area VII: Compliance and Records.
Performance Measure Inputs Include: Direct Observation, 360 Degree Survey, Compliance.
Review Audits (100% on-time), Payroll (timeliness and accuracy), Weekly Time Sheet Processing.
Develops and maintains a human resources system that meets top management information needs.
Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization; Writes directives advising department managers of company policy regarding equal employment opportunities, compensation, and employee benefits; reinforces awareness of current policies through a wide-range of communication channels, including electronic e-mail, intranet, posters, flyers, newsletters, verbal communication, and other methods.
Maintains all personnel records and confidential files.
Conducts/coordinates surveys and maintains data related to turnover, wages, benefits, etc.
Ensures compliance with federal, state and FCCHC laws and regulations regarding Human Resource activities.
Develops and maintains a human resources system that meets top management information needs.
Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization.
Key Performance Area VIII: Employee Credentialing.
Performance Measure Inputs Include: Direct Observation, 360 Degree Survey, Compliance.
Review Audits, HR Audit Results (timely and accurate completion of required employee credentialing).
Manages professional staff credentialing process.
Performs initial and ongoing.
verification of provider credentials as designated by FCCHC policy.
Maintains an organized, current, and thorough credentials file on each provider.
Educates employees regarding credentialing requirements, inform employees regarding specific credentialing needs in a timely manner.
Updates organizational credentialing matrix.
Key Performance Area IX: Professional Development and Community Relations.
Performance Measure Inputs Include: Direct Observation, Attendance at HR Coalition.
NCCHCA Quarterly with Peers, Current with Legislation and Regulations (update leadership).
Represents FCCHC with government and community agencies and makes recommendations regarding actions in the areas of specialization.
Attends meetings as instructed by the CEO.
Takes initiative in own professional development, particularly in matters related to Human Resources and/or management development.
Key Performance Area IX: Environmental Health and Risk Management Program.
Performance Measure Inputs Include: Direct Observation, Quarterly Audits, Current with Legislation and Regulations (update leadership).
Monitors workplace activities to ensure that employees comply with corporate policies and government safety regulations.
To compile assessment of areas of maximum risk within the organization at least quarterly and recommend strategies for minimizing risk of adverse events; To communicate effectively with staff at all levels in initiatives involving quality improvement or minimization of risk.
Accuracy of Work - Completes all work with high quality and attention to detail.
Avoids re-work and/or frequent need for corrections.
Adaptable to Change - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
Attendance/Punctuality - Is consistently at work and on time; Ensures work responsibilities are covered when absent; Arrives at meetings and appointments on time.
Coachability – Responds to coaching feedback in a positive manner; desires to grow in role; follows through on improvement plans resulting in observable and measurable improvement.
Communication to Person Reporting To – Communicates frequently (as needed) with person reporting to all necessary information, including project status, work-related issues or concerns, as well as concerns, questions, or suggestions.
Is accessible and responds quickly to calls and e-mail attempts.
Communication to Subordinates – Is available and accessible to subordinate employees; keeps subordinates informed as it relates to company information.
Compliance – Consistently complies with all established company standard operating processes and procedures.
Cost Consciousness - Works within approved budget; Develops and implements cost saving measures; Contributes to profits and revenue; Conserves organizational resources.
Customer Service –Responds promptly to internal and/or external customer needs; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments.
Dependability and Follow-through - Follows through on requests and/or instructions (the first time), responds to management direction; Takes responsibility for own actions; Keeps commitments; provides status updates without requests.
Effectiveness in Role – Ultimately effective in contributing to measurable strategic goals and objectives of the organization.
Ethical Standards – Understands and models organizational values; Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Flexibility – Flexible in terms of role and schedule.
Initiative - Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed.
Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things.
Judgment - Displays willingness to make decisions; Models an effective decision-making process; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions.
Leadership - Exhibits confidence in self and others; Inspires and motivates others to perform well; Effectively influences actions and opinions of others.
Accepts feedback from others; Gives appropriate recognition to others.
Motivation – Puts forth full effort; Sets and achieves challenging goals.
Demonstrates persistence and overcomes obstacles; Measures self against standard of excellence; Takes calculated risks to accomplish goals.
Planning/Organizing - Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives; Organizes or schedules other people and their tasks; Develops realistic action plans.
20.
Problem Solving Skills - Identifies and resolves problems in a timely and effective manner; Addresses root-causes of recurrent problems; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem solving situations; Uses reason even when dealing with emotional topics; Seeks help when needed.
Professionalism - Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments; Maintains a professional appearance.
Quantity and Productivity - Meets productivity standards; Completes work in timely manner; Strives to increase productivity; Works quickly.
Strategic Thinking – Understands mission, strategic goals, objectives, and measures and understands how their area impacts organization; Develops strategies to achieve organizational goals; Understands organization's strengths & weaknesses; Teamwork with Peers and Other Functions- Balances functional and organizational responsibilities; Contributes to upstream and downstream processes; Works well with peers, superiors, and subordinates.
Technical Skills – Understands the technical aspects of functional area; Assesses own strengths and weaknesses; Pursues training and development opportunities; Strives to continuously build knowledge and skills; Shares expertise with others; Stays current with industry/technical changes.
Timeliness of Work Completion – Completes work on-time and onschedule; prioritizes, provides frequent unsolicited status updates regarding more involved projects.
Verbal and Presentation Skills – Speaks clearly and effectively; able to effectively prepare for and present to a group.
Written Communication - Writes clearly and informatively (grammar and spelling); Edits work for spelling and grammar; Varies writing style to meet needs; Presents numerical data effectively; Able to read and interpret written information.
EDUCATION and/or EXPERIENCE: Bachelor's degree (B.
A.
) from four-year college or university; or five years related experience and/or training; or equivalent combination of education and experience.
LANGUAGE SKILLS: Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.
Ability to write routine reports and correspondence.
Ability to communicate effectively one-on-one or in small groups.
Ability to communicate with employees, patients and family members from various educational and socio-economic backgrounds.
MATHEMATICAL SKILLS: Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, and percentages.
Ability to apply concepts of basic mathematics.
Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.
Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
REASONING ABILITY: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
Proofread documents.
Maintain effective working relationships with other employees and the public.
Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
COMPETENCY/SKILLS REQUIREMENTS: Competency required in the areas of communication, excellent verbal and written skills.
To perform this job successfully, an individual should have knowledge of Word Processing software; Spreadsheet software; Payroll systems; Internet software; Human Resource systems and Contact Management systems.
CERTIFICATES, LICENSES, REGISTRATIONS: Professional of Human Resources (PHR) Certification.
OTHER SKILLS AND ABILITIES: Strong organizational and leadership skills.
Ability to type with average speed.
Proficient in operation of computer (Microsoft Word, Excel, PowerPoint), calculator, fax machine, and copier.
Ability to speed write or shorthand skills.
Pleasant personality, maturity, integrity, confidentiality and discretion.
PHYSICAL/MENTAL DEMANDS: The physical/mental demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disability to perform the essential functions.
While performing the duties of this job, the employee is regularly required to talk or hear, sit, and use hands to finger, handle, or feel objects, tools, or controls.
The employee is occasionally required to stand, walk, climb, balance on two feet, stoop, kneel, crouch, or reach with hands and arms.
The employee must occasionally lift and/or move up to 25 pounds.
Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.