Human Resources Director

DISTINGUISHING JOB CHARACTERISTICS

Maintains responsibility for planning, implementing and administering HR services and programs. Scope of responsibility includes employment, HR policy, benefit administration, compensation, recruitment/retention, labor relations, personnel record management, training and development, employment law and regulation compliance, and the effective administration of other HR programs and activities. Serves as a member of the leadership team.

DISTINGUISHING JOB CHARACTERISTICS

Maintains responsibility for planning, implementing and administering HR services and programs. Scope of responsibility includes employment, HR policy, benefit administration, compensation, recruitment/retention, labor relations, personnel record management, training and development, employment law and regulation compliance, and the effective administration of other HR programs and activities. Serves as a member of the leadership team.

Employees are expected to perform essential duties to performance standards. As needed, reasonable accommodations will be made for otherwise qualified employees with disabilities that are covered by the Americans with Disabilities Act (ADA), in so far as the accommodation does not create an undue hardship on Behavioral Healthcare Partners of Central Ohio, Inc. (BHP).

• Maintains responsibility for the management and administration of BHP’s Human Resources Department. Ensures HR department and BHP facilities operate in accordance with generally accepted human resource management principles and practices, and in compliance with applicable Federal, State and local laws and regulations. Works with management in coordinating and directing HR functions toward accomplishment of BHP’s short-and long-term goals and objectives. Develops and utilizes metrics to evaluate HR’s contribution to the achievement of the organization’s goals and objectives.
• Collaborates with all levels of management to effectively manage HR activities within each facility, provides consultation and advice to management regarding resolution of personnel issues, compliance with employment laws and regulations, and other HR matters.
• Maintains effective working relationships with employees and management, and responds appropriately to concerns and questions, while protecting the interests of BHP.
• Develops strategies to brand/market the organization to potential qualified applicants, and to maintain a consistent flow of current applicants for specified positions. Establishes hiring criteria based on position descriptions and required competencies.
• Maintains responsibility for supporting management in workforce planning, including development and management of succession planning for key positions.
• Analyzes labor market for trends that impact the ability to meet workforce requirements. Assesses needed skill sets of internal workforce and external labor market to determine the availability of qualified candidates. Identifies and evaluates internal and external recruitment sources and implements selected recruitment methods.
• Develops and implements selection procedures. Manages and coordinates the initial recruitment of open positions including initiating internal and external job postings, screening of applications and resumes, conducting telephone screening interviews, testing, and referring qualified and suitable applicants to supervisors for in-person interviews. Conducts job reference checks of final applicants.
• Administers post-offer employment activities. Initiates drug testing and criminal background checks for conditionally hired employees, develops and extends employment offers, and conducts salary or other employment condition negotiations with new hires as necessary.
• Develops and coordinates new employee orientation to ensure new hires are welcomed to BHP, and appropriately oriented to their jobs and the organization. Initiates the scheduling of orientation with management participating in the process, ensures new hire paperwork is completed, implements and administers the I‑9 process, and otherwise participates in the orientation process as defined in the orientation program.
• Provides training to management regarding policy administration, hiring principles and practices, performance management, employment law compliance and other trainings as needed to develop management staff skills and competency.
• Develops and implements staff training programs in coordination with the CQI Director. Ensures that staff development programs are compliant with all applicable Federal, State and local laws and regulations.
• Conducts job analysis to create position descriptions and identify job competencies. Identifies and documents essential job functions for positions.
• Develops, implements and evaluates retention strategies and practices. Develops and implements the organizational exit process for voluntary and involuntary terminations. Participates in planning for…