The Director of Human Resources (DHR) oversees all aspects of human resource management and employee relations policies, practices and human resources operations for the organization. The DHR reports directly to Chief Administrative Officer and is a member of the Administrative staff of the Clinic.
The DHR will be responsible for developing HR strategies and providing sound advice to senior management on all related subjects. As a consequence, the Director must be an experienced professional, with a deep knowledge of all matters concerning HR departments. The Director should be able to manage programs and lead staff, while also possessing a strong strategic mindset. The goal is to ensure that all HR needs of the Clinic are being met and are aligned with the Mission Statement of Hattiesburg Clinic, PA.
Development of an employee-oriented Clinic culture that emphasizes quality, continuous improvement, and high performance.
Personal ongoing development.
Development of the Human Resources Department:
Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
Develops and monitors an annual budget that includes Human Resources services and Human Resources administration.
Coordinates with and supervises Human Resources consultants, attorneys, and training specialists.
Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
Leads the development of department goals, objectives, and systems.
Establishes departmental measurements that support the accomplishment of all Clinic strategic goals.
Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the Clinic.
Participates in executive, management, and Clinic staff meetings and attends other committee meetings and seminars, as selected or required.
Human Resources Information Systems (HRIS):
Manages the development and maintenance of the Human Resources sections of both the internet, particularly recruiting, culture, and Clinic information; and intranet sites.
Utilizes Human Resources Information Software (HRIS) to the Clinic's recordkeeping and management advantage.
Experience with Ceridian/Dayforce and Human Capital Management System preferred.
TRAINING AND DEVELOPMENT:
Defines all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
Oversees the performance management system that includes employee development programs.
Establishes an in-house employee training system that addresses Clinic training needs including training needs assessment, new employee orientation or onboarding, management development, situational cross-training, the measurement of training impact, and training transfer.
Assists managers and administrators with the selection and contracting of external training programs and consultants.
Assists with the development of and monitors the spending of the corporate training budget.
Responsible for coordinating and participating in in-house HR training programs such as new employee orientation and training, benefits training, supervisory training.
Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
Responsible for all aspects of employee recruitment, selection, evaluation and the hiring process and all that entails. Develop and improve these practices.
Formulates and recommends Human Resources policies and objectives for the Clinic with regard to employee relations.
Partners with management to communicate Human Resources policies, procedures, programs and laws.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
Conducts investigations of both physician and non-physician staff, in accord with integrated physician discipline and employee discipline policies when employee (physician and non-physician) complaints or concerns are brought forth.
Monitors and advises managers and supervisors in the progressive discipline system of the Clinic. Monitors the implementation of a performance improvement process with non-performing employees.
Reviews, guides, and approves management recommendations for employment terminations. Responsible for the overall resignation and termination processes.
Available to counsel with supervisors and employees on an ongoing basis with regard to human resources issues and policies.
Effectuates policies and procedures to ensure a high rate of retention within the Clinic workforce.
Cooperates with the Director of Employee Health and Safety regarding the implementation of Clinic safety and health programs. Monitors the tracking of OSHA-required data.
Reviews employee appeals through the Clinic complaint procedure.
Coordination of existing employee benefit programs.
Leads the development of benefit orientations and other benefits training.
Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Work with the Benefits Attorney as needed regarding Cafeteria plan and benefits questions and make sure laws are being followed.
Leads Clinic compliance with all existing governmental; labor; legal and other pertinent reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and Employee Retirement Income Security Act (ERISA). The DHR also works closely with the DEH to ensure compliance with the Department of Labor, worker compensation, and the Occupational Safety and Health Administration (OSHA). Maintains minimal company exposure to lawsuits.
Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside governmental agencies.
Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
Work closely with Clinic Employment Attorney when needed.
Coordinating of HR Reporting and Statistics.
Identifies and monitors the Clinic’s culture so that it supports the attainment of the Clinic’s goals and in turn promotes both employee satisfaction and employee engagement.
Leads a process of Clinic development that plans, communicates, and integrates the results of strategic planning throughout the Clinic.
Keeps the CAO and the executive team informed of significant problems that jeopardize the achievement of Clinic goals, and those that are not being addressed adequately at the administrative and management levels.The Director of Human Resources assumes all other responsibilities as assigned by the CAO.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
In terms of operational success, an individual must be able to perform each essential responsibility satisfactorily. These below-stated requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to lead as the Clinic’s Director of Human Resources.
HUMAN RESOURCES DIRECTOR REQUREMENTS:
Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
Above average oral and written communication skills.
Excellent interpersonal and coaching skills.
Demonstrated ability to lead and develop Human Resources staff members.
Demonstrated ability to serve as a successful participant on the executive management team that provides Clinic leadership and direction.
Demonstrated ability to interact effectively with the Clinic’s Board of Directors.
Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping. Working knowledge of HR software described above.
General knowledge of various employment laws and practices.
Experience in the administration of benefits and compensation programs and other Human Resources programs.
Evidence of the practice of a high level of confidentiality.
Excellent planning and organizational skills.
Excellent problem-solving and analytical skills.
Societal/Industry Certification (SHRM SPHR, PHR, SHRM-SCP or SHRM-CP) preferred, but not required.
Continuing Education - Will be expected to maintain knowledge base and skills with regard to human resource practice.
EDUCATON AND EXPERIENCE:
Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development.
Ten plus years of progressive leadership experience in Human Resources positions.
Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
Active affiliation with appropriate Human Resources networks and organizations and ongoing.
Community involvement preferred and encouraged.
Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
CONCLUSION:This job description is intended to convey information essential to understanding the scope of the Hattiesburg Clinic, PA’s Director of Human Resources’ position and it is not intended to be an exhaustive list of skills, efforts, duties, responsibilities or working conditions associated with the position.
Internal Number: 8000
About Hattiesburg Clinic PA
Hattiesburg Clinic’s mission as a group practice is to provide quality health care in an efficient and cost effective manner, with emphasis on excellence and service to the patient. Our goal is to be the health care provider of choice in South Mississippi.
• Commitment to each patient
Where We Began
Hattiesburg Clinic first opened its doors on May 1, 1963. The clinic traces its roots to 1948 when Ramsay O’Neal, MD, an OB-GYN physician, and Glen T. Pearson, MD, a general surgeon, became partners. Together, these doctors began planning what is now the state’s largest multi-specialty clinic. Fifteen years later, Hattiesburg Clinic, then 10 doctors strong, was officially opened at the present site.
Where We Are Now
Fifty years after its beginning, the clinic has grown to over 300 physicians and providers, caring for patients in more than 18 counties in South Mississippi.
Along with almost 2,000 professional staff employees, these physicians and providers come together for a common purpose, to serve the over 500,000 residents who live and work in South Mississippi every day.