JOB SUMMARY

The Manager Human Resources will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, benefits, leave, and developing and maintaining all HR polices and guidelines to align with and support WhidbeyHealth’s overall mission and strategic vision.

Supervisory Responsibilities

• Recruit, interview, hire and train new staff in the department.
• Directly manage the HR Generalist, HR Coordinator, HR Specialist and if applicable, HR Volunteer.
• Support direct reports in developing their knowledge and expertise.
• Provides constructive and timely performance evaluations.
• Handles discipline and termination of employees in accordance with company policy.
• Oversees the daily workflow of the department.

PRINCIPLE FUNCTIONS includes the following, other duties may be assigned:

Leaves and Benefits:

• Develop and align benefits strategy and roadmap that meets the needs of the employee population and is cost effective to the company.
• Manage vendor relationships and well as open enrollment planning and administration.
• Manage open enrollment and all on-boarding and off-boarding of employees and process-related actions including triggering of COBRA.
• Ensure the organization has up to date and meaningful benefits and related policies in place including leaves (disability, parental, etc.)
• Collaborate with the HR Coordinator and Employee Health Services regarding employee medical/FMLA leaves; employees returning to work from a leave, etc.
• Review documentation for all Activity Prescription Forms (APF) and Request for Reasonable Accommodation forms and determines appropriate next steps.
• Oversee costing and budgets related to benefits and wellness programs.

Performance Management:

• Oversee performance management including development of evaluation tools and coordination of performance reviews.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Advises and assists managers in identifying employee relations issues and determining appropriate course of action.

Compliance:

• Audit employee records and other related documents to ensure files are current, complete and accurate, i.e. employment forms, licenses, certifications. Works with staff to resolve any discrepancies in an effort to limit repeat occurrences.
• Responsible for I-9 compliance. Create a 2-step verification process for new hires, rehires and term. Perform an I-9 audit on an annual basis.
• Ensure compliance and readiness for all HR operational audits, which may include DNV, Department of Health, etc.
• Interact with internal and external agencies to provide requested information and respond to audit notifications and reporting requirements in compliance with deadlines.
• Analyze potential compliance failures and recommend and implement corrections, auditing and modifying processes and procedures as needed.
• Partner with the Quality Departments for any Sanction matches and assists with Conflicts of Interest investigations and determines appropriate next steps.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

HRIS:

• Ensures accuracy of all PARs for new hires, internals, terminations, Leave of Absences, and misc. by implementing a 2-step verification process and assists with any complex questions.

• Ensures accuracy of data input into the HRIS system by implementing a 2-step verification process and assists with any complex questions.
• Responsible for HR recordkeeping and compliance reporting requirements.
• Ensures accuracy and manages the process of tracking credentials in HRIS system.
• Responsible for updating processes and workflows for the HR Team relating to personnel changes in the HRIS system.

Onboarding / Offboarding:

• Collaborate with the Sr. Recruiter to manage the recruitment and selection process for service and support positions, including sourcing candidates, conducting interviews, and facilitating the hiring decision.
• Collaborate with department managers to manage the selection process for contractors, including working with external vendors throughout the process.
• Collaborate with the Clinical Education program to manage the student onboarding process.
• Manage the onboarding process for new hires, including facilitating orientation, paperwork completion, and introduction to company policies and procedures ensuring a seamless integration into the company.
• Coordinate employee separations, conduct exit interviews, manage offboarding processes and procedures and ensure a smooth offboarding experience.

General HR:

• Serve as an initial point of contact for HR and facility related inquiries.
• Create and maintain a team operating rhythm that complements the annual HR cycle process and business initiatives.
• Align conduct in performing all job duties and functions with human resources leadership goals and objectives, exercising good judgment in all interactions.
• Facilitate HR Huddle, HR Team Meeting, HR / Employee Health and HR / Payroll meetings and maintain meeting minutes.
• Partner with HR colleagues to ensure consistency in policy/process/program frameworks and implementation in functional areas.
• Support ad hoc projects related to wellness, recognition, and HR programs.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

JOB KNOWLEDGE & QUALIFICATIONS

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism and confidentiality.
• Ability to hold team and others accountable.
• Thorough knowledge of employment-related laws and regulations.

• Bachelor’s degree in human resources, Business Administration, or related field required.
• A minimum of three years of human resource management experience preferred.
• Healthcare HR experience a plus, but not required.
• HR Certification (PHR/SHRM-CP / SPHR/SHRM-SCP) highly desired.

Click here for benefit information.

Salary Range: $100,000 - $130,000

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