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Director, Human Resources

Tracking Code

2021-9880

Position Type

Full-Time

Shift

Day

Job Location

Jacksonville, Illinois

Description

The Director provides expertise, leadership and guidance on all aspects of Human Resources (HR) at Passavant Area Hospital.    This worked is carried out by serving as an internal consultant to the  leaders and colleagues as well as a working as a liaison between PAH and the Memorial Health System (MHS) HR Centers of Excellence (benefits, compensation, and talent acquisition) to ensure PAH connectivity with and input into HR programs and services.  Another key element of the role is leading the charge on strategies and tactics to address and correct issues impacting colleague retention at PAH.   The broad spectrum of support this role provides to PAH is key in ensuring the hospital can continue its mission to improve the health of the people and communities it has proudly served for such a long time.

Required Skills

  • Directs the development and implementation of strategic HR solutions at Passavant Area Hospital to engage and retain colleagues.
  • Analyzes colleague relations data such as turnover, exit data, vacancy rates, complaints, disciplines, performance assessments, engagements, and compliance data.
  • Compares this data to key performance indicators such as patient satisfaction. Develop plans to address findings and collaborate with HR centers of excellence (CoEs), workforce planning/development, and other key organizational partners to proactively resolve issues, plan for improvement and enhance colleague engagement.
  • Acts as the voice of HR to consult, advise, and facilitate strategies relating to HR. Ensures the consistent implementation of Memorial HR policies, processes, and programs by providing direction, motivation and guidance to PAH leadership.
  • Establishes and maintains collaborative, credible, trusting partnerships with PAH leaders. Upholds a positive colleague relations environment by responding to all colleague issues and guiding them to successful resolution. Informs and educates leaders on tools, standards, processes and procedures to assist them with managing in a proactive fashion.
  • Directs the investigation and disciplinary processes for PAH. Investigates and resolves highly sensitive or escalated colleague relations issues. Conducts thorough and prompt investigations, interpreting and explaining company policies, coaching colleagues and leaders as necessary, and ensuring that corrective action is administered fairly and consistently. Represents Memorial at employment-related claims hearings with external agencies as necessary.
  • Partners in the development of strategies and resolution of issues related to federal and state regulations, including but not limited to, EEO/fair employment practices, Americans with Disabilities Act (ADA), Family Medical Leave Act (ADA), Fair Labors Standards Act (FLSA), diversity and unemployment compensation.
  • Supports and provides information related to, for example, the EEOC and Illinois Department of Human Rights for discrimination complaints and compliance reporting; the Illinois Department of Employment Security for unemployment compensation claims; the NLRB for organized labor issues; State Civil Rights Compliance Agencies, and the Joint Commission.
  • Ensures compliance with all federal and state laws, organizational policies and all accrediting and regulatory standards. Educates and counsels leadership and colleagues regarding compliance obligations. Facilitates understanding, interpretation and application of HR policies and practices throughout the organization. In collaboration with HR leadership, updates policies and procedures to ensure accuracy, conformity and consistency.
  • Partners with HR and Experience to implement special events and/or projects such as Service Awards, Holiday Celebrations, Colleague of the Month/Year, and applicable colleague recognition initiatives at PAH.
  • Provides effective leadership, direction and support to HR generalists and support staff, ensuring the development of a high performance and engagement culture. Recruits, hires, trains and manages staff; establishing clear objectives, coaching, counseling and advising direct reports. Defines development plans to ensure professional growth of team. Conducts annual performance appraisals and merit increase reviews for direct reports.
  • Performs other related work as assigned.

  

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.

 

Required Experience

Education:

  • Bachelor’s degree in business administration, human resources or related field required, Master’s preferred.

Licensure/Certification/Registry:

  • Professional human resources certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is preferred.
  • Flawless Consulting Certification within 1 year of hire.

Experience:

  • Minimum of 3 years of management experience (including colleague relations) is required, preference to healthcare setting.
  • Relevant experience conducting formal investigations involving all levels of interaction and providing appropriate recommendations to leadership, including executives.

Other Knowledge/Skills/Abilities:

Communication: Ability to use written and spoken communication in formal and informal situations to convey meaning, build shared understanding, and productively move agendas forward.

Collaboration: Ability to work cooperatively and inclusively with other individuals and/or teams not formally lead; working together as opposed to working separately or competitively.

Human Resource Management: Ability to implement staff development and other management practices that represent contemporary best practices, comply with legal and regulatory requirements, and optimize the performance of the workforce, including performance assessments, alternative compensation and benefits methods, and the alignment of human resource practices and processes to meet the strategic goals of the organization.

Impact and Influence: Ability to persuade, convince, influence or impress others in order to get them to go along with or to support one’s opinion or position; able to understand others interests and motivations, in order to have a specific impact, effect, or impression on them and/or convince them to take a specific course of action.

Initiative: Ability to identify a problem, obstacle or opportunity and then take action in light of identification to address current or future problems or opportunities.

Relationship and Network Development: Ability to establish, build and sustain professional contacts for the purpose of building networks of people with similar goals that support similar interests.

Strategic Orientation: Ability to consider the business, demographic, ethno-cultural, and regulatory implications of decisions and develop strategies that continually improve the long-term success and viability of the organization.

Talent Development: Ability to build the breadth and depth of the organization’s human capability and professionalism, including supporting top performing people and taking a personal interest in coaching and mentoring high-potential leaders.


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