Director of Human Resources

The Director of Human Resources oversees human resource management, including developing HR strategies aligned with WHA's goals, talent management, employee relations, and compliance. They partner with leaders to execute on WHA's strategic priorities. Manages the human resources department and Beveland administrative support.

DUTIES

• Implements HR initiatives as set forth in WHA's strategic plan. Leads and facilitates initiatives related to employees and the employment experience.

• Provides overall leadership and guidance on Human Resources functions by overseeing and directing the operations of talent acquisition, retention, employee relations, leaves and accommodations, wellness programs, recognition and reward programs, training, leadership development, organizational development, on the job injuries and worker's compensation, policy and procedure development, compensation, and benefits.

• Establishes, reviews, implements communication plans regarding HR policies and procedures, benefits, and other related programs.

• Oversees total rewards programs, including developing and implementing programs that are competitive, cost effective, equitable, and meet the changing needs of the organization.

• Oversees benefit administration. This includes examining and assessing benefit needs, recommending benefit programs to Management Committee, managing employee benefit programs, directing the process of benefit claims, obtaining and evaluating benefit contract bids, awarding benefit contracts, directing benefit design and education of participants.

• Conducts annual staff job analyses review, prepares and administers the staff compensation program in alignment with WHA's compensation philosophy.

• Provides input and partners with the Medical Administrative Team (MAT) on clinician compensation and clinician compensation policies.

• Oversees performance management process & strategy. Reviews and advises on performance management documents, including corrective actions and involuntary employment separations.

• Partners and supports DEIB efforts throughout the organization.

• Facilitates, mediates and consults employee issues and disputes. Coaches on conflict resolution and acts as an internal advisor on HR issues.

• Provides direction on employee communications, including organizational communication, All Staff Meetings, MSL meetings and various email updates and announcements.

• Recommends and oversees the implementation of employee and clinician recognition efforts and partners with Director of Marketing on recognition and WHA-wide events.

• Oversees the training and advising of managers, supervisors and leads on employment law, HR processes, change management, leadership development, and employee relations issues.

• Oversees WHA's HR training programs and initiatives, collaborates and encourages effective collaboration with WHA's training department for cross training in various employee skills development, including soft skills, leadership development, communication, conflict resolution, and more.

• Directs the coordination of employee satisfaction surveys. Communicates results to leadership and staff. Recommends improvements based upon feedback.

• Oversees the worker's compensation and unemployment claims programs for the company. Ensures WHA is represented at hearings.

• Manages Employee and Clinician Policies and Procedures. Ensures policies are communicated and applied consistently.

• Responsible for WHA compliance with Federal and State legislation pertaining to all personnel matters.

• Advises on provider and executive employment contracts.

• Conducts staff planning and makes recommendations regarding appropriate staffing and staffing levels, in partnership with department leadership.

• Actively participates in a variety of WHA committees, including but not limited to Administrative Directors, Site Management Committee, Compensation Committee, Retirement Committee, and Administrative Leadership Team. Engages and collaborates with various members of the Executive Leadership Team and Administrative Leadership Team.

• Stays current on recent federal, state and case law changes and monitors labor law updates for changes that affect WHA and employees.