Full Time Position
Benefits: Medical, Dental, Life, Retirement, Paid Time Off
Position Classification: EXEMPT
Compensation Range: $100,110.40 to $150,155.20 Yearly – This is a salaried position
Essential Functions And Basic Duties
- Demonstrates unwavering commitment to high performance in alignment with the CHOICE values of MRH, representing the organization in a positive and professional manner.
- Oversees departmental operations through effective communication and in accordance with the employee handbook, policies, procedures, and applicable laws. Responsibilities include interviewing, hiring, onboarding, training, planning, assigning, and directing work; establishing deadlines; scheduling; timekeeping; providing continuous performance feedback; documenting performance assessments; rewarding and disciplining employees; addressing complaints; conducting departmental investigations in collaboration with HR and Risk Management; and resolving problems effectively.
- Plans, coordinates, assigns, and monitors departmental performance while coaching, counseling, mentoring, training, and advising staff to achieve both departmental objectives and employee career development goals.
- Interprets, develops, communicates, updates, and monitors departmental policies, procedures, and standards in compliance with applicable laws and organizational objectives.
- Assists with budget preparation and manages departmental contracts, including tracking expenditures; preparing and submitting operating, personnel, and capital budget requests; providing financial data and historical analysis to support requests; negotiating contracts; monitoring contractor/vendor performance; ensuring contract compliance; and participating in related meetings. Coordinates with the Clinical Operations Director and Human Resources on personnel budget matters.
- Develops and implements short- and long-term goals, objectives, and strategies for the department, projects, and programs to ensure efficient operations and timely completion of work.
- Ensures adherence to quality standards and compliance with all applicable laws and regulations.
- Maintains and enhances professional knowledge and skills through seminars, training programs, and ongoing review of industry publications and resources.
- Serves as a liaison and/or active member of committees, boards, and teams, collaborating, persuading, presenting reports, and negotiating with individuals and groups outside the department to coordinate efforts and maintain cooperative, productive relationships.
- Attends and actively participates in monthly management meetings.
Supervisory-Specific Performance Expectations, Duties, and Responsibilities
- Demonstrates unwavering commitment to high performance in alignment with the CHOICE values of MRH, representing the organization in a positive and professional manner.
- Oversees departmental operations through effective communication and in accordance with the employee handbook, policies, procedures, and applicable laws. Responsibilities include interviewing, hiring, onboarding, training, planning, assigning, and directing work; establishing deadlines; scheduling; timekeeping; providing continuous performance feedback; documenting performance assessments; rewarding and disciplining employees; addressing complaints; conducting departmental investigations in collaboration with HR and Risk Management; and resolving problems effectively.
- Plans, coordinates, assigns, and monitors departmental performance while coaching, counseling, mentoring, training, and advising staff to achieve both departmental objectives and employee career development goals.
- Interprets, develops, communicates, updates, and monitors departmental policies, procedures, and standards in compliance with applicable laws and organizational objectives.
- Assists with budget preparation and manages departmental contracts, including tracking expenditures; preparing and submitting operating, personnel, and capital budget requests; providing financial data and historical analysis to support requests; negotiating contracts; monitoring contractor/vendor performance; ensuring contract compliance; and participating in related meetings. Coordinates with the Clinical Operations Director and Human Resources on personnel budget matters.
- Develops and implements short- and long-term goals, objectives, and strategies for the department, projects, and programs to ensure efficient operations and timely completion of work.
- Ensures adherence to quality standards and compliance with all applicable laws and regulations.
- Maintains and enhances professional knowledge and skills through seminars, training programs, and ongoing review of industry publications and resources.
- Serves as a liaison and/or active member of committees, boards, and teams, collaborating, persuading, presenting reports, and negotiating with individuals and groups outside the department to coordinate efforts and maintain cooperative, productive relationships.
- Attends and actively participates in monthly management meetings.
Leadership Team Collaboration
- Serves as a resource and collaborative partner to the leadership team; contributes HR perspective to operational planning and workforce decision-making.
- Prepares and presents HR metrics, workforce trends, and departmental updates to the COO and leadership team as requested.
- Provides informed counsel on workforce risk, labor market conditions, and organizational design to support operational planning.
- Represents MRH HR in external professional forums, associations, and community workforce initiatives as appropriate.
- Exhibits initiative, self-motivation, and effective time management; meets deadlines and maintains consistent productivity.
HR Department Development & Strategy
- Leads HR strategic planning; establishes departmental goals, metrics, and systems aligned with MRH's organizational objectives.
- Conducts ongoing review of HR policies, programs, and practices; identifies improvement opportunities and resolves systemic issues.
- Coordinates with HR consultants, employment attorneys, insurance brokers, benefit carriers, and pension administrators.
- Prepares management reports to track strategic goal accomplishment and supports data-driven decision-making.
HRIS & Technology
- Manages and optimizes the HRIS platform to automate administrative tasks, empower employees, and support organizational needs.
- Maintains excellent skills in Microsoft Office 365 (Word, Excel, Outlook, Teams, SharePoint, and Forms); leverages these tools to enhance HR communications, reporting, and workflow efficiency.
- Utilizes HR data and analytics to identify workforce trends, forecast staffing needs, and support evidence-based decision-making.
- Oversees HR content on the company intranet/website, including recruiting, culture, and workforce information.
Talent Management & Workforce Planning
- Establishes and leads standardized recruiting, hiring, and onboarding practices to attract and retain a superior workforce.
- Develops and maintains a strategic workforce plan that anticipates staffing needs, addresses critical vacancies, and reduces dependency on agency or traveler staff through targeted retention, competitive compensation, and a strong organizational culture.
- Leads succession planning organization-wide; identifies high-potential employees and builds leadership development pipelines.
- Participates in executive and management-level candidate interviews; chairs employee selection committees.
- Monitors key workforce metrics (vacancy rates, time-to-fill, turnover, traveler dependency) and presents trend analysis to executive leadership.
Training & Leadership Development
- Coordinates HR training programs; provides education, workshops, manuals, and standardized resources to managers and employees.
- Leads implementation of the performance management system, including Performance Development Plans and employee development programs.
- Collaborates with the education team on new employee orientation, needs assessment, management development, and training effectiveness.
- Assists managers with selection and contracting of external training programs; maintains employee training records.
Employee Relations
- Formulates and recommends HR policies on all topics associated with employee relations and employee rights.
- Coaches and trains managers on ethical, legal, and effective communication, feedback, and recognition practices.
- Conducts workplace investigations in collaboration with General Counsel and the Director of Risk Management and Compliance.
- Monitors and advises on progressive discipline; reviews and approves management recommendations for employment terminations.
- Administers the employee complaint and appeals process; conducts periodic employee satisfaction and engagement surveys.
- Maintains strict confidentiality of employee, patient, and organizational information at all times.
Compensation & Benefits
- Establishes and maintains the organization's wage and salary structure, pay policies, and variable pay programs.
- Conducts competitive market research; leads participation in at least one salary survey annually.
- With the CFO, evaluates and recommends cost-effective benefits; monitors the national benefits environment for options and savings.
- Leads benefits orientation and training for employees and their families; recommends benefit changes to support retention.
Employment Law & Compliance
- Ensures organizational compliance with all applicable employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, and DOL requirements.
- Directs preparation and approval of compliance-related filings; serves as primary contact with employment law counsel and government agencies.
- Leads company safety and health programs; monitors OSHA-required data tracking.
- Minimizes organizational exposure to liability through proactive policy development and risk management.
Organizational Development & Culture
- Designs and manages organization-wide OD processes addressing succession planning, workforce development, key employee retention, and change management.
- Evaluates organizational structure, job design, and personnel forecasting; provides recommendations to executive leadership.
- Leads initiatives supporting employee wellness, safety, training, culture, and communications.
- Monitors organizational culture and climate; escalates issues that jeopardize goal attainment to General Counsel and Risk Management.
Organization-Specific Performance Expectations, Duties, and Responsibilities
- Demonstrates full commitment to the CHOICE values of MRH and consistently represents the organization in a positive, professional manner.
- Establishes and maintains effective verbal and written communication, fostering positive working relationships with patients, staff, and vendors.
- Adheres to the MRH attire and dress code in accordance with organizational policies and procedures.
- Exhibits initiative and self-motivation; maintains a consistent level of productivity and manages time and responsibilities effectively.
- Completes all required annual education, training, in-services, and licensure/certification updates; actively participates in departmental and organizational meetings or reviews meeting minutes as required.
- Maintains strict patient confidentiality at all times.
- Reports to work punctually and completes assigned duties within established timeframes.
- Actively contributes to departmental and organization-wide performance improvement and continuous quality initiatives.
- Ensures compliance with all regulatory requirements, maintaining adherence to departmental, hospital, state, and federal standards and policies.
- Follows all infection control, safety, and risk management procedures to maintain a safe environment for patients, the public, and staff.
- Performs other duties as assigned.
Qualifications
- Must be at least 18 years of age (21 for positions requiring driving, with a valid driver’s license).
- Must be legally authorized to work in the United States.
- Must successfully pass a background check.
- Must successfully pass a pre‑employment drug screen and breath alcohol test (if applicable).
- Must complete an Employee Health meeting prior to starting employment.
Education, Licensure(s), and Certification(s)
- Bachelor’s degree in Human Resources, Business, or Organizational Development.
- Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM‑CP).
- Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.
- ICS 100 Training (or be obtained within ninety days of hire).
Experience
- Four to seven years of progressive leadership experience in Human Resources (HR).
- Active affiliation with appropriate HR networks and organizations and ongoing community involvement.
