The Human Resources Director plans, organizes and directs all aspects of Human Resources Management in such a manner as to ensure fair and equitable treatment of all employees, compliance with all company policies and legal aspects of employee/employer relationships. In addition, the Human Resources Director should be skilled to accomplish:
Growth and Strategic Planning
As part of TBH’s senior leadership team, participate in strategic planning efforts regarding company growth and expansion and team member resource development
Plan and account for personnel and hiring needs based on TBH’s strategic growth plan
Participate in due diligence and analysis of acquisition opportunities
Analyze team strengths, needs and structure of potential acquisitions
Analyze employment practices of potential acquisitions to identify potential liabilities
Lead HR integration efforts for acquisitions
Gain understanding of systems and processes in place at acquired company
Work with acquired team in leading transition to TBH systems and processes
Develop, in conjunction with the acquired company’s HR leader, a mutually agreed-upon Integration Plan
Communicate actively with complete acquired team to ease issues with integration
Recruiting, hiring, retention
Work with field leadership teams to plan for people needs proactively in time to source, vet, and hire excellent people
Work with the Executive Team to develop and implement a comprehensive university relations program for recruitment
Maintain effective connections with Regional and Clinical Directors, executive team members, and SSMs to effectively complete the hiring and on-boarding process
Integrate and onboard new team members
Compensate thoughtfully and appropriately
Analyze job descriptions and compensation structure, including performance incentives, for all positions in the company and all geographies in which we operate
Maintain standard rubrics by division for all positions for overall compensation
Communicate compensation structure and philosophy to all levels of supervision structure to ensure understanding
Design and administer benefits
Continuously evaluate team member preferences to design the benefits structure we offer in order to maximize team member value
Negotiate effectively with benefits providers to maximize benefit dollars
Communicate benefits structure effectively in order to reinforce understanding of the choices we make and ensure team members are accessing the benefits available to them
Analyze and publish company-wide dashboard turnover metrics
Survey exiting team members to evaluate root causes of turnover
Work with Executive Team and Regional and Clinical Directors to eliminate or mitigate root causes
Assist the Executive Team to identify high performers with great potential and create development opportunities for their advancement and career planning
Foster comprehensive and cohesive communication throughout the organization
Communicate effectively across clinical divisions and TBH functions to share ideas regarding cultural growth and understand department needs from an HR perspective
Initiate effective two-way communication with all TBH areas affected by and/or influential in HR activities.
Use systems effectively to integrate HR with all partner functions such as: Operations and Organizational Effectiveness, Accounting, Clinical Standards and Training
Assess and Foster Positive Team Culture and Company Core Values
Establish a mechanism to measure team member engagement and target a measurable increase
Measure team member job satisfaction. Ensure satisfaction by fostering a culture that is
Valuing of our team members
Collaborate with the Organizational Effectiveness team to maintain effective performance management and feedback systems
Evaluate human relations and work-related problems and meet with supervisors and managers to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues
Work with the Executive Team to define, develop and drive specific leadership and specific team building activities
Work with the Executive Team to design and implement leadership training and curriculum
Provide an effective model for, and develop in team members, effective management skills
Know all pertinent state and federal laws
Possess a detailed understanding of state and federal laws governing our human resources practices
Pro-actively work to understand laws and compliance issues that may be changing
Train team members at all levels to comply with those laws
Inform and influence policies and procedures to comply with those laws
Advise supervisors throughout the company in appropriate resolution of employee relations issues
Influence pro-active mediation of employee-related issues and concerns.
Interface with Executive Team regarding human resource activities, affirmative action plans, Diversity/EEO/AAP programs and policies.
Establish a quality assurance process to ensure all of our field offices are fully compliant with all state and federal laws
Develop institutional capacity
Train and constantly refresh TBH supervisors throughout all levels of the organization on HR rules relevant to their positions
Bachelor's Degree in Human Resources
10 years of HR experience with at least 2 years at HR Director Level, preferably in a human services or behavioral health setting.
PHR/SPHR certification strongly preferred.
Ability to multi-task and handle multiple projects simultaneously.
Excellent communication skills and the ability to effectively maintain confidentiality and a professional demeanor.
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