ESSENTIAL JOB DUTIES
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Supervises the HR Manager, fostering a high-performing, collaborative, and service-oriented team. Provides coaching, mentorship, and professional development opportunities to build team capabilities. Partners with Chief Workforce Development Officer (CWDO) in advancing strategic workforce initiatives and HR departmental goals.
- Partners with CWDO to implement HR and workforce strategies aligned with organizational goals. Prepares and delivers reports, metrics, and insights to inform executive decision-making. Champions a culture of continuous improvement and accountability within the HR function and across the organization.
- Works closely with the CWDO to develop engaging recruiting techniques and appropriately communicate Staffing Committee approvals to HR Manager. Mentors and develops Recruiting team in the innovative sourcing strategies to attract passive candidates in a competitive labor market. Forecasts staffing needs and identifies talent gaps to support long-term workforce planning.
- Leads the creation, revision, and implementation of personnel policies in alignment with legal requirements and organizational values. Communicates policy changes to staff and ensures appropriate training for management and team members. Analyzes and interprets federal, state, and local employment laws, advising managers accordingly.
- Serves as a resource to managers and staff for employee grievances, conflict resolution, performance issues, and disciplinary recommendations. Ensures fair and consistent application of HR policies and supports initiatives that foster respect, engagement, and employee recognition.
- Directs HR-related training in compliance, onboarding, performance management, and leadership development. Partners with CWDO to support broader learning initiatives such as cultural humility, team dynamics, and strategic organizational development.
- Evaluates benefit programs for cost-effectiveness and employee satisfaction in collaboration with finance. Supports compensation strategy by ensuring pay practices are fair, transparent, and aligned with organizational values.
- Analyzes incident reports, workers’ compensation claims, and unemployment claims. Collaborate with employees, insurance providers, and internal GLBHC Safety staff to ensure appropriate procedures for job-related injuries. Develop systems to monitor and respond to employment-related risk areas, including appeals.
- Leads the recalibration activity throughout GLBHC on an annual basis. This includes proactively scheduling meetings with Management to review job descriptions and their differences across the organization.
- Regularly attend GLBHC standing committee meetings, including, but not limited to Strategic Leadership, Center Manager, Clinical Leadership, Risk Management, and Safety. May occasionally attend the Board of Directors meeting quarterly to provide updates on HR trends.
Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for the job. Duties, responsibilities, and activities may change at any time with or without notice.
MARGINAL JOB DUTIES
- Provides oversight for any proposed research projects by GLBHC employees.
- Sponsors and participate in organizational and community events and commemorative programs that promote a respectful, welcoming environment for employees and patients.
- Performs other duties as assigned.
JOB SPECIFICATIONS
- Education: Bachelor’s Degree in Business Administration, Human Resource Management, or a related field required. In lieu of degree, at least ten (10) years of relevant experience will be considered. Master’s Degree in Business Administration, Human Resource Management, or a related field preferred.
- Licensure: SHRM-CP/SHRM-SCP or HRCI Certification preferred.
- Experience: Five (5) years of experience as a Human Resources leadership. Previous people-management experience is required. Ten (10) years of experience as a Human Resources Director, with five (5) years of people-management experience is preferred.
- Skills: Superb written, verbal, and interpersonal skills; ability to effectively present to large groups of people; effective time management skills; flexible and adaptive in accepting and prioritizing assignments; organized and inspiring team leader is required. Advanced knowledge and experience with Microsoft Word, Excel, PowerPoint, Outlook, Ulti-Pro/UKG, and experience in Benefits Administration software is preferred.
- Interpersonal Skills: Creative, self-starter attitude; ability to communicate effectively with various populations; organized and self-directed; team management skills.
- Physical Effort: Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently.
- Hours of Work: Full-time, flexible, and varied; evening and weekend hours are anticipated.
- Travel: Travel is required within the service area with reimbursement provided at the existing rate of the corporation. Out-of-service area travel may be required to attend conferences and training. Reimbursement for expenses provided according to GLBHC policy.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.
