Human Resources Director

Human Resources Director

CHARTER OAK HEALTH CENTER INC - 3.1

Hartford, CT Job Details 23 hours ago Benefits Paid time off Retirement plan Qualifications Handling insurance claims Bachelor's degree Full Job Description

POSITION SUMMARY

The Director of Human Resources reports directly to the CEO. The HR Director will lead initiatives to foster a positive organizational culture, enhance employee engagement, and attract, develop, and retain top talent. The HR Director will coordinate organizational needs by collaborating with senior leadership and department heads to ensure that staffing, training, and HR strategies align with the organization's goals and evolving priorities. Which can include but not limited to: Develop and implement HR strategies to align with the COHC's mission. Oversee recruitment, staffing, and workforce planning. Drive employee retention, engagement, and performance management. Ensure compliance with state and federal statutes, healthcare, and nonprofit regulations. Administer compensation, benefits, and FMLA programs. Manage employee relations and foster a positive workplace culture. Analyze HR data and provide key metrics for decision-making. Oversee workplace health, safety, and wellness programs. Lead diversity, equity, and inclusion initiatives

Essential Position Duties Strategic HR Leadership:

Develop and execute a comprehensive HR strategy that supports the organization's mission and long-term goals. Provide guidance and expertise to the senior leadership team on talent acquisition, workforce planning, succession planning, and employee development. Serve as a key advisor on all matters related to organizational culture, employee relations, and people management. Support the design and implementation of organizational change initiatives

Talent Acquisition & Retention:

Oversee the recruitment and onboarding process, ensuring that we attract diverse and qualified candidates who are aligned with the organization's values and mission. Develop and implement strategies to enhance employee retention, reduce turnover, and build employee engagement across all levels of the organization. Collaborate with department heads to understand staffing needs and ensure the right talent is in place to meet programmatic and operational goals.

Employee Development & Performance Management:

Create and lead employee development programs that foster professional growth, leadership development, and ongoing learning opportunities. Implement performance management systems that set clear expectations, provide regular feedback, and help employees achieve their career goals. Support managers in addressing performance issues and coaching employees to success.

HR Operations & Compliance:

Ensure compliance with all federal, state, and local labor laws, as well as nonprofit industry regulations. Oversee the administration of compensation, benefits, and employee wellness programs. Manage employee records, HRIS systems, and other HR tools to ensure data accuracy and privacy. Develop and enforce HR policies and procedures, keeping the organization in compliance with all legal and ethical standards. Analyze data to identify trends and provide recommendations for HR improvements, particularly in areas of employee satisfaction, workforce stability, and diversity.

OSHA Reporting & Safety:

Oversee the implementation of workplace safety programs and ensure compliance with OSHA reporting requirements.

Retention and Turnover Reporting:

Create and present monthly retention and turnover reports for the personnel committee, highlighting key metrics, trends, and insights on employee satisfaction, retention rates, and turnover causes. Work with leadership to analyze the data and develop actionable strategies to improve employee retention and reduce turnover.

Employee Relations:

Act as a trusted advisor to staff and leadership on sensitive employee issues, ensuring that all concerns are handled with confidentiality and respect. Promote a positive workplace culture by supporting conflict resolution, fostering open communication, and addressing grievances as they arise.

Employee Benefits & Leave Management:

FMLA Processing:

Manage and process Family and Medical Leave Act (FMLA) requests, ensuring compliance with applicable laws. Track employee eligibility, leave entitlements, and ensure all documentation and records are maintained in accordance with legal requirements.

PTO Setup & Administration:

Develop and maintain the organization's Paid Time Off (PTO) policies and processes, ensuring they are in line with organizational needs and legal requirements. Ensure accurate tracking of employee PTO balances and use.

Workers' Compensation:

Oversee the organization's workers' compensation program, ensuring all workplace injuries are properly reported, investigated, and documented. Work with insurance 3 carriers to resolve claims in a timely manner and maintain compliance with workers' compensation laws.

Compensation & Benefits Strategy:

Evaluate and enhance compensation and benefits programs to ensure competitiveness within the nonprofit sector, while also aligning with the organization's budget and mission. Partner with external consultants and vendors to manage benefits offerings, including health insurance, retirement plans, and other employee perks. Regularly review and recommend adjustments to salary structures and employee recognition programs.

Open Enrollment Management:

Oversee the annual open enrollment process for employee benefits, ensuring employees are informed of their options and assisting with the enrollment of benefits such as health insurance, retirement plans, and wellness programs.

Policy Development & Revision:

Policy Review and Revision:

Regularly review and update HR policies and procedures to ensure compliance with state and federal laws, as well as internal best practices. Ensure that the employee handbook is up-to-date and effectively communicates policies related to benefits, safety, conduct, and other HR matters.

Policy Communication:

Ensure policies are effectively communicated to staff and ensure proper training is provided to ensure understanding and compliance.

Experience:

Minimum of 3 years of experience in human resources, with a focus on benefits administration, leave management, and employee relations. Experience in healthcare or nonprofit settings, particularly within an FQHC, is preferred.

Education:

Bachelor's degree in Human Resources, Business Administration, or a related field required. Master's degree in HR or a related field preferred.

Certifications:

SHRM-CP or

SHRM-SCP

certification preferred. Additional certifications such as PHR or SPHR are a plus.

Skills:

Proficient in MS Office (Excel, Word, PowerPoint). Experience with HRIS software Paycom is preferred. Healthcare experience in human resources and employee relations also preferred Prior experience working with a non-profit community health center a plus