Human Resources Director

SUMMARY:
The Human Resources Director is responsible for the overall human resources administration, to include typical HR compliance initiatives, coordination between other departments, and administration of benefits.
DUTIES AND RESPONSIBILITIES:
The following list reflects essential duties and responsibilities of the Human Resources Director at MDICS. Executive management may reassign, reallocate, or add any responsibilities to this list at any time. This list is meant to provide an overview and is non-exhaustive.
Annually reviews and coordinates with internal departments, company policies, procedures, and practices on personnel matters
Maintains responsibility for informing and making recommendations to executives on compliance initiatives related to Federal and State legislation pertaining to human resources; and implements necessary changes.
Responsible for company Handbook; interprets, creates and communicates policies.
Responsible for maintaining employee files, including audits and maintence of proper documentation.
Responsible for employee contract addendums; and oversees employee status changes.
Advises managers and internal departments on employment contract terms; the interpretation of language and historical application or perspective.
Works directly with managers and leads to assist them in carrying out their responsibilities on Human Resources related employee matters.
Administers and responsible for all benefits programs (Examples of but not limited to: Health, Life, STD, LTD, LOA, FMLA, 401k, WorkersComp, Fraud and Accident Reporting, Unemployment Claims, and Open enrollment)
Oversees and creates training initiatives including quality programs, APP training, on-boarding, HealthStream compliance, and procedures.
Consulted for credentialing related matters including general practices, payer enrollment and historical perspective.
Consulted for recruiting related matters: including contract terms, best-practices, marketing projects, software assistance, and historical reference.
Provides support for new facility integration and start-up. Including: assisting with RFPs and attending initial meetings as needed.
Consults with legal counsel as appropriate on personnel matters
Communicates directly with payroll and provides review and audits of entries to ensure pay rates, tax deductions and 401k deferrals are accurate; provides support on payroll processes and best-practices.
Provides internal and external customer support; including timely investigation of employee concerns, response to employment verifications, credentialing verifications and general office related matters.
Consult, review and assist with negotiation of contracts (locum's agreements, perm-placements and vendors). Provides historical reference of past performance, name clears, and best-practices on locum use.
Participates and leads committees for special projects.
In absences of CAO, provides general support to senior leadership and supervision of all operational staff.
Selected to implement and manage HRIS system
Select to oversee MDICS retention program and initiatives (examples: newsletter, monthly office meetings, surveys, exit interviews).
QUALIFICATIONS:
Work collaboratively with multiple health professionals in a busy and complex environment using tact, diplomacy, and discipline
Communicates professionally and effectively in person, on the phone, electronically, or through other means to individuals and groups
High level technical and computer skills
Commitment to excellence and high standards
Must project and uphold the highest ethical practice and conduct leadership ability
Acute attention to detail
Proficient knowledge of Federal and State employment law
Excellent written and oral communication skills
Versatility, flexibility, and a willingness to work within constantly changing priorities with enthusiasm
Proficient on MS Office software programs
Demonstrated ability to plan and organize projects
Conflict Management Skills
REQUIREMENTS:
Master's Degree in related area
At least 5 years' experience in professional level Human Resources with progressive career development.
Applicable Human Resources Certification (s) and/or advanced training
Management experience
Requires PHR or SHRM-CP
Background in Healthcare or related field

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