Reporting to the CEO, the Director of Human Resources will be responsible for the strategic direction and leadership of the company’s HR function, including talent acquisition, training and organizational development, employee relations, compensation, creation and implementation of HR programs and polices. The HR Director will align HR’s programs, policies, and initiatives in support of the company’s business plans and strategic direction. In addition, the HR Director will promote a culture of employee engagement and accountability.
Training and Development
Provide necessary education and materials to managers and employees. Lead the implementation of the performance management system that includes performance development plans and employee development programs. Establish and maintain an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer. Assist managers with the selection and contracting of external training programs and consultants. Provide ongoing coaching to managers supporting them in their management activities
Oversee the performance management program. Formulate, recommend, and communicate Human Resources policies and objectives for the company with regard to employee relations. Conduct investigations. Monitor and advise managers and supervisors in the progressive discipline system. Monitor the implementation of a performance improvement process with non-performing employees. Review, guide, and approve management recommendations for employment terminations. Evaluate and review employee-related decisions in response to employee concerns. Conduct Exit interviews. Represent the organization at personnel-related hearings and investigations.
Establish and lead the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Participate in the recruitment and selection process of management positions. Oversee the Volunteer Programs, Externships, and Internships which include reviewing contracts.
Establish the company wage and salary structure, pay policies, and oversee the compensation program within the company including merit planning and raises. Lead competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. Monitor all pay practices and systems for effectiveness and cost containment. Lead participation in at least one salary survey per year.
Lead company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), HIPAA, Scope of Practice, Accreditation Standards and so forth. Maintain minimal company exposure to lawsuits. Direct the preparation of information requested or required for compliance with laws. Serve as the primary contact with the company employment law attorney and outside government agencies. Protect the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
Oversee Privileging & Credentialing of Providers. Manage Provider Contracts.
Design and direct and manage a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
Bachelor’s Degree (Masters preferred) in Human Resources, or related field.
At least ten years progressive human resources management experience with at least two years at a director level.
Experience with creating and delivering HR training programs. Proven ability to influence and coach at all levels of the organization. Computer proficiency in HR technologies and MS Office.
Broad HR knowledge in key areas such as employee relations, compensation program, benefits, HR policies, and best practices. Ability to listen openly, think strategically and influence across all levels of an organization
Knowledge of Human Resources practices and procedures as well as considerable knowledge of Federal, State and Local laws and regulations pertaining to Human Resources matters.
Proven analytical, critical thinking, and problem-solving abilities
Strong project management skills, from concept to planning to implementation.
Internal Number: 512731-650195
About Chapa-De Indian Health
Chapa-De Indian Health operates non-profit community health centers in Auburn and Grass Valley, California that provide adult and pediatric primary medical care, nutrition and health education, women’s health services, dental care, orthodontia, mental health counseling, psychiatry, optometry, and pharmacy services.
The mission of Chapa-De Indian Health is to advance the health and well-being of American Indians and low income individuals living in our communities by providing convenient access to high-quality, compassionate care.
We serve over 19,000 patients each year and continue to expand our services based on the needs of our communities. We are dedicated to providing high-quality care regardless of financial situation or ethnicity. Our passion is to care for American Indian and Alaska Native people as well as low-income individuals and families. We are a healthcare safety net provider and accept Medi-Cal, Medicare and have a sliding fee scale based on income for the uninsured.