Director, HR Operations and Employee Relations

The Director, HR Operations and Employee Relations will work with the HR leadership and the HR team and play both a strategic and hands-on role leading and facilitating the planning and day-to-day execution of core HR Operations to create an outstanding experience for the HSL team in support of our mission.

Reporting to the Chief People Officer, this role will be responsible for driving operational excellence in the development an execution of HR processes, policies and programs that reinforce HSL’s dynamic culture and align to business goals.

Implement and execute HR strategies, based on the business strategy, focused on talent management, organizational effectiveness, diversity, equity & inclusion, culture and employee engagement. This role will provide HR guidance and consultative support, participate in HR process improvement work and HSL program and initiatives as needed.

Under the direction of the Chief People Officer, this position will oversee employee relations services while maintaining a pro-active and positive working environment that is consistent, fair, and inclusive.

POSITION RESPONSIBILITIES

The Director will assist with developing employee relations strategy while leading a team responsible for advising and educating on complex employee relations issues including workplace investigations and employment and labor related workshops.

The Director is responsible for policy management including the development of new policies, revising current policies, and leading the HR policy committee. This includes acting as a resource for policy interpretation and new and/or updated state and federal employment laws.

Additionally, this individual will co-lead the implementation and maintenance of a case management system for the HR Partnerships and Employee Relations team.

The Director will act as a subject matter expert; revise and maintain employee relations processes and procedures; develop new policies, conduct investigations of complex employment matters, including preparing comprehensive investigative reports and recommendations for resolution.

Collaborate with others to develop and facilitate workplace trainings (i.e. Prevention of Workplace Harassment, what you need to know about ADA/FMLA, Corrective Action and Performance Management etc.).

Develop key metrics and conduct ongoing analysis of employee relations data; identify trends and determine levels of staff engagement and satisfaction to create and develop programs and initiatives that will support strategic efforts to create a positive and inclusive work environment.

Manage HR compliance line reporting in partnership with the HR Business Partners and Compliance team as needed

Act as the content expert for HR Policies and Procedures; manage policy updates and lead HR Policy Review Committee.

Supervises a team of HR Business Partners including providing ongoing feedback in a timely manner and completing annual performance appraisals.

Compliance management for Affirmative Action, EEO1, Vets 100, and Workers Compensation.

Compensation and HRIS

Director will oversee the implementation and communications of the compensation philosophy and work collaboratively with the Manager, HRIS and Compensation and support decision-making by providing compensation alternatives and recommendations.

Work closely with Compensation and HRIS Manager and in collaboration with HR leaders, Talent Acquisition Partners and HR business partners to implement a compensation strategy that is internally and externally market relevant.

Ensures the compensation and performance management program meet all measurements of pay equity and fairness and is market competitive. Co-leads a comprehensive review of the Performance Management program to maximize technology solutions. Ensures that performance measures are being used to effectively manage performance and effect organizational change.

Work with HR leadership to prepare monthly reports for leadership using HR metrics and assist with managing, implementing and continuing development of the HRIS systems

Internal Communications

Coordinate content for internal employee communications, providing engaging features that improve employee engagement and partner with internal communications team.

Works closely with internal HR and communications teams on strategy, execution and maintenance of communication efforts to engage employees

QUALIFICATIONS

1. Bachelor's degree required.
2. 10 plus years HR operations work experience required.
3. Demonstrated expertise in employment/labor relations law acquired through proactive experience with increasingly complex employee relations issues.
4. Experience with computer systems required, including web based applications and some Microsoft Office applications which may include Outlook, Word, Excel, PowerPoint or Access.
5. Self-starter with strong organizational skills, detail orientation and demonstrated ability to multitask in a busy fast-paced environment
6. HR operations experience is a must.

Competencies:

1. Decision Making: Ability to make decisions that are guided by precedents, policies and objectives. Regularly makes decisions and recommendations on issues affecting a department or functional area.
2. Problem Solving: Ability to address problems that are highly varied, complex and often non-recurring, requiring staff input, innovative, creative, and Lean diagnostic techniques to resolve issues.
3. Independence of Action: Ability to follow precedents and procedures. May set priorities and organize work within general guidelines. Seeks assistance when confronted with difficult and/or unpredictable situations. Work progress is monitored by supervisor/manager.
4. Written Communications: Ability to summarize and communicate in English moderately complex information in varied written formats to internal and external customers.
5. Oral Communications: Ability to comprehend and communicate complex verbal information in English to medical center staff, patients, families and external customers.
6. Knowledge: Ability to demonstrate in-depth knowledge of concepts, practices and policies with the ability to use them in complex varied situations.
7. Team Work: Ability to act as a team leader for small projects or work groups, creating a collaborative and respectful team environment and improving workflows. Results may impact the operations of one or more departments.
8. Customer Service: Ability to provide a high level of customer service and staff training to meet customer service standards and expectations for the assigned unit(s). Resolves service issues in the assigned unit(s) in a timely and respectful manner.