Director of Human Resources

Position Summary

Implements and administers Sarah Reed Senior Living’s personnel policies and procedures.  Responsible for executing the necessary processes to complete Human Resources duties and responsibilities.

Qualifications

• College graduate, degree in Human Resources or Business preferred.
• Minimum of three years Human Resource experience.

Knowledge, Skills, & Abilities

• Knowledge of policies, procedures and benefits, knowledge of Federal, State, and local labor laws.
• Possess a high degree of written and verbal communication skills to communicate with all levels of employees and management.
• Ability to promote effective employee-management relations.
• Ability to be versatile and assume varied duties.

Essential Duties & Responsibilities

• Works with broker annually to obtain plan information for insurance renewals and makes recommendations to Administration. Responsible for enrollment transfers with insurance changes.
• Provides 401(k) Census for annual testing. Acts as plan administrator for 401(k) plan. Coordinates employee meetings for 401(k) administrator and responds to employee questions on retirement.
• Calculates PBJ data for all reportable staff and agency staff. Manages staff and hour data upload into Simple PBJ.
• Maintains and updates Personnel Policies and Employee Handbook with CEO and communicates all Handbook changes to all staff.
• Confers with supervisors and provides information regarding company policies and procedures, and ensures disciplines and practices are applied uniformly among all supervisors and departments.
• Designs and coordinates recruitment and retention activities, including use of ads, employment, and online boards.
• Conducts pre-screening and interviews as requested. Oversees new hire process and advises managers of inconsistencies in references, clearances, etc. May make recommendations to withdraw offers based on post-offer, pre-placement criteria, including testing and physicals.
• May serve as a witness during employee counseling and types narratives for employee files. Determines, with supervisors and Department Heads, proper corrective action and disciplinary levels.
• Issues attendance disciplinary actions to all SRSL staff.
• Terminates employees with consultation with Department Heads, CEO, and legal counsel if necessary. Conducts and documents Exit Interviews for terminated employees and conducts appropriate termination procedures.
• Attends regular staff meetings, HVA HR meetings, and any other relevant meetings.
• May oversee the Safety Committee and attends monthly meetings. Completes agenda, takes notes, and records minutes and ensures annual trainings are completed according to requirements.  Monitors statistics and reports to Safety Committee on work related injuries. 
• Follows up with injured employees on medical treatments, etc. and reports injury and subsequent communications to Worker Compensation Insurance Carrier. Attends any Worker Comp related hearings.
• Oversees employee leaves of absences (both intermittent and continuous), substance abuse testing and work restrictions program coordinating with Supervisors. Follows up with physician documentations.
• Maintains attendance records, tracking to conform with attendance and lateness policies and issues relative counseling in accordance with attendance policy after each pay period.
• Prepares materials and responds to any discrimination claims working with legal counsel; attends hearings.
• Responsible for preparation and maintenance of current job descriptions and annual evaluations.
• Participates in the annual budget process and calculates employee increases. Responsible for proper increase communications to Payroll.
• Manage employee milestones and years of service bonuses.
• Responsible for coordinating all employee events and recognition.
• Uses tools to promote employee morale, recruitment and retention, conducting in-service discussions, obtaining employee input, communication meetings with supervisors, employee feedback and responses.
• Prepares initial Human Resource annual budget and takes responsibility to stay within final budget guidelines.
• Controls as much as possible Unemployment Costs. Answers Employer Statement forms for Unemployment Office with relative documentations. Records and challenges unfavorable determinations and attends hearings if necessary.
• Completes annual OSHA, EEO, and Safety Committee submissions.
• Oversees staff scheduling for direct care including agency staffing.

Non-Essential Duties & Responsibilities

• Oversee the Human Resources Assistant and Staff Scheduler.
• Provides reports to Department Heads and supervisors as requested.
• Maintains and monitors access to personnel records, necessary changes, updates and files additional information; ensures timely return of new hire paperwork by supervisors, i.e. introductory evaluations, etc.
• Reviews direct care schedules periodically to ensure proper staffing patterns.
• Monitors and limits the use of Agency staffing.
• Other duties as assigned by Supervisor.