JOB ANNOUCEMENT
HUMAN RESOURCES DIRECTOR
The Mission Neighborhood Health Center is a non-profit, multi-site community health organization offering comprehensive health services in the Mission and Excelsior Districts of San Francisco. The center offers primary health care services, adult medicine, pediatrics, family planning, OB/Gyn, HIV and homeless services. We are dedicated to health equity through the provision of culturally- and linguistically-competent services with a focus on the Latino Spanish-speaking communities. At MNHC we are committed to a culture of excellence and financial success to fulfill our mission of providing health care access for all.
GENERAL STATEMENT OF DUTIES AND RESPONSIBILITIES
Under supervision of the Executive Director, the Human Resources Director is responsible for the successful development, implementation, maintenance, administration, and the day-to-day management of all human resource activities within the organization, in alignment with Center Mission and objectives, and all applicable federal, state, and city laws governing employment.
REPORTING RELATIONSHIP
Reports to the Executive Director
DUTIES AND RESPONSIBILITIES
HUMAN RESOURCES CORE FUNCTIONS
Human Resources Operations—25%
- Guide and manage the overall provision of Human Resources services, policies, and programs both directly and through supervision of a Human Resource Coordinator.
- Oversee day-to-day operations and long-term strategic planning.
- Research, revise, implement, communicate policies, establish procedures, file regulatory reports (EEOC, AAP, etc.) and maintain current knowledge and expertise in state, federal, and San Francisco laws/regulations/programs to ensure departmental compliance in all facets of employment law. (FLSA, FEHA, EEOC, OSHA/CAL-OSHA, ADA, Workers Compensation, and Affirmative Action).
- Develop, update, and maintain a Personnel Practices and Process Guide to be used as a reference for all Human Resource staff members.
- Ensure Employee Manual is revised on a consistent basis (typically annually), that it complies with all federal, state, county, and city regulation, Center policies, and the Union Bargaining agreement, and that the handbook serves the best interests of the Center.
- Ensure proper up to date mandated postings in all Center sites, per state, federal, city and county requirements.
- Oversee the organization of confidential personnel documents to include employee files, employee medical files, I-9 files, employee relations files, Incident reports, workers compensation, FMLA/LOA, and credentialing files. Ensure that all information is maintained with respect for confidentiality, in locked files and locked offices, and that all HR personnel are trained in regard to confidentiality requirements and Center expectations of ethics, integrity, and compliance.
- Perform a comprehensive HR audit on an annual basis, alternating every other year between an internal audit and an audit performed by an external Human Resources Management firm.
Employee & Labor Relations—25%
- Work with Executive Director to coordinate labor relations, participate in negotiations and administration of Union contracts; assist in mediating grievances.
- Manage individual employee relations cases, from incident report through final disposition. Responsible to ensure that all cases are properly documented and will be responsible for issuing complete reports and recommendations to senior management.
- Consulting with respect to policy development, implementation and application including project support (e.g. performance management, policy manual, career progression programs, training and development initiatives, etc…)
- Establish and maintain positive employee relations; provide guidance and advice to managers and supervisors on employee coaching, counseling, performance improvement, and discipline. Investigate and appropriately resolve complex employee relations issues.
- Oversee all terminations to include exit interviews.
Recruitment—20%
- Responsible for establishing process, policies, and management training (in coordination and with approval of the Executive Director) to staff all MNHC positions and retain key talent.
- Responsible for developing and maintaining a strategic recruitment plan to include partnering with Hiring Managers to set and drive strategy, goals, process, and metrics in order to attract and retain great talent.
- Oversee recruitment cycle to include, job postings/announcements, interviewing, develop offer letters for Executive Director approval, and new hire orientation.
- Ensure job descriptions are updated accordingly and that all positions are classified appropriately.
- Oversee the coordination of all student/volunteer programs including development, documentation, and implementation (i.e. NHSC Loan Repayment Program).
Training & Development—10%
- Responsible, in coordination with the Executive Director, for the design, delivery, training, implementation, and management compliance with the performance review/appraisal process, to include Leadership Competencies.
- Design, deliver, or outsource (depending on budget) training programs for managers and employees including but not limited to legal training, performance management, HR practices and policies, safety, supervisory skills, etc.
Other—5%
- In coordination with the Executive Director, manages wage and salary administration: salary surveys, recommendations for pay increases, COLA adjustments, union wage adjustments, wage equity across job families, and assists in establishing pay scale models for systemized salary and wage administration in accordance with budgetary requirements.
- Ensure that the HRIS system meets the needs of the Center, oversee data entry and ensure data integrity in order to produce accurate reports.
- Responsible for benefits coordination, including liaison with benefits broker(s). Oversee coordination of employee communication, recertification of benefit issues, and open enrollment. Make recommendations to the Executive Director regarding benefit upgrades, or cost saving initiatives, including: health insurance, retirement plans, city based programs, COBRA, Worker's Compensation, disability, etc.
- Serve as a member of the Safety Committee, coordinate and ensure programs are implemented according to safety regulations and programs i.e. IIPP, Emergency Preparedness, Employee Safety Training and overall OSHA/CAL-OSHA regulations.
RISK MANAGEMENT CORE FUNCTIONS—15%
- Analyze risk for the organization and promote employee and patient safety and quality of care to minimize loss and protect the organization.
- Oversee Risk Management Policy to include Clinical Care, Claims Management, Training, and Employee Health and Safety.
- Lead the safety committee, coordinate and ensure programs are implemented according to safety regulations and programs i.e. IIPP, Emergency Preparedness, Employee Safety training and overall OSHA/CAL-OSHA regulations.
- Oversee MNHC insurance plans and FTCA coverage and renewal. Notifies liability insurance carriers of all actual and potential claims. Responsible for the acquisition or renewal of the organizations insurances to include, but not limited to, Professional Liability, Malpractice, Property Casualty, Building, and Director's and Officer's insurance coverage.
- Investigates and analyzes actual and potential risks in the organization.
- Provides risk management information to appropriate management team member(s) regarding risk patterns, occurrences, findings, suggestions, and regulatory changes.
- Prepares, manages, and tracks the following documents, including, but not limited to: patient grievance histories and summaries, patient termination summaries and letters, patient warning letters, and retraining orders.
- Responsible for claims management including detailed record keeping, status reporting, maintaining close liaison with legal advisors, alerting the Executive Director to possible losses, and other administrative matters leading to the closing of claims.
- Responsible for the management of the organizations compliment, complaint and incident management systems.
- Recommends, reviews, evaluates, develops and submits policies and procedures to department heads and supervisors for areas of responsibility.
- Assists in the development, implementation and monitoring of organization wide policies and procedures.
- Oversee credentialing and re-credentialing activities to include the following:
- Review provider files for appropriate documentation required for the credentialing process.
- Prepare and maintain files for audits and maintain electronic data.
- Oversee credentialing and re-credentialing applications and conduct document research.
- Oversee the collection and maintenance of files in relation to credentialing of providers, including application, contracts, current licenses, DEA licenses, malpractice insurance, board certifications and other pertinent forms.
- Oversee communication with providers to include forwarding application and ensuring accuracy and completeness of information.
- Oversee credential verification and request information from appropriate data banks.
- Other related duties as assigned.
*To perform this job successfully, an individual must be able to complete each of the essential job requirements satisfactorily. The qualifications listed below are representative of the knowledge, skill, and or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.
QUALIFICATIONS
- Bachelor's degree in Human Resources or other related field.
- PHR or SPHR credential
- 5-8 years of experience as an HR Manager or Senior Generalist to include 1-2 years of experience in Risk Management, and Labor Relations (direct Union related experience) preferably in the Healthcare sector.
- Fluency in Spanish preferred
- Direct experience in dealing with unions, including management of grievances, arbitration cases, dispute resolution.
- Experience in interpreting and communicating a Collective Bargaining Agreement.
- Successful candidate must possess excellent interpersonal & managerial skills with the ability to work both independently and in a team environment.
- Must have the interpersonal skills and organizational savvy to effectively deal with all levels of the organization, from the union leadership to the clinical staff to executive management.
- Solid understanding of Employment Law, NLRA and the skill set to make decisions and advise management on effective employee and labor relations decisions.
- Experience in a 150-200 employee population with minimal HR headcount.
- Must meet health requirements, including TB test, and pass background checks.
BENEFITS AND VACATION
MNHC offers an excellent benefits package, which includes Medical, Dental, Vision and Life insurance. Twelve (12) paid holidays, a floating holiday and birthday holiday in addition to vacation and sick leave. We also offer paid educational leave and 401(k).
APPLYING FOR THIS JOB
If you are interested in applying for this position, please email your resume and cover letter to jobs@mnhc.org.
***MNHC IS AN EQUAL OPPORTUNITY EMPLOYER***
**PLEASE INCLUDE SALARY EXPECTATIONS IN YOUR COVER LETTER.**