Description
General Statement of Duties: The Director of Human Resources is responsible for developing, implementing, and leading programs including, but not limited to, the following: organizational alignment and change management initiatives; employee relations; employee communications; talent acquisition and onboarding; performance management; compensation and benefits selection and administration; and compliance and reporting.
As Director of Human Resources, you will be a key member of the Administrative Team and provide overall strategic direction to and leadership of our most important asset: our employees.
Specific Duties:
Talent Acquisition
Attract top talent to ReFocus as the employer of choice in I/DD support services.
Create and implement the organization’s recruitment process including developing robust candidate pipelines, following consistent and targeted assessment practices during interviews and stewarding candidates through a positive candidate process.
Maintain understanding of current best practices in recruiting, labor trends, competitive compensation and benefit packages.
Oversee the Agency’s hiring process; assist with interviewing of new applicants and leadership positions.
Create job descriptions, classify exemption status of new positions, and conduct benchmarking to ensure salaries, work preferences, and incentive compensation programs are competitive with market.
Develop and implement a best-in-class onboarding and orientation process for employees at all levels.
Performance Management and Career Development
Assess, develop and lead the on-going administration and improvement of the organization-wide performance appraisal process.
Design and deploy strategies to improve employee retention.
Foster growth in our existing team members so they advance within the organization.
Provide coaching to Directors, Coordinators, staff on employee-relations issues and ensure that fair corrective processes are in place.
Provide general employee relations support and services as needed, including addressing personnel issues and responding to inquiries regarding policies.
Provide real-time advice to Directors, Coordinators, and other employees regarding performance issues and development of skills.
Compensation and Benefits
Establish systems to accurately measure, compensate, and incentivize the right competencies and behaviors for all positions.
Ensure group medical and health and welfare benefits are competitive, meet the needs/values of the Agency and the employee population, and are compliant with applicable federal, state, local and HIPAA legislation (e.g., health and welfare, wellness, employee assistance programs, paid time off, etc.).
Educate employees on Agency compensation and benefits programs and policies.
Review and process Workers’ Compensation claims and to implement ReFocus’s Return to Work Policy; to process Unemployment claims and prepare cases for court and for appeal.
Employee Relations
To become knowledgeable of each person employed by ReFocus, Inc.; to assist Directors and Coordinators in determining ways to increase staff morale and to improve job performance.
Design and implement an effective employee communications strategy that contributes to an overall positive employment brand, aligns with the ReFocus mission, allows for open flow of communications, and creates operational efficiencies.
Ensure that employee relations’ activities are compliant with applicable federal, state, and local laws and regulations.
Create systems that provide and monitor meaningful metrics to track the effectiveness of employee relations’ interventions on turnover, retention, supervisory feedback scores and employee engagement surveys.
Review and establish workplace policies and procedures (e.g., dress code, attendance, computer use) and monitor their application and enforcement to ensure consistency.
Develop, administer, and evaluate performance improvement policies and procedures.
To assist and support Coordinators in formulating written warnings and in conducting employee evaluations; to facilitate conversations between employees and supervisors on personnel issues when necessary.
Work with inside and outside counsel (as appropriate) to resolve employee complaints filed with federal, state, and local agencies involving employment practices, utilizing professional resources as necessary.
Act as executive sponsor and administrator for all compliance driven programs (i.e. Equal Employment Opportunity).
Oversee Diversity, Equity, and Inclusion programs.
Human Resource Information Systems (HRIS)
Evaluate and ensure current HRIS systems meet the needs of the Agency with respect to compliance reporting, management reports, interfaces with third parties and supporting processes are efficient and cost effective.
Oversee HRIS by acting as the strategic leader, compliance owner, and decision-maker, while delegating technical and operational tasks to their team.
Lead and/or participate in the negotiation of agreements with vendors to ensure that continuity of service and competitive rates are achieved.
Risk Management
Assess operational and transactional HR policies and processes, recommend and implement improvements.
Ensure that the Agency’s workplace health, safety, security, and privacy guidelines and protocols are compliant with applicable federal, state, and local regulations.
Develop/select, implement, and evaluate plans and policies to protect employees and others on premise, and to minimize the organization’s loss and liability (e.g., crisis/emergency response, evacuation, workplace violence, substance abuse, return-to-work policies).
Communicate and train the workforce on the plans and policies to protect employees and other individuals, and to minimize the organization’s loss and liability.
Monitor Workers' Compensation claims and coordinate work between employee and insurance carriers. If appropriate, develop systems that will reduce overall level of risk and maintain compliance.
Develop and administer internal and external privacy policies (i.e. identity theft, data protection, HIPAA compliance, workplace monitoring).
Regulatory Compliance & Licensing
Ensure all programs comply with the Rhode Island Department of Behavioral Health, Developmental Disabilities, and Hospitals regulations.
Collaborate closely with the ReFocus Training Department on training updates, compliance, and training accuracy.
Support licensing preparation, including documentation, audits, and staff readiness.
Maintain and keep current ReFocus' Employee Handbook.
Maintain a centralized system of personnel information including, but not limited to, BCI inquiries, I-9 forms, W-4 forms, TDI claims, applications, resumes, proof of driving record, verbal and written warnings, medical and personal leave information, certifications and annual performance evaluations.
Evaluation & Reporting
Develop and administer feedback surveys; analyze results for continuous improvement.
Provide the Coordinating Team, Administrative Team, and Board of Directors with HR reports, updates, and metrics during monthly and quarterly meetings with clarity and confidence.
Maintain required monthly meeting agendas and meeting minutes for HR-related committees or groups.
Agency & Statewide Representation
Serve as a member of the Community Provider Network of Rhode Island Workforce Human Resource Committee on behalf of ReFocus, Inc.
Represent the Agency in statewide workforce development and training initiatives.
Other
To follow through on the implementation of all Agency policies and procedures.
To exhibit professional demeanor in matters of language, dress, and behavior.
To maintain confidentiality regarding the people served, staff, and Agency.
Requirements
Qualifications:
BA/BS degree in Human Resources Management, Organizational Behavior, Organizational Development or other related discipline is required.
PHR/SPHR certification is highly desirable.
7 – 10+ years of progressive leadership experience in the Human Resources field required; minimum of two years experience as the senior Human Resources leader within the organization preferred.
Demonstrated experience of successfully implementing HR programs and initiatives required.
At least five years of direct experience in the development and implementation of Human Resources programs; including organizational development, compensation and benefits systems, performance management, succession planning, employee relations, talent acquisition, employee engagement, and HRIS reporting.
Proven leadership ability to influence, develop, and empower employees to achieve objectives within a teamwork approach.
Excellent written and verbal communication skills are required. Ability to present to all levels of senior management and boards, as well as with key business and community partners.
Bilingual in English and Spanish a plus.
In addition, experience working with individuals with intellectual and developmental disabilities (I/DD) is highly valued. The ideal candidate will demonstrate an understanding of person-centered practices, respect for individual choice, and independence.
Strong communication, facilitation, and presentation abilities. Capable of leading cross-functional teams and managing multiple complex projects. Excellent organizational, analytical, and planning skills.
The Director of Human Resources must possess genuine caring, compassion, respect, sensitivity, and flexibility. The Director must embody the Agency's philosophy and be able to convey its values and mission to all staff and community members with whom they interact.
Reporting and Schedule:
The Director of Human Resources reports to and is supervised and evaluated by the Executive Director. Director of Human Resources works 32-40 hours weekly on those shifts necessary to perform the duties required by this position, within the parameters defined by the Executive Director. This role involves direct, in-person support and is not suitable for exclusively remote work. The Director of Human Resources supervises and evaluates employees in the Human Resources Department.
