Director of Human Resources
Role Description
AHMC Overview and Role Summary
AHMC is a cornerstone of the communities where we are located, providing comprehensive healthcare services, including an Emergency Room and a full range of specialties. We are committed to delivering quality patient care and building a supportive and inclusive workplace for our staff. As a strategic leader, the Director, Human Resources will align business objectives with employees and management, and serve as an evidence-based business partner to the executive leadership, related to our organizational goals and strategy on HR related issues,
including employee health, employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process, and compensation. The Dir, HR is responsible for directing the HR team. At the same time, formulate cross-functional partnerships to deliver value-added service to
management, employees, and patients that reflect the business objectives of AHMC.
The Dir, HR is responsible for supporting our mission to provide outstanding patient care. They will apply their
understanding of healthcare, human resources, working with union relationships, and supporting our mission of caring for underserved communities to ensure the company’s objectives are met. This leadership role will have the critical responsibility of shaping a positive work culture, ensuring staffing excellence, acting as a development coach to our
operations leaders and overseeing the employee engagement and workforce culture strategies that make the family of AHMC Hospitals a great place to work.
Key Result Areas:
Strategic HR Leadership:
Manages the Human Resources staff.
Develop and implement HR strategies that support the hospital’s mission and strategic goals
Collaborate with leadership to ensure alignment of HR practices with organizational objectives
Lead the human resources/organizational function and its systems and support services that ensure quality results in the identification, recruitment, selection, retention, and development of key personnel
Establishes effective mechanisms for collaboration with employees in support of the Facility's mission and strategic business initiatives
Maintains expertise in human resources "best practices" and provides a forum to leverage breakthroughs and expertise to ensure effective and efficient utilization of human resources
Talent Acquisition & Retention:
Oversee recruitment efforts to attract and retain qualified healthcare professionals across all specialties.
Implement retention strategies that foster employee engagement and job satisfaction
Creates and implements processes designed to measure the effectiveness of Human Resources policies, programs, and practices
Identifies and supervises appropriate consultants to assist with organizational development activities
Employee Relations:
Promote a positive work environment through effective conflict resolution and open communication
Manage employee relations issues, ensuring adherence to hospital policies and legal regulations
Develops systems and appropriate collateral material to ensure effective associates, including those represented by collective bargaining units
Establishes effective mechanisms for communication and interface with all associates, including those represented by collective bargaining units
Oversees the administration of collective bargaining agreements with five (5) unions
Furnishes recommendations on courses of action in handling employees' concerns and problems to department heads, managers, and supervisors
Investigates causes of disputes and employee disciplinary problems, recommends follow-up action to management, including written warnings, suspension, and discharge action in conjunction with established institutional policy
Consults with corporate HR and manages their involvement in instances where legal participation is appropriate to minimize organizational risk
Monitors the organization's grievance program and acts as an advisor to all parties during the various levels of the process
Compliance and Risk Management:
Ensure compliance with healthcare regulations, labor laws, and accreditation requirements
Develop and implement programs to mitigate HR-related risks
Advises administration, supervisor staff, and associates at all facilities as to the proper interpretation of various personnel and managerial policies, procedures, and regulations, and collective bargaining agreements
Performance Management:
Implement performance management systems to ensure fair, consistent, and constructive evaluations.
Support department managers in addressing performance and disciplinary issues
Oversee staff development programs, including orientation, continuing education, and leadership training
Identify and address skills gaps to enhance workforce capabilities
Compensation and Benefits:
Manage competitive compensation structures and benefit programs to meet workforce needs
Conduct regular market analysis to ensure competitiveness in the healthcare sector
Qualifications:
Bachelor’s degree in human resources, Business Administration, or related field; master’s degree preferred
5+ years of HR experience, preferably in a healthcare setting
Strong knowledge of healthcare regulations and HR best practices
Deep experience working in healthcare in a Union environment
Excellent communication and leadership skills
Ability to work collaboratively in a fast-paced, multi-disciplinary environment
SPHR Certification preferred
Advatix®, Inc. is one of the world’s leading providers of e-commerce Supply Chain and Logistics Consulting Services and Solutions that enable its clients to transform their operations for speed, service, and cost of fulfillment and delivery of goods and services. We are committed to an inclusive workplace that does not discriminate against race, nationality, religion, age, marital status, physical or mental disability, sexual orientation, gender, or gender identity. We believe in diversity and encourage any quali?ed individual to apply. We are an EEOC Employer.
