Director of Human Resources - Interim Support Role

Job Description

Job Description

Director of Human Resources - Interim Support Role Tulsa, OK

6-month contract

$10K completion bonus

If located 60+ miles from Tulsa location per diem may apply

POSITION SUMMARY :

The Interim Support Human Resources Director is responsible for assisting withthe overall operations of the Human Resources Department.

This position actively participates with the HR Director and other varioushospital leaders in designing and providing human resources needs and services.

• Develops and implements hospital wide policies and procedures.
• Establishes and formalizes HR workflows.
• Develops goals and objectives for the Human Resource department and initiates specific programs in the various functions of the department for recruitment, compensation, benefits, employee relations, affirmative action, and HCM conversion processes, department budget.
• Oversee the Employee Health Department.
• Knowledge of the principles of management and supervision, Human Resources practices, and applicable personnel laws and regulations.
• Must be able to communicate with a wide variety of persons, including Medical Staff, Board Members, community, and hospital personnel.
• Must demonstrate critical thinking skills, personal responsibility, sound judgment and leadership in anticipating, and delegating.
• Reports to the Human Resources Director and the CEO.

Position Requirements :

• Undergraduate degree required; master’s degree in business, human relations, or human resources is preferred
• HR Certification required : PHR / SPHR or SHRM-CP / SHRM-SCP
• Minimum 5 years of experience in Human Resources operations
• Minimum 3 years of experience in HR leadership role
• In-depth knowledge of employment laws and human resources practices
• Healthcare experience is a must

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• Plan, direct, or coordinate human resources activities and staff of an organization.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Represent organization at personnel-related hearings and investigations.
• Negotiate bargaining agreements and help interpret labor contracts.
• Identify staff vacancies and recruit, interview, and select applicants.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
• Prepare personnel forecast to project employment needs.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
• Investigate and report on industrial accidents for insurance carriers.
• Administer compensation, benefits, and performance management systems, and safety and recreation programs.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.
• Allocate human resources, ensuring appropriate matches between personnel.
• Oversee the evaluation, classification, and rating of occupations and job positions.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Analyze training needs to design employee development, language training, and health and safety programs.
• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Prepare and follow budgets for personnel operations.
• Conduct exit interviews to identify reasons for employee termination.
• Develop, administer, and evaluate applicant tests.
• Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.
• Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
• Provide terminated employees with outplacement or relocation assistance.
9 days ago