Regional Human Resources Manager - Gilchrist

Overview

Regional Human Resources Manager - Gilchrist at GBMC HealthCare. Reporting to the Associate Director / Director of Human Resources, the HR Manager is responsible for the successful application of Human Resource (HR) practices, processes, and policies in support of Gilchrist's affiliate subsidiaries and joint ventures. The HR Manager works closely with the Associate Director / Director of Human Resources to develop and implement HR strategy in support of organizational goals and objectives. The incumbent contributes to the organization's performance by working closely with cross-functional leaders to achieve organizational goals. The incumbent assists with resolving complex conflicts, Employee / Labor Relations issues, Fair Treatment matters, Recruitment and other workplace situations using a collaborative and consultative approach. Responsibilities also include off-boarding, state, federal and regulatory compliance, policy interpretation and special projects. The HR Manager will work closely with management and employees to enhance work relationships, build morale and increase productivity, retention and engagement. Additional responsibilities include serving as a point of contact on employee engagement, retention, organizational design, employee development / training initiatives, succession planning. The incumbent will act as a performance improvement driver to influence positive changes.

Responsibilities

• Work System HR Supervision : Provide strategic and day-to-day operational and leadership guidance and oversight into the development and coordination of HR programs, practices and strategies within the assigned work system.
• Work System HR Supervision : Serve as a strategic partner with senior leadership on recruitment, engagement and retention.
• Work System HR Supervision : Coordinate and monitor regulatory compliance on federal, state and local levels with Joint Commission, CHAPS and / or CMS standards.
• Consulting Partnership : Conduct complex departmental operational analyses, needs assessments and / or audits and proactively works with clients by organizing and coordinating cross-functional Human Resource efforts to develop and execute performance improvement plans.
• Consulting Partnership : Identify, develop and implement HR best practices for client groups.
• Consulting Partnership : Provide timely feedback to the appropriate customer in a clear and concise manner.
• Consulting Partnership : Work to smoothly execute the HR components of organizational changes.
• Employee / Labor Relations : Regularly meet with department leadership and staff to maintain up to date knowledge on business needs, objectives, issues, concerns and projects in assigned client groups.
• Employee / Labor Relations : Serve as a trusted advisor in all areas of HR including employee relations, investigations, leaves of absence and compensation. Provide professional policy guidance, interpretation, advice and coaching. Make appropriate recommendations necessary to establish a positive employer-employee relationship and promote a high level of employee engagement and best outcomes.
• Employee / Labor Relations : Partner with management to communicate and interpret Human Resources policies, procedures, programs and applicable laws to ensure compliance.
• Employee / Labor Relations : Provides guidance on issues related to ADA, FMLA, Equal Employment, unemployment and applicable laws.
• Employee / Labor Relations : Manage and resolve complex Employee / Labor Relations issues and incidents in a timely manner by conducting full, thorough, objective and effective investigations for resolution of employee issues. Works with Managers to swiftly resolve individual performance concerns.
• Employee / Labor Relations : Advises managers and supervisors about the steps in the progressive discipline process of the company. Counsel's managers on employment issues.
• Employee / Labor Relations : Log and track Employee / Labor Relations investigations and monitor outcomes. Use information to develop action plans to mitigate risks to the organization and affect positive change.
• Employee / Labor Relations : Compose investigation summaries, investigation outcome letters, employee suspension letters and separation letters.
• Employee / Labor Relations : Participate, monitor, process, respond to and report on unemployment and EEOC claims and cases. Gather data and provide copies of documentation as needed.
• Employee / Labor Relations : May be designated primary contact person for special projects or employee related events.
• Employee / Labor Relations : Assist management on compliance of all State and Local and Federal Laws.
• Employee / Labor Relations : Other duties as assigned.
• Talent Acquisition Partnership : Promote diversity awareness in hiring practices.
• Talent Acquisition Partnership : Obtain requisitions and advise managers on interviewing and candidate selections. Work directly with managers regarding placements.
• Talent Acquisition Partnership : Develops creative and both traditional and non-traditional sources for applicants, screens and refers candidates to hiring managers.
• Talent Acquisition Partnership : In partnership with hiring manager, extends and negotiates offers of employment to selected candidates, and coordinates new hire process.
• Talent Acquisition Partnership : Partner with the Talent Acquisition team on strategic headcount planning, identifying critical roles and succession planning.
• Talent Acquisition Partnership : Works effectively with department leadership and Talent Acquisition team to identify current and anticipated talent needs. Collaborates to develop strategic, workable solutions.
• Talent Acquisition Partnership : Collaborates with leadership and Talent Acquisition team to establish goals and objectives for hiring priorities.
• Talent Acquisition Partnership : Provides guidance and coaching and serves as the first resource for hiring managers and recruiters for questions on equitable hiring practices.
• Compensation And Benefits Partnership : Understands compensation principles such as job design, grade structures, and overall compensation philosophy. Knowledgeable of the key principles of Anti-trust laws and FLSA exemption tests. Collaborates with colleagues to influence compensation programs that attract, engage, and reward talent.
• Compensation And Benefits Partnership : Partners with Compensation and internal clients to address day-to-day operational pay administration issues.
• Learning and Organizational Development Partnership : Identifies learning / training needs for teams and individuals and recommends opportunities and resources for respective functional units.
• Learning and Organizational Development Partnership : Coach managers on performance management, feedback, employee development and career pathing.
• Learning and Organizational Development Partnership : Partner with leadership on organizational and people related strategy and execution.
• Employee Experience Partnership : Gather, collect and interpret data that assists managers with developing action plans and strategies to improve employee engagement and the overall employee experience.
• Employee Experience Partnership : Identifies and recommends Learning / Training opportunities and resources for Human Resources and respective functional units.

GBMC Values

Qualifications

Position Details

Pay and Benefits

J-18808-Ljbffr