Job Details

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

HR Operations Manager

Largo, MD, US

Attachments: 1

3 days ago Requisition ID: 1198

Salary Range: $80,000.00 To $90,000.00 Annually

Overview

Providing compassion and care isn't just our profession at PHRI, it's our passion…and culture. We care for the clients that we serve. We listen to them and provide the support that they need to enable them to live comfortable and fulfilling lives. Our drive is to restore hope and healing to the community. We are looking for mission driven professionals who want to join a transformational company with a big heart and make a difference in the community.

Currently serving over 1,500 patients in two different states and looking to grow to over 10,000 patients in 5 states, over the next 3-5 years. Its focus is advocating and implementing integrated care model approach to underserved population undergoing behavioral health related issues.

Reports To

COO

Classification

Exempt

Date Approved

January 2025

Location

Washington, D.C.

FTE

1.0

Environment/Physical Demands

Standard Office / Sit, stand, walk, lift 15 lbs

Job Description

Position Summary: The Human Resources Manager (HRM) is responsible for strategic workforce planning, as well as the day-to-day HR Operations within the organization. They focus on acquisition, development and culture of the best talent, critical drivers to achieve organizational goals. The HRM proactively works with organization leadership to manage people metrics with expected outcomes of minimal turnover, high employee engagement, high quality patient care, and excellent experiences for all patients and employees.

Duties and Responsibilities

• Develop and execute HR strategies, programs and initiatives that directly align with the organization business plans and strategies.
• Champion the journey toward the “best place to work in health care” by fostering a high-performance culture that delivers high quality patient care and excellent patient experience.
• Be a valuable business partner and high performing member to the organization A-Team, including problem-solving, decision support and leadership development.
• Deliver core HR services including recruiting, employee relations, employee health/safety, employee learning/development, and HR legal/regulatory compliance.
• Drive efficiency in overall HR operations, including implementation of HR enterprise services, oversight of salary/wages/benefits (e.g., labor standards/staffing, contract labor, overtime, premium pay), and HR operations scorecard/metrics.
• Design and implement a one to three- and three-to-seven-year workforce plan based on local and national trends and projections.
• Responsible for day-to-day operations that drive low turnover, high retention, within the organization to include:
  • Deliver sound selection, onboarding, and orientation activities to create positive new employment experience and reduce first-year turnover.
  • Foster high employee engagement through the development of strong HR programs and team execution of engagement action plans.
  • Deliver timely and informative internal communications to employees.
  • Oversee overall pay and labor staffing seeking opportunities to improve productivity.
• Responsible for day-to-day operations that minimize and mitigate employer risk to include:
  • Ensure compliance with all HR regulatory requirements, employment law, and Joint Commission HR standards.
  • Respond to EEO complaints and prepare position statements.
  • Direct overall employee health and occupational safety with significant input from the employee Health Nurse, Nursing, Infection Control and Infectious Disease to ensure that employees have confidence that they are provided a safe workplace.
  • Ensure proper planning, response and reporting to the following agencies with respect to employee health and occupational safety: Joint Commission, OSHA, CDC, other federal, state, and local agencies.
• Responsible for strategic workforce planning for the organization to include:
  • Project workforce gaps considering current staff, local labor market, and national healthcare statistics, trends, and projections.
  • Develop workforce strategies, including full-time/part-time/per diem mix, staffing models, and education strategies/partnerships to prepare workforce for the future.
  • Participate and execute on leadership development programs including talent mapping, succession planning, emerging talent programs, leadership academies, and other leadership development programs.
  • Deliver leadership education and development, inclusive of transitional leadership training, diversity and inclusion, and labor relations and employee relations.

Organizational Leadership - Expectations & Requirements

• Collaborates with corporate, regional, and A-Team members to achieve business results and shares best practices with others.
• Viewed by and sought after by leaders as an HR advisor and expert with ability to influence decisions; trusted confidante to CEO.
• Communicates across the organization to create awareness and gain support for HR decisions.
• Provides leadership in building loyalty, trust, and commitment; supports employee advocacy and engagement programs.
• Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions.
• Demonstrates business acumen when managing competing priorities and creates career ladders where possible.

Develop Organizational Talent

• Participates in workforce planning to ensure an adequate, competent, and productive workforce; creates annual long-term strategic workforce plans for the facility, including diversity/inclusion strategies.
• Leads talent management strategies including recruitment and retention and succession planning to ensure continuity of operations.
• Manages onboarding and assimilation processes for new employees and conducts 30/90-day reviews.
• Leads performance management processes and development programs to meet goals and ensure timely completion of mandates.
• Acts as coach and mentor to HR staff and leaders as required.

Aligns the Organization

• Attends and contributes to business planning to align people plans with the business plan.
• Implements cost-conscious workforce strategies that maintain engagement and recruitment quality.
• Provides global outlook on decisions and delegates to others while ensuring accountability.

Optimize Execution

• Administers and communicates policies and legal mandates; ensures stakeholders understand changes.
• Participates in acquisitions and divestitures; leads HR aspects of transitions and RIF notifications as required.
• Completes and communicates final investigative results of Employee Relations/Labor relations within 48 hours of receipt.
• Collaborates with compensation and benefits on policies and programs (enrollment, new hire/termination, wellness).
• Collaborates with legal and ethics/compliance on policy enforcement; leads HR in audits (e.g., Joint Commission).

Qualifications

Candidate experience, attributes and education requirements:

• Experience of at least 5 to 7 years in a top HR leadership position.
• Healthcare or Behavioral Health experience is preferred.
• Demonstrated track record of driving high organizational performance and high employee engagement.

Professional Attributes

• A strategic thinker with strong operational focus, good judgment, and detail-oriented perspective.
• Well organized, decisive, and self-directed with ability to foster teamwork.
• Excellent work organization skills and ability to manage multiple demands.
• Effective communication with diverse groups and strong written/oral presentation skills; proficient with Microsoft Office.
• Active listener, able to coach and correct constructively; provide clear directions and maintain ongoing dialogue with employees.
• Interpersonally savvy; able to build rapport across the organization.
• Strong team-building, motivation, and leadership development capabilities.
• Ability to earn trust, maintain confidences, and act with integrity.

Personal Attributes

• High-energy with a strong work ethic and high performance expectations.
• Values employees at all levels and treats all with dignity and respect; empathetic and compassionate.
• Self-confident with presence and balance of ego.
• Highest personal and professional integrity; earns respect with peers and senior leadership.
• Passionate about their work and able to inspire others.
• Proficient with Microsoft Outlook and standard software.
• Legally authorized to work in the U.S.

Competencies

• Simplify complex issues; break down problems into priorities that impact the business.
• Delegate effectively; provide direction and resources.
• Predict future trends and challenges; stay up-to-date on industry developments.
• Systemize processes; create clear workflows and align goals.
• Structure organization for growth; define roles and accountability.

AAP/EEO Statement

It is the policy of Prestige Healthcare Resources, Inc. to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Prestige Healthcare Resources, Inc. will provide reasonable accommodation for qualified individuals with disabilities.