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Job Description
Orthopedic Centers of Colorado (OCC)
Location: Denver, Colorado
Reports To: Chief Operating Officer
Travel Required: Yes (local)
FLSA Status: Exempt
Position Type: Full-Time
Fiscal Responsibility: Yes
Supervisory Responsibility: Yes
Effective Date: 9.16.2022
Job Title: Director, Human Resources
Job Category: Administrative
POSITION OVERVIEW
Directly responsible for the overall administration, coordination, and evaluation of the Human Resources functions within OCC.
JOB DESCRIPTION
Role and Responsibilities:
Manages overall employment life cycle for OCC to attract, motivate and retain an exceptional workforce.
Partner with division leaders to ensure OCC has updated and appropriate job descriptions for all positions
Draft and update job ads for internal and external publication.
Complete applicant screening process for OCC positions to include phone interviews and in-person interviews.
Conduct candidate quality reviews through background and reference checks. Ensure practice managers are doing the same for positions under their responsibility.
Extend designated job offers in accordance with internal compensation structure, and participates in any compensation package negotiations and ensure practice managers are doing the same for positions under their responsibility.
Maintain the integrity of the HRIS, ensuring validation of data and efficient workflow between HR, Payroll and Benefits Providers.
Develops, maintains, and communicates practice policies, procedures, for HR-related matters in accordance with federal and state regulation
Review and update all OCC HR policies and procedures in accordance with applicable laws and industry best practices.
Communicate new HR policies and policy changes with managers and employees.
Ensure that managers and employees consistently follow established policies and standards.
Ensure that the practice maintains regulatory compliance with all applicable employment laws (e.g., EEO, FLSA, FMLA, ADA, USERRA, etc.).
Maintains knowledge of industry trends and employment legislation and ensures practice compliance.
Participate in educational opportunities to maintain knowledge of the field of Human Resources in healthcare.
Communicate pertinent legislative changes to managers and apply to HR policies as appropriate.
Works with the COO, CEO, and OCC Board in the annual review, preparation and administration of compensation and benefit programs
Collects data on relevant market information on positions within OCC.
Collaborates with senior management on developing and administering compensation philosophy and corresponding pay structures.
Take measures to ensure that compensation structures are competitive and cost-effective.
Ensure that internal compensation practices are consistent with policy and procedure and support internal equity.
Gathers and reports statistics on HR metrics to include FTE count, turnover, benefit costs.
Reviews staffing, compensation, and benefit costs data on a regular basis.
Identifies any anomalies or patterns of concern and presents to senior management for review.
Works directly with practice managers to assist them in carrying out their responsibilities on staffing and employee relations matters.
Regularly meets with practice managers regarding staffing needs as well as staff performance.
Provides guidance on management of employee relations issues from positive feedback to disciplinary action
Advises practice managers on policy interpretation and potential courses of action involving employee matters (e.g., extended leaves, accommodation requests, performance concerns, policy violations, etc.)
Provides documents and templates for practice managers to aid with HR-related correspondence.
Participates in employee retention initiatives including culture, promotion, and stay interviews.
Conducts investigations and takes appropriate measures to manage and/or resolve complex employee relations matters.
Provides support and guidance to practice managers in staff performance management.
Leads and/or participates in investigations regarding sensitive or urgent employee relations matters including, but not limited to harassment, discrimination, or other gross misconduct.
Drafts documentation and participates in disciplinary meetings, including employment terminations.
Directs and/or participates in any internal or external staff grievances.
Administers and analyzes usage of staff benefit plans to ensure quality service and return on investment
Oversees administration of benefit plans to include health, dental, vision and disability.
Coordinates with accounting to reconcile payroll deductions.
Provides assistance to staff with complex benefit claims.
Analyzes utilization of plans and provides recommendations for plan changes or enhancements to meet demand for services, while mitigating expense.
Participates on committees, and special projects as directed by the COO and CEO
MANAGEMENT CORE COMPETENCIES
Leadership: The ability to engage staff to achieve departmental and practice goals. Communicating effectively with staff and setting clear direction and priorities. The willingness to take accountability, not only for one’s direct actions, but the actions taken by staff under one’s leadership.
Organization/Planning: The ability to prioritize responsibilities and objectives so goals may be accomplished. This includes applying appropriate authority limits, establishing working relationships, and addressing needs in a timely and effective manner. The ability to develop an effective course of action, set realistic goals and time frames, take individual action and/or delegate responsibilities, and execute effectively.
Staffing: The ability to define staffing requirements and select appropriate and well-qualified candidates for positions consistent with position requirements. The extent to which a manager recognizes staffing needs and makes adjustments as necessary to reach appropriate levels based on work demands.
Fiscal Responsibility: The appropriate planning and execution of assigned budget. Demonstrating proper stewardship of finances by ensuring that spending practices are responsible, affordable, and sustainable. This includes adhering to compensation policies and guidelines. Appropriate management and oversight of the revenue cycle processes within one’s scope of responsibility to ensure adherence to procedures and achievement of objectives.
Physician Relations: The demonstrated ability to interact with physicians and physician leadership on a professional and competent level, instilling confidence and trust. Establishing and maintaining credible working relationships as it relates to practice operations and decision-making.
Customer Service: The demonstrated ability to provide the highest level of customer service to patients, physicians, outsider providers/vendors, and internal customers. Consistently modeling superior customer service standards for staff and peers.
Interdepartmental Relationships: The development and maintenance of positive and constructive relationships with other organizational functions. This is demonstrated through consistent communication and follow through as they relate to common goals.
Performance Management: The extent to which the manager sets clear performance criteria and evaluates staff on a timely basis, taking corrective action as needed to improve performance deficiencies. Completing annual performance reviews for staff members in a thorough, timely, and accurate manner.
Staff Development: The ability to assess staff capabilities and to initiate training and development to enhance their skills and/or prepare them for higher responsibilities. The ability and willingness to provide constructive feedback to help employees improve skills and knowledge levels.
Professional Development: Maintaining and promoting professional competence through continuing education and other learning experiences. Seeking new learning experiences by accepting challenging opportunities and responsibilities. Objectively evaluating suggestions or constructive feedback and attempting to improve performance or seeking resources/guidance as needed.
Strategic Vision: The demonstrated ability to apply individual knowledge to continually develop and implement best practice in area of expertise.
Qualifications and Education Requirements
Education required:
Bachelor’s Degree
Experience required:
Minimum 5 years of experience in Human Resources, preferably in healthcare, with at least three years in an HR management position
Professional license or certification requirements:
Valid driver’s license to travel to other offices, if needed.
Job Type: Full-time
Pay: $100,000.00 – $130,000.00 per year
Benefits:
401(k)
401(k) matching
Dental insurance
Employee assistance program
Flexible schedule
Flexible spending account
Health insurance
Health savings account
Life insurance
Paid time off
Parental leave
Vision insurance
Schedule:
8 hour shift
Monday to Friday
Supplemental pay types:
Bonus pay
COVID-19 considerations:
We follow the COVID-19 precautions that the area hospitals follow.
Education:
Bachelor’s (Required)
Experience:
Microsoft Office: 5 years (Preferred)
Human resources: 5 years (Required)
Benefits administration: 3 years (Preferred)
HRIS: 3 years (Preferred)
Work Location: One location
