Human Resources Manager
Job Description and Performance StandardsDate:
Name:
ID Number: / Job title: Human Resources Manager
Department: Human Resources
Reports to: HR Operations Director
Select one of the following:
New Hire 90 day Performance Evaluation
Annual Performance Evaluation Other
Mission, Vision, Values, Standards of Performance
Mission: To provide superior service based on Christian values to improve the quality of life for people and communities served.
Vision: To be the best health system in America.
Values: Integrity, Vision, Innovation, Superior Service, Stewardship, Teamwork
Standards of Performance: Customer Experience, Professional Demeanor, Ownership and Accountability, Compliance/Safety
Basic Purpose Of The Job
The Human Resources Manager is a strategic partner responsible for guidance on all areas of Human Resources to Leaders of Baptist Health Care. Primary emphasis includes investigating and responding to complaints and concerns involving Team Members and violation of policy and/or procedure.
The person in this position works under general supervision, is responsible for various shifts, may be subject to over 40 hours per week and/or callback as required, and may also be required to remain on campus immediately before, during, and after severe weather and/or disasters.
Contacts
Age of Patient Populations Served
(check all that apply)
Neonates 1 – 30 days
Infants 30 days – 1yr.
Children 1 – 12 yrs.
Adolescents 13 – 18 yrs.
Adults 19 – 70 yrs.
Geriatrics 70+
X / No Patient Contact
/ Internal Contacts
(check all that apply)
X / Patients
X / Providers (i.e., physicians)
X / Staff (i.e., clinical and admin support staff)
X / Volunteers
/ External Contacts
(check all that apply)
X / Patients
X / Providers
X / Vendors
X / Community agencies and advocates (i.e. students, instructors)
X / Regulatory agencies
Other: ______
Overtime Status
X / Exempt (salaried- not eligible for overtime) / Non-exempt (hourly- eligible for overtime)
Job Requirements
Minimum Education / Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, Management, or Health Care Administration or related field required.
Minimum Work Experience / Minimum of 2 years healthcare industry HR experience preferred.
Required Licenses/Certifications / PHR/SPHR, CHHR, or SHRM-CP or SHRM-SCP certification preferred.
2 years previous management experience preferred.
Required Skills, Knowledge, and Abilities / Demonstrated human resources generalist competencies, including the functional areas of recruitment, employee relations, performance management, compensation, benefits, training and development, HRIS, compliance and employee health and wellness. Organizational development, talent management, change management skills a plus.
Computer skills and experience with web-based recruiting software and HR payroll database management systems required. Experience with Lawson, Kronos, and Position Manager preferred.
Well developed interpersonal, communication and problem solving skills.
Detail oriented with strong organizational and prioritizing practices.
Physical Requirements
Indicate the appropriate physical requirements of this job in the course of a shift.
Note: Reasonable accommodations may be made for individuals with disabilities to perform the essential functions of this position.
General Activity / Number of Hours
8-12 / 6–8 / 4–6 / 2–4 / 1–2 / None
Stand/Walk / X
Sit / X
Drive / PRN
Motion / Up to 1/3 of time / 1/3 or more of time
Bend / X
Squat
Crawl
Climb
Reach / X
Lift / X
Carry / X
Push / X
Pull / X
Use of Hands/Feet / Gross Motor
Function / Precise Motor Function
(Or Fine Manipulation)
Right Hand / X / X
Left Hand / X / X
Right Foot / X
Left Foot / X
Weight Lifted/Force Exerted
Show how much weight or force and how often by checking the appropriate boxes. / Up to 1/3 of time / 1/3 or more of time
Up to 10 pounds / X
Up to 25 pounds
Up to 50 pounds / X
Up to 100 pounds
More than 100 pounds
Body Fluid Exposure /
Yes / X / No
List any other physical requirements:
Mental and Emotional Requirements
Indicate the mental and emotional activities required of this job in the course of a normal shift (check all that apply).
X / Handles multiple priorities / X / Works with others effectively / X / Makes decisions under pressure
X / Manages anger/fear/hostility / X / Manages stress Appropriately / X / Works alone effectively
X / Works in close proximity to others and/or in a distracting environment / X / Independent discretion/decision making
Rating Scale and Definitions
Consistently Exceeds = Performance consistently surpasses all established standards. Activities often contribute to improved or innovative work practices. This category is to be used for truly outstanding performance.
Meets = Performance meets all established standards and sometimes exceeds them. Activities contribute to increased unit/department results. Team members consistently complete the work that is required, and at times go beyond expectations.
Sometimes Meets = Performance meets most, but not all, established standards. Activities sometimes contribute to unit/department results. This category is to be used for team members who must demonstrate improvement or more consistent performance and/or for team members still learning their job. Areas for improvement are included in the narrative.
Fails to Meet = Performance is consistently below requirements/expectations. Immediate improvement is necessary.
Leadership Core Competencies
Servant Leader
· Lives and role models the Always Experience (our culture), by exceeding customers’ highest expectations: every person, every time.
· Embraces and demonstrates our mission and values.
· Establishes trust.
· Acts as an ambassador for the organization internally and in the community as well.
· Holds each other up by managing up.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Goal Achiever
· Aligns and shares strategies, goals, and priorities openly.
· Defines measures and metrics to achieve strategies, goals, and priorities.
· Fosters collaboration with others to align, deploy, and integrate improvements across the system.
· Uses resources responsibly and effectively.
· Drives results.
· Holds others and self accountable for results.
· Remains persistent when facing obstacles.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
People Developer
· Commits to being a life long learner and transfers knowledge and skills to others.
· Improves business acumen and subject matter expertise to achieve personal growth and organizational success.
· Learns, teaches and role models the Always Experience and the BHC culture.
· Selects the right team members.
· Commits to developing others by teaching, coaching, and mentoring.
· Inspires others to achieve their highest level of performance and potential.
· Builds confidence and encourages others by valuing their efforts.
· Recognizes and rewards performance, or handles difficult situations/issues, in an appropriate manner.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Motivator
· Engages team members to accomplish tasks and navigate problems with sustainable solutions.
· Keeps others informed and involved.
· Stays visible and accessible.
· Communicates clear expectations.
· Possesses listening skills and learns from team members.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Innovator
· Researches across industries for trends and benchmarks when solving problems.
· Focuses on the needs of the customer.
· Uses customer/stakeholder information when making decisions.
· Uses process redesign methods to improve results.
· Takes calculated risks and learns from the experience.
· Leads, implements and embraces change.
· Focuses on the future.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Emotional Intelligence
· Demonstrates self and social awareness and varies responses appropriately.
· Understands & demonstrates social responsibility & ethical behavior.
· Remains positive and agile when facing challenges.
· Involves people with strengths he/she does not possesses.
· Gives and is open to feedback.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Essential Functions
Essential functions are those tasks, duties, and responsibilities that comprise the means of accomplishing the job’s purpose and objectives. Essential functions are critical or fundamental to the performance of the job. They are the major functions for which the person is held accountable. Following are the essential functions of the job:
Counsels and advises all levels of staff regarding policies, practices, and procedures, particularly those related to disciplinary process and problem resolution sessions.
· Acts in accordance with BHC HR department policies & procedures in matters of disciplinary process.
· Investigates and consults with BHC HR department and respective Leadership relative to employee complaints and grievances.
· Provides consulting/coaching/counseling to leaders and employees in the development of positive work relationships, performance management, team building and effective conflict resolution within the physician practice offices.
· Participates in programs of employee relation to prevent and mediate employee disputes and grievances; assuring consistency and fairness.
· Counsels employees and supervisors regarding employee relations matters; ensuring consistency and fairness.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Acts as source of information and takes primary ownership for communication of all employee related initiatives, topics and events, keeping leaders informed and involved to better serve their staff members.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Provides education and advice to managers on proper documentation and legal requirements for discipline and termination procedures, including constructive assistance to employee (and suggesting EAP).
· Reviews documentation of all employees with disciplinary actions or recommended for probations/discharge to as certain that appropriate constructive actions, rather than punitive, were taken beforehand.
Consistently Exceeds Meets Sometimes Meets Fails to Mee
Assists department heads with salary administration program for new hires, merit increases and promotions, occupational and market adjustments.
· Makes hiring/transferring salary determinations.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Coordinates performance evaluation system, processes evaluations for merit increases if applicable and maintains master copies for team member files.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Maintains documentation of all employee relations cases.
· All meetings/cases are documented and filed as evidenced by files/logs.
· Review documentation supporting recommended disciplinary action to ensure the appropriate course of action has taken place.
· Input all disciplinary actions forwarded from department leaders into HRIS.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Assists leaders in the uniform administration of HR policies and procedures.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Develops and recommends HR policies as needed.
· Consults with BHC HR regarding HR policy and procedure manual review and updates.
· Develops and recommends policies for the mediation and documentation of grievances, discipline and terminations problems.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Troubleshoots and corrects on-site HR system issues.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Meet or speak with team members in need of Family Medical Leave and medical accommodations. Consistently Exceeds Meets Sometimes Meets Fails to Meet
Assists leaders in the uniform administration of HR policies and procedures.
· Provides supervisory and management training on HR processes as needed.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Monitors unemployment claims and prepares for and attends unemployment hearings in conjunction with the manager to represent the cases.
· Audits monthly unemployment bill, troubleshoots problems with Hospital’s agent, approves bill for payment, and returns to HR assistant within one week of receipt for processing.
· Completes wages form and reason for separation form and faxes to USC in timely fashion.
· Documents for the hearing are prepared and completed at least two business days prior to the hearing.
· Coordinates with the department manager within two business days of being notified of the hearing and prepares the Manager to define the Hospital’s position.
· Results of efforts should lower unemployment costs as reviewed by the Operations Director.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Represents the organization at external hearings with governmental agencies regarding disciplinary hearing (such as Human Relations Commission and UAC).
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Supports leadership development, supervisory training, employee education and team building, including teaching and co-training.
· Provides supervisory and management training on HR processes as needed.
· Acts as consultant to departments in the development of in-services and orientation training programs, and conducts in-services as requested.
· Conducts new employee orientation on personnel policies, benefits, and philosophy/missions/values of organization.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Coordinates celebration of service functions for employees as needed.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Follows the hospital exposure control plans/bloodborne and airborne pathogens.
· Demonstrates knowledge of techniques, procedures, and correct use of protective barrier equipment.
· Ensures a safe environment by instituting appropriate control measures.
· Attends annual education programs.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Attends all required safety training programs and can describe his/her responsibilities related to general safety, department/service safety, and specific jobrelated hazards.
· Attends all required safety education programs.
· Provides complete and accurate responses to safety questions as administered by supervisor (see attached).
· Operates assigned equipment and performs all procedures in a safe manner as instructed.
· Maintains work area and equipment in condition required by department standards.
· Demonstrates proper body mechanics in all functions.
Consistently Exceeds Meets Sometimes Meets Fails to Meet
Demonstrates respect and regard for the dignity of all patients, families, visitors, and fellow team members to ensure a professional, responsible, and courteous environment.
· Interacts with all of the above in a considerate, helpful, and courteous manner, as observed by the director and peers.
· Fosters mature professional relationships with fellow team members in a courteous, friendly manner, as measured by management observation and peer input.
· Maintains professional composure and confidence during stressful situations.
· Maintains open communication using appropriate chain of command regarding issues.
· Conducts all work activities with respect for the rights and wishes of patients, visitors, families, and fellow team members.
· Maintains confidentiality of all hospital and patient information at all times, as observed by peers and management.