Interim Director of Human Resources (47901)

Job Details

Job Location

CBO Office - Atlanta, GA

Position Type

TEMP FT

Education Level

4 Year Degree

Travel Percentage

As needed for business requirements.

Job Category

Human Resources

Description

POSITION: Interim (4-5 months) Director, Human Resources

GENERAL SUMMARY OF DUTIES: The Director of Human Resources reports to the Vice President of Human Resources and will be responsible to manage and develop one Human Resources Business Partner. The position functions as a trusted and collaborative strategic partner to the organization and its leaders while executing HR strategies to develop talent, support integration efforts and organizational capability, workforce planning, HR analytics, creation and implementation of HR process, employee development, change management, employee engagement and retention. The Director of Human Resources is proactive and a balanced HR leader that manages execution and excels in strategic agility with empathy and passion for team. This is an onsite position at our office in Sandy Springs, Georgia.

Responsibilities

Duties may include but are not limited to:

• Function as a proactive, strategic HR leader and business partner to close talent and development gaps.
• Measure the alignment between recruitment activities, onboarding programs, and hiring success in terms of outcomes
• Implement cadence of reporting HR metrics to key stakeholders including but not limited to retention, recruiting analysis and engagement
• Create and implement automated performance management and development routines, Coordinate training of managers and implementation of this process into the new manager training and onboarding plans
• Review and update existing corrective action process; ensure all managers are trained and equipped to execute
• Help develop a talent succession program, ensuring that all key roles have a clear #2 or plan to source through internal talent development or a recruitment plan
  
  

Develop Company Wide Retention Strategy

• Evaluate existing costs associated with termination, hiring and training of hourly and salaried employees
• Improve retention of Medical Assistants by 5-10% in first 12 months
• Create leadership training program that empowers performance management, development, and succession planning for all new leaders
• Implement integration retention strategy to support talent from new partnerships and growth of organization; ensure United Digestive retains >95% of wanted talent through acquisition and partnerships, while quickly identifying and addressing acquired underperformance
  
  

Develop and drive seamless integration processes as United Digestive scales

• Finalize HR due diligence and integration process
• Develop HR integration service level agreement to support potential partnerships and new business
• Manage HR integration tasks among HR team to ensure consistency in process and optimize service level to potential and new partnerships
• Maintain HR integration survey and create action plan; make recommendations for improvement based on results
• With finance and deal teams, identify HR-related cost savings i.e.: labor redundancy, benefits savings) and synergies through integration
  
  

Champion and promote United Digestive’s mission, vision, and values

• Lead by example by driving VIBE culture through leadership behaviors, education, activities / events, and recognition programs
• Develop engagement survey strategy encompassing analysis of engagement and inclusion metrics
• Improve YOY overall engagement % by 5% in all employee categories; create action plan to address specific engagement concerns
  
  

Mentor and manage team through setting realistic performance expectations

• Be a champion of change and prioritize United Digestive’s culture and business initiatives through personal leadership and communication style
• Provide clear goals and expectations with strengths of individual in mind
• Reward high performance and excellence as results are achieved
• Demonstrate courage in addressing underperformance to support accountability
  
  

Strengthen HR strategic planning through communication, analysis, problem solving and innovation

• Communicates strategic goals and plans to achieve them
• Be compassionate but transparent to build continual trust and strengthen partnerships
• Collaborates with others to solve problems and is consistently part of the solution
• Aligns knowledge, talent, and resources to achieve United Digestive’s business and team goals
• Develops and implements HR key performance indicators to measure results
• Bring a practical, can do spirit into every conversation and interaction
  
  

Plan, prioritize, and complete multiple tasks as needed by the business

• Stay organized, involved, and curious about the team and business needs
• Communicate updates with key stakeholders and be timely in all efforts
• Be a champion of continuous learning and development for all employees
  
  

Required Education, Skills & Experience

Bachelor’s degree in Human Resources Management, Business Management, Psychology, or a related field; eight (8+) years of progressive experience in a strategic senior level HR business partner, generalist, or manager, or three to five (3-5) years in a director role in a healthcare organization; three (3) years of proven success as a leader. Experience with process improvement initiatives; ability to proactively identify and diagnose issues using data-driven analysis, and to design and implement solutions to resolve them. Strong presentation skills for various size groups; working knowledge of Microsoft applications including PowerPoint, Access, Excel, and Word; willing to travel approximately 10% - 20%, as needed. Certification preferred (HRCI, SHRM); experience with Paycom and with ASC structure, preferred.

Additional Skills And Experience

Director of human Resources must have or be able to:

• Willingness and ability to be hands-on and roll up your sleeves to get the job done
• Provides field perspective during creation and assessment of HR tools/programs/processes.
• Develops HR policies and ensures consistency of best practices
• Coaching and mentoring at the management and business partner level
• Demonstrates excellent business acumen and the ability to assess HR implications of business priorities
• Executive presence
• Excellent verbal, presentation, and written communication skills.
• Ability to work in a fast-paced environment and successfully manage many priorities
• Experience in motivating, developing, and influencing teams
  
  

PHYSICAL/MENTAL/ENVIRONMENTAL DEMANDS

Requires sitting and standing associated with a normal office environment. Travel 10% -20% as business needs require.