THIS ROLE IS FULLY ONSITE IN SOUTH LOS ANGELES, CA.
KORE1, a nationwide provider of staffing and recruiting solutions, has an immediate opening for a Director of HR: BA &/or HR cert, healthcare (FQHC or non-profit preferred), hands on leadership skills req.
Reporting to the Chief Administrative Officer, the Sr. Director. People, Culture & Talent is responsible for planning, directing, managing and overseeing all the Human Resource (HR) functions, including but not limited to recruitment and selection and retention, employee relations, organizational development, compliance with labor laws, training and development, benefit administration and leaves of absence as well as credentialing.
The Director of People, Culture and Talent ensures that the values and beliefs of the organization are reflected in the organization by developing strategies to engage staff throughout the organization including refining the culture of the organization to ensure that the staff have a sense of belonging to the organization and feel committed to its work.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
The Sr. Director People, Culture, and Talent will oversee and be charged with all aspect of recruitment including:
Supervision of Talent/Recruitment, Human Resources and Credentialing.
Assumes full responsibility for all human resources functions, programs, procedures, legal processes, records, data, and budgets. Keeps agency updated and in compliance with appropriate governing agencies and federal and state laws.
Oversees and manages employee benefits programs and communications with employees about benefits.
Creates a HR business plan and implements the plan on an annual basis under the direction of senior management team. Monitors and reports on progress quarterly.
Coordinates all HR initiatives with senior management for proper implementation. Uses collaborative processes and negotiates to implement initiatives.
Assist with organizational branding efforts to promote culture and diversity and inclusion to attract qualified workforce members to the organization and create a best place to work organization.
Provides counsel and direction to all managers, department heads and executives and serves as mentor, and coach as needed. Always strives for teamwork and team spirit.
Resolves all conflicts between employees in a mature, equitable and legally defensible manner. Assures all parties of fairness with open and clear communication in conflict processes.
Makes recommendations and provides solutions to resolve disputes. Negotiates sensitive and controversial issues.
Manages and helps resolve personnel issues. Issues and/or provides oversight in the issuance of counseling notes, disciplinary warnings and write-ups, performance evaluations, performance improvement plans, and discharge letters.
Manages an HR department, assesses and monitors the work for an administrative team and occasional interns in a collaborative manner. Trains and directs them to increase knowledge, productivity, skills and abilities.
Advises senior leaders on the best candidates for open positions in a non-profit environment.
Supervises recruitment, talent management and retention processes.
Provides assistance to the Executive Team as needed
Explains, justifies and defends all HR department programs, polices, procedures and activities.
Conducts organizational surveys, employee surveys, salary surveys, compensations studies for the organization.
Supports new initiatives and makes an impact on operational and technology programs i.e. EHR, HRB.
Provides HR management reports and analysis, and makes presentations as required. Keeps a focus on cost savings, budgetary controls, and maintains expenses.
Oversees legal and regulatory compliance in areas of employee and workplace policies, Workers' Compensation, reporting, benefits administration, compensation and payroll, and other Human Resources matters.
Handles personnel issues in conjunction with management, including union personnel issues.
Conducts and/or oversees workplace investigations and consults with the Executive Team and/or outside legal counsel, as needed.
Ensures compliance with federal and state laws and regulations and undertakes updates to the employee handbook as well as HR policies and procedures in consultation with outside legal counsel and the Executive Team.
Develops and implements strategies and plans for health and safety of employees.
Reviews and updates job descriptions in consultation with the Executive Team and outside legal counsel, as needed.
Oversees and advises on employee leaves in accordance with leave laws (i.e. Worker's Compensation, FMLA, CFRA, PDL, ADA, FEHA, etc.) and works closely with payroll and outside legal counsel, as needed, to ensure employees are properly classified and compensated, as applicable.
Provides and/or arranges for appropriate personnel training (i.e. harassment, management, HIPAA, etc.)
Works closely with outside legal counsel to monitor and protect the organization and its integrity and mission.
Performs other job-related duties and responsibilities as required or assigned.
Other duties may be assigned, as required.
As a Director of People, Culture and Talent, we expect you to have the following attributes:
Mission Alignment: Candidates should have a personal commitment to providing quality healthcare to communities we serve.
Quality Execution: Delivering high-quality candidates and results on time is important to you. You know how to plan to hit key milestones, are responsive, and can be counted on to deliver great work.
Learn and Adapt Quickly: You are comfortable learning new things quickly, implementing necessary changes, and know when to ask questions and reach out for support. You are comfortable with the thought of quickly defining priorities and the possibility for them to shift as a response to needs and the environment.
Communicate Thoughtfully: Your writing is clean and simple. You consider your audience and use superb judgment, whether sending a quick email response or drafting a message for a large group.
Entrepreneurial Mindset: You know when to be a quick study to master situations, information, or skills easily and quickly and then believe in your own judgment, abilities, or skills to undertake new tasks and lead them to a successful outcome.
Strategic Vision and Project Management: Ability to think strategically, anticipate future consequences and trends, and incorporate them into a project plan to pursue clear goals.
Strong Interpersonal Skills: Ability to find common ground with a variety of stakeholders and constituencies and motivate and influence them to take action.
Supervisory Responsibilities
Will supervise staff as necessary.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education & Experience
Bachelor's degree in Human Resources, Business Management, Organizational Development or related field strongly preferred; otherwise a Bachelor's degree in any area is also great. Will consider relevant experience / a relevant HR certification in lieu of degree.
Prefers any of the following certifications: Senior Professional in Human Resources (SPHR) Certification, Human Resources Management Professional (HRMP) Certification, or Professional in Human Resources (PHR) Certification.
Healthcare experience is required, FQHC or non-profit strongly preferred.
At least five years in a HR management role at a non-profit, public or private organization (must have held a Director of HR title to be considered) with tactical / hands on HR skills spanning:
Direct management experience with the ability to manage and mentor a staff of HR personnel.