Director of Human Resource

at  Commonwealth Care of Roanoke

Commonwealth Care of Roanoke is Seeking an Experienced and Strategic Minded Human Resources Leader to Join Our Team in Roanoke, Virginia!
At Commonwealth Care of Roanoke, our goal is simple: to help improve the lives of those entrusted to our care. Aided by our knowledgeable, resourceful teams and staff across all our facilities, we strive to inspire peace of mind for our patients, their families, and our communities.
The Director of Human Resources is critical to our success and is responsible for leading the strategic HR agenda to support our well-established network of 12 health and rehab centers across the state and the corporate office in Roanoke. This is an onsite role with limited travel.

MINIMUM REQUIREMENTS:

• Bachelor’s degree in human resources, business, or related field.
• 7 years of experience as a strategic senior HR leader
• SHRM-CP or PHR
• Ability to think comprehensively to solve crucial problems
• Excellent communication, interpersonal and conflict resolution skills
• Strong attention to detail
• Proven people and process leadership skills
• Employment law subject matter expert
• Knowledgeable of standard compensation principles and the ability to conduct market analysis
• Experience with benefit vendor management and negotiation, and plan administration
• Proficient with HRIS systems, Microsoft Office Suite or related software. Bonuses Qualifications:
• SHRM-SCP or SPHR
• Experience with ADP
  Benefits: We offer a comprehensive benefit package including health, dental, vision, life insurance, 401k employer match and paid time off. This position is eligible for the company’s performance incentive program.
  Salary range: $135,000 - $160,000 commensurate with experience

WHAT YOU’LL DO:

Reporting directly to the President and as a key member of the executive leadership team, the Director of Human Resources (HRD) works collaboratively with leadership to create a strategic vision and provide direction for the human resources function of the company and its affiliates. This includes planning, implementing, and supervising the execution of all HR policies and initiatives. The HRD owns the full employee lifecycle, including talent management, total rewards, workforce planning, employee engagement and retention, leadership and organizational development, and creating a healthy work environment. They work closely with the center Human Resource Managers, who report directly to the Center Administrators to operationalize the HR agenda across the organization.

RESPONSIBILITIES:

• Serve as the strategic people partner to the executive leadership team to define the organization’s long-term mission and goals; align HR agenda to support the mission through innovative and proven approaches to talent management.
• Identify key performance indicators to measure the effectiveness of the human resource functions and consistently seek opportunities for improvement throughout the entire employee lifecycle.
• Advise the senior management team on policies, employee relations issues, investigations, and successful outcomes. Assists in the investigation of team member complaints/concerns.
• Serve as the employee engagement and retention champion; develop and maintain an ongoing employee engagement and retention program which may include surveying staff, leveraging survey results to create action plans by the centers or corporate office, and monitoring effectiveness of the program.
• Oversee management of the talent acquisition process to maximize effectiveness and ensure adequate staffing.
• Manage the performance management program, including coordination of job description maintenance and completion of performance evaluations; ensure merit increases and/or other incentives are fair, equitable and in alignment with industry best practices. Train managers as needed.
• Serve as the total rewards administrator. Maintain knowledge of market trends, economic conditions, and other factors to ensure the company’s total rewards program and practices are fair, competitive, and legally compliant. This includes, but may not be limited to:
• Compensation administrator. Using common compensation principles and applicable laws, at least annually, prepare market analysis and present findings and recommendations to executive leadership. Evaluate new jobs for competitive pay grade and proper FLSA classification.
• Benefits administrator. Oversee the benefits program, seeking out and recommending innovative offerings that comply with applicable laws, while providing high-quality cost-effective benefits to the workforce, managing annual enrollment with vendors and the field HR teams, and ensuring field HRMs are educated and equipped to successfully communicate benefits during annual enrollment and ongoing (i.e., new hires, qualifying events, etc.).
• Serve as a resource to field HR management team.
• Leverage technology to improve service to leaders and employees.
• Serve as primary Human Resources contact for corporate office staff.
• Create and implement programs to maximize employee development and effectiveness including leadership and management skills, career paths, and career ladders to support and sustain company culture of care and service excellence. Partner with community organizations and schools (e.g., Blue Ridge Partnerships).
• Serves as the Regulatory Administrator for human resources standards for licensing and accreditation requirements. Completes records, reporting, and other documentation required by federal, state, and provider rules, regulations, and policies.