The Human Resource Director (HRD) is a strategic partner to the Facility CEO and other leadership team members, responsible for defining, developing, and implementing human resources initiatives. The HRD is responsible for providing leadership and strategic direction for all areas of Human Resources, including: employee relations, talent acquisition and assessment, compensation management, performance management, training and leader-ship development, policy and procedures; and managing a team of HR professionals. The HRD reports directly to the hospital CEO.
- High school diploma or equivalent - Required
- Bachelor's degree - Required
- Masters degree - Preferred
- PHR/SPHR X Preferred
- Five years of progressive HR experience with a concentration on Employee Relations, Talent Acquisition, Talent Management, Training and Development and Compensation Management preferably in the healthcare industry.
- Supervisory experience overseeing various HR support roles preferred.
- Previous experience overseeing the employee relations of a large number of employees in multi-site setting highly desirable.
- Extensive knowledge of federal and state employment law, CMS, OSHA and TJC regulatory compliance.
- This job description in no way states or implies that the key accountabilities or qualifications above are the only ones required or performed by the individual(s) with this job description.
- This individual(s) may be called upon and required to follow or perform other duties and tasks requested by his or her supervisor, consistent with the purpose of the position, department and/or company objectives.
High Five Guiding Principles Will practice using the High Five Guiding Principles:
- Delivering high quality patient care. Supporting physicians. Creating excellent workplaces for employees
- Taking a leadership role in the community. Ensuring fiscal responsibility.
- Strives daily to give all customers excellent care and promotes Willamette Valley Medical Centers' Standards of Behavior.
Essential Job Functions
- Responsible for providing leadership and strategic direction for all areas of Human Resources within the assigned facility.
- Lead the activities of Human Resources staff members in the hospital including defining expectations, training and managing performance.
- Work in conjunction with and take direction from Human Resources Business Partners to ensure alignment of HR Strategy and Vision.
- Responsible for developing and implementing effective, strategic recruitment, retention and succession planning programs, adhering to metrics and an analysis driven strategy.
- Serves as a liaison with the hospital leadership team, communicating and leading HR strategic initiatives, analysis and recommendations.
- Develop an expectation of consistent administration and application of HR policies, ensuring compliance with federal, state and local regulations.
- Provide advice and counsel to facility management regarding appropriate progressive discipline; attend disciplinary meetings, investigations when appropriate and facilitate terminations to promote a positive employee/employer relationship.
- Direct the development and maintenance of competitive compensation programs utilizing market data and Human Resources Business Partners support.
- Responsible for ensuring HR compliance and readiness for Joint Commission, state/local surveys, Sarbanes Oxley Act audits and other audits.
- Develop and utilize effective communication channels for educating and informing employees on various topics, with a focus on employee engagement (including, but not limited to employee benefits changes, policy changes, legal updates, training and development).
- Provide primary oversight and leadership for various HR related programs/initiatives, including Workers Compensation program, Performance Management program, HR Data integrity and data entry, Leave of Absence program, payroll activities in coordination with vendor.
- Develop, monitor, review, coordinate and facilitate training programs, as needed, in alignment with hospital and organizational strategies.
- Ensure compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
- Takes an active role in and supports the hospitals community efforts Regular and reliable attendance.
To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation.
Knowledge, Skills and Abilities
Business Mathematical Skills: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rates, ratios, and percentages and to draw and interpret graphs.
Advanced Computer Skills: Routine use of electronic mail and computer systems. Ability to incorporate complex and complicated functions into documents, spreadsheets, databases, and presentations to support business objectives.
Complex Communication: Frequently communicates complex information and interacts with management. Can present, resolve, and address delicate situations. Can motivate and persuade others.
Varied Business Problems: Problems are varied and complex, requiring analysis or interpretation of the situation. Problems are solved using knowledge and skills, general precedent and practices.
Department Specific: Decisions impact the management and operations within a department. May contribute to business and operational decisions that affect the department.
Functional Independent Judgment: Provides and sets goals and priorities for functional area. May make recommendations for department policies, practices, and programs. Makes decisions for and/or resolves problems for others.
Project Planning/Organization: Handle multiple projects simultaneously including task delegation, project over-sight, and resource allocation.
WVMC is an Affirmative Action, Equal Opportunity Employer. If you have a special need or seek accommodation to aid your participation in our hiring process, please contact us at
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)