Human Resources Director

  • Full Time
  • Exeter

Website accesssportsmed Access Sports Medicine & Orthopaedics

Access Sports Medicine and Orthopaedics’ goal is to deliver the highest standard of care to our patients. The practice revolves around the essence of the name; access to the specialists and services on time, as well as access to multiple locations for convenience.

The Human Resources (HR) Director will oversee and execute all the Human Resources functions at Access Sports Medicine and Orthopaedics Medical Offices (ASMO) and Ambulatory Surgery Center (ASC). The HR Director will execute on day-to-day operations, formalize HR policies and procedures, develop the employee handbook and maintain an effective and approachable HR presence to serve the organization.

JOB SUMMARY

• HR and Organization Planning

– Partner with the leadership (Physician Partners and Executive Director) team to formulate, develop, implement, and evaluate a formal HR approach for the organization. Such as:

-Direct organizational development human resources activities, such as approval of human resource plans, including the selection of directors or other high-level staff, or establishment and organization of major departments.

-Identify ways to increase staff retention and productivity, including strategies to enhance employee engagementleadership and staff development, regular feedback and coaching, career pathing, and promoting a coherent organizational culture that positions Access as the employer of choice in the Seacoast.

• Day-to-day Operations

-Supervise the work of HR support personnel, delegating tasks, reviewing work and providing guidance.

-Serve as point of contact for employment relations, identify resolution paths and communicate with appropriate parties.

-Ability to write, execute and adopt standard HR policies including work processes, compensation, conduct, leave, training, attendance, annual reviews, promotions, work environments, non‐discrimination, safety, terminations, and other critical functions.

-Manage and direct the daily HR operation to ensure there is a streamlined HR approach across both the ASC and ASMO.

-Report to Physician Partners, as needed, for general awareness of human resources daily operations, and issues.

• Employee Evaluations and Education

-Review and develop standard titles, job descriptions and salary ranges for all employees including all clinical and non-clinical staff.

-Develop, implement, and maintain an Employee Handbook that contains developed HR policies and procedures, such as work processes, code of conduct, leave, training, attendance expectations, annual review process, work environment expectations, non-discrimination, and all other critical functions to ensure an agreed upon understanding of expectations between the employee and employer.

-Develop, implement, and maintain a standard for annual review procedures with supporting budget.

• Talent Management and Employee Retention

-Develop, implement, and maintain standard training and onboarding procedures for each role and team across the organization.

-Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the business. Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.

-In partnership with the Physician Lead, develop a Provider mentoring program, and maintain the program moving forward.

-Oversee recruitment efforts to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates.

  • Compliance and Risk

-Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Ensure that employee files and records are properly and securely maintained.

-Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.

KNOWLEDGE

-Personnel and Human Resources – Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.

-Psychology – Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation.

SKILLS

-Reading Comprehension – Understanding written sentences and paragraphs in work related documents.

Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

-Writing – Communicating effectively in writing as appropriate for the needs of the audience.

-Sp…

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