Job Description

3301 BUCKEYE ROAD SUITE 700 - ATLANTA, GA

Full Time

Day

Description

The Chief Human Resources Officer, who serves as a member of the Executive Leadership Team, is responsible for the development and execution of human resource strategies that support the priorities and needs of the organization. The Chief Human Resources Officer leads the Human Resources team and all of the Human Resources functions of the organization, including employee recruitment and retention, new hire orientation, HR-related training (e.g., anti-harassment and discrimination), benefits, organization culture, succession planning, compensation, employee relations (including addressing employee concerns and (where necessary) mediating conversations with employees to resolve concerns, conducting investigations, and partnering with managers on progressive disciplinary action up through and including termination), Human Resource policy and procedure development, professional and career development, compliance with applicable state and federal laws and regulations, and performance management.

Essential Roles and Responsibilities

• Provides inspiring and effective leadership to the organization, with a particular focus on the Human Resources team.
• Develops HR strategies that support the goals and priorities of the organization.
• Serves as a strategic advisor to the CEO and the Executive Leadership Team on Human Resource-related matters
• Partners with the CEO and peers on the Executive Leadership Team to develop staffing plans and strategies for programmatic services that align with Medicaid reimbursement models, improve organizational efficiencies and reduce reliance on overtime hours and third-party staffing agencies.
• Develops a strong recruiting and retention strategy to meet the talent needs of the organization.
• Develops a succession planning process that identifies and develops talent at various leadership levels across the organization, to ensure business continuity and support sustainability of the organization.
• Creates comprehensive compensation strategies, including aligning employee performance and duties and responsibilities of a position with compensation, to support organizational sustainability strategies (such as succession planning) and enhance employee recruitment and retention.
• Evaluates and makes recommendations on benefits plans that support employee recruitment and retention strategies, while balancing the fiscal realities of the organization.
• Creates and administers company policies for programs and develop long-term goals and objectives for each program.
• Responsible for creating and managing budgets for the Human Resources department
• Creates a transparent, open and safe working environment for staff and leaders to report challenges encountered and the need for assistance/direction.
• Presents information to the Board of Directors to keep the Board informed and updated on Human Resources-related matters.
• Communicate with stakeholders in a timely and informed manner to ensure adequate facts and timely facilitation/resolution of issues.

Delivery-related

• Analytical Thinking : Identifies critical connections and patterns in information data; soundly analyses verbal and numerical data; recognizes causes and consequences of actions and events that are not readily apparent; anticipates and thinks ahead about next steps.
• Achievement Focus : Demonstrates the ability to challenge existing practices to become more effective; contributes to improve work methods, outcomes and team performance; generates results by acting in a focused way and within the deadlines and finds ways to go around obstacles with minimum guidance; makes efforts to optimize process workflows efficiently.
• Drafting Skills : Writes information coming from multiple sources in a logical and comprehensive, yet concise manner; combines information from various sources in a concise and consistent manner; makes sound use of graphics and tables to effectively present numerical data.
• Flexible Thinking: Anticipates having to adapt work methods to changing technology and environments; considers problems from all new perspectives and can expand on the thinking or solutions proposed by others; adapts to new ideas and initiatives relevant to own area of work; understands and promotes the organization’s business needs and polices for introducing change.
• Managing Resources: Manages the allocation of resources in relation to business needs; manages the work plan, sets timelines and milestones, and involves stakeholders to deliver on time; provides advice on procedures and the use of financial resources.
• Teamwork and Team Leadership: Supports others in taking independent action; resolves issues that occur with minimal direction; invites and builds upon the ideas of others; assumes additional responsibilities to facilitate the achievement of team goals.

Interpersonal

• Customer Focus: Follows up with customers during and after the delivery of services to ensure that their needs have been met; keeps customers up to date on the process of the service that are receiving and changes that affect them; ensures service is provided to customers during critical periods; prioritizes customers’ issues and address them accordingly.
• Diplomatic Sensitivity: Listens actively, considers people’s concerns, and adjusts own behavior in a helpful manner; understands the reason behind, or motivation for someone’s actions; is attentive when doing projects, assignments or interacting with people from different countries and backgrounds; expresses negative feelings constructively.
• Influencing: Persuades by using concrete examples to make a point; recalls others’ main points and takes them into account in own communication; reads cues from various listeners to assess when and how to change the planned communication approach to effectively deliver messages.
• Negotiating: Identifies main negotiating points of a given issue and engages in negotiation; listens to differing points of view and promotes mutual understanding.
• Organizational Knowledge: Seeks to understand and raises awareness of the organization’s decision-making bodies and power relationships; shares knowledge about and encourages others to keep up to date with the organization’s rules, structures, networks, systems, and environment; recognizes what is and is not acceptable /possible at certain times given the organizational rules, structures, decision-making bodies, power relationships, Code of Conduct, and values; raises compliance, ethical or other issues to protect the organization’s reputation and obligations.

Strategic

• Developing Talent: Actively shares knowledge among peers or offers advice to less experienced colleagues; self-assesses against standards for current position to identify learning needs; effectively transfers acquired knowledge and expertise; demonstrates initiative in professional self-development.
• Organizational Alignment: Can present the organization’s priorities as they relate to own area of work; explains and convinces others of the need for adaptation and change of policies, structures, and methods.
• Strategic Networking: Actively nurtures both formal and informal contacts to facilitate the process of work by proactively sharing information, best practices and respective interests and areas of expertise; identifies current or past contacts that can provide work-related information or assistance; fosters two-way trust in dealing with contacts (e.g., maintains confidentiality regarding sensitive information).
• Strategic Thinking: Identifies new information or data to key decision-makers or stakeholders to support their understanding and decisions.

Supervisory Responsibilities

Directly supervises the Human Resources Director and has indirect supervisory responsibility for all employees in the Human Resources Department.

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 accommodation may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience

Required: BS/BA degree from an accredited college/university, plus at least seven years of experience at a manager or Director-level position within a Human Resources Department.

Preferred:

• MBA or MA/MS in human resources or related field
• SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification
• 10+ years HR experience in a not-for-profit or healthcare organization

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl and talk or hear. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus.

The work environment characteristics described here are]]> <

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