Senior Human Resource Director

Embassy of Scranton is currently hiring a Senior Human Resource Director to join their team of professionals! This position will cover Scranton and Tunkhannock.

**Candidate must have at least two years' experience with HR in Long Term Care**

PURPOSE OF YOUR JOB POSITION

The primary purpose of this position is to plan, organize, develop and direct the overall operation of the Human Resource Department in accordance with current federal, state, and local standards, guidelines, and regulations that govern the facility, and as may be directed by the Administrator, to ensure that the highest level of quality care is maintained at all times.

ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES

Administrative:

• Participate in planning, developing, organizing, implementing, evaluating, and directing the human resource function.
• Work with facility managers and corporate/regional human resource staff to develop job descriptions and performance evaluations for each staff position in accordance with the Americans with Disabilities Act, OSHA, and other relevant laws.
• Maintain all human resource records according to established standards. Ensure that all records are maintained using the highest possible confidentiality standards.
• Coordinate human resource activities and data with the payroll system. Ensure that all data needed to accurately process payroll is available to the facility payroll administrator.
• May be responsible for data entry into the payroll system, including basic individual employee data (pay rate, benefit plan deductions, tax status, etc.) and time records needed to process each payroll.
• May participate in employee scheduling activities, or may assist managers and supervisors with scheduling staff, including time off. May be responsible for maintaining employee attendance records.
• Interpret department and corporate policies and procedures to managers, staff, resident, visitors, etc., as necessary or required.
• Manage all regulatory requirements, including filing of EEO-1 reports and posting of required notices for staff.
• Makes written and oral reports/recommendations to the Administrator and regional/corporate human resource staff concerning human resource needs, problem areas, etc., as necessary or appropriate.
• File all employee documents promptly in the formats or media dictated by regulation, policy, or procedure.
• Process all individual staff data changes (pay rate changes, address changes, etc.) Ensure that any changes that need to be reported to other entities, such as benefit plan carriers, are completed.
• Monitor unemployment claims and assist the facility with appeals.

Recruitment & Staffing:

• Review all requests for new or replacement staff. Confirm budget status of the position, and implement recruitment procedures for approved positions.
• Conduct recruitment activities using the most efficient and cost-effective methods. Post all open positions for internal bid as required or recommended.
• Check applications and references of prospective employees and arrange for interviews with managers as required or requested. Conduct initial candidate screening. Verify the accuracy of information provided by applicants. Conduct reference and background checks as required. Maintain job applications from eligible applicants.
• Manage the pre-employment process for selected candidates. Complete required background and licensure verifications as required by law or policy. Arrange for or conduct all pre-employment activities, such as physical exams, reference checks, etc.
• Participate in orienting new employees to the facility, its policies, procedures, benefits, and terms and conditions of employment. Obtain signed acknowledgements from every new employee verifying that certain topics, policies, and procedures have been discussed with them, such as resident rights, reporting of abuse, corporate compliance, and the employee handbook.
• Complete all required new employee documents, such as I-9’s and withholding and payroll forms.

Employee Relations

Ensure that hiring and termination procedures are in compliance with established regulations and policies.

• Ensure that the facility is in compliance with current applicable federal and state employment regulations regarding wages, overtime, work hours, worker’s compensation, unemployment compensation, etc.
• Manage and participate in employee disciplinary actions. Ensure that all discipline is appropriately documented, and that the rights of the facility and its employees are protected. Counsel Managers and employees. Refer more difficult or complex situations to the regional or corporate human resource staff for guidance and assistance.
• Ensure that grievance procedures are implemented, maintained and followed in accordance with established policies. Review all employee complaints and grievances and participate in their resolution.
• Review all recommendations for discharge. When necessary, work with the facility administrator and regional/corporate human resource staff to ensure that discharges are consistent and appropriate based on the employee’s behavior and that the documentation is sufficient to defend the discharge. Participate in the discharge conference with the employee.
• Process all employee terminations. Ensure that employees receive all information and payments due at the time of termination, and that the employee file is complete and accurate.
• Manage all activities related to Family & Medical Leave Act. Monitor individual attendance patterns and reasons for absences to ensure that FMLA information and requests for leave under FMLA are processed promptly and accurately. Maintains all records of time off granted under FMLA. Counsel Managers and employees on the requirements of the law.
• May be responsible for planning and implementing employee functions, such as monthly recognition events, summer picnics, obtaining discount theater tickets, and so forth.

Compensation and Benefits

• Manage all new enrollments, changes in benefit coverage, and benefit terminations for individual employees. Ensure that information needed to process benefit coverage changes reaches the appropriate individual or company. Periodically audit deductions and coverage to ensure that employees are correctly charged for benefit plan participation and that coverage reflects their individual elections.
• Participate in annual open enrollment for benefit plans. May also participate in evaluating new plans, plan design, or outside benefit carriers.
• Monitor due dates for employee pay rate changes. Work with managers and supervisors to complete required evaluations and decide the employee’s new rate of pay.
• Participate in or initiate pay and benefit surveys. Compile results and report findings to administrator and corporate/regional human resource staff.

Training & Development

• Coordinate all employee training and development efforts, including mandatory training, updates on new/revised policies and procedures, in-services, and employee orientation.
• Monitor adherence to mandatory training requirements and ensure that all employees attend required training.
• Maintain all training and development records on both the individual employee and subject levels.

Experience

Two or more years experience in human resource administration with at least one year of recruiting or employee relations experience.

• Experience in Long Term Care or geriatrics is preferred.
• Knowledge with human resource regulations and standards established at the federal, state, and local level.