Human Resources Director

Job Description

As a key member of the McClendon Center’s Management Team, the Director of Human Resources (HR) will take a leadership role and provide service in support of McClendon Center’s Mission and Vision by promoting the concept that our staff are our most valuable resource and will be treated as such. This will be accomplished by working directly with the Executive Director, Program, Medical and Clinical Directors as guided by the Board of Directors.

The Director of Human Resources will serve as acting Administrator in the absence of the Executive Director and Program Director.

The Director of Human Resources will act as a catalyst enabling McClendon Center (Center) staff to contribute at optimum levels towards the success of the Center and our clients.

• Ensuring staff is given the tools, training, and motivation to operate in the most efficient, effective, and economical manner.
• Promoting and recruiting the best-qualified people recognizing and encouraging the value of diversity in the workplace.
• Providing a competitive salary and benefits package and developing the full potential of our workforce by providing training and development for career enhancement.
• Providing a work environment that is safe, healthy, and secure.
• Establishing, administering, and effectively communicating sound policies, procedures, rules, and practices that treat staff with dignity and equality while maintaining Center compliance with employment and labor laws, Department of Mental Health/Department of Health directives, and internal policies.

The Director of Human Resources will administer all human resource policies, procedures, programs, and practices, including planning, organizing, developing, implementing, coordinating, and directing. Duties include formulating policies and procedures for the Human Resources Department and recommending policies and practices to Center management.

• Responsible for labor relations provides advice and counsel on personnel issues.
• Proposes publishes and administers personnel policies.
• Stays current on recent federal, District, and case law changes and monitors labor law updates and newsletters for changes that affect human resources.
• Prepares, recommends, and maintains records and procedures for controlling personnel transactions and reporting personnel data.
• Answers any questions and/or requests by governmental agencies, including staff complaints. Represents the Center at hearings when appropriate or accompanies others to hearings or meetings regarding staff.
• Administers classification programs, which includes classifying and reclassifying positions and writing job descriptions as needed.
• Directs payroll processing, unemployment compensation claims, worker’s compensation claims handling, and tracking.
• Directs benefits administration, enrollment, and open enrollment meetings.
• Obtains bids upon renewal, confers with management regarding benefits costs, makes recommendations as to employer/staff cost-sharing, performs open enrollment and benefits meetings, and processes applications.
• Conducts research, assimilates data and creates a wage/salary scale.
• Coordinates recruitment efforts with hiring managers, coordinates interviews, accept resumes and applications, interviews, and assists with the final decision process.
• Conducts needs assessment, develops training curriculum, conducts orientation programs, and conducts training sessions on various HR topics. Finalizes year-end reconciliation audits and reports.
• Finalizes all HR internal audits and recommends necessary adjustments in consultation with the Center’s Management Team.
• Dictates and/or creates all necessary correspondence.
• Performs other duties as assigned.

Directly supervises administrative staff and carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring and training staffs; planning, assigning and directing work; appraising performance; rewarding and disciplining staffs; addressing complaints and resolving problems.

The Director of Human Resources is responsible for supporting the operational aspects of the McClendon Center’s facility locations as necessary. The Director of Human Resources will work with the Executive Director to assure the fiscal health and successful growth of the Center.

As guided by the strategic plan of the Center, the Director of Human Resources will provide the leadership, management and vision necessary to ensure that the Center has the proper operational controls, administrative, fiscal and reporting procedures, and people systems in place to effectively grow the Center and to ensure financial strength and operating efficiency.

• Provide day-to-day leadership and management to a service organization that mirrors the adopted mission and core values of the Center.
• As a member of the Center’s Management Team is responsible for leading staff to achieve profitability, improve cash flow and attain business goals and objectives.
• In conjunction/coordination with Center’s Management Team is responsible for the measurement and effectiveness of all processes internal and external.
• Provides timely, accurate and complete reports to the Executive Director and Program Manager on the operating condition of the Center.
• In conjunction/coordination with the Center’s Management Team, enhances the development, communication and implementation of effective growth strategies and processes in concert with the Board of Directors.
• Collaborate with the Center’s Management Team to develop and implement plans for the operational infrastructure of systems, processes, and personnel designed to accommodate the growth objectives of our Center.
• Motivate and lead a highly productive team; recruit and retain required members of the team not currently in place; provide mentoring as a cornerstone to the management career development program.
• Act as lead "staff-care officer" through direct contact with every staff member as appropriate.
• Foster a success-oriented, accountable environment within the Center.
• Represent the Center with Department of Mental Health/Department of Health external providers, and business leaders to build and achieve partnerships in support of the strategic plan of the Center.

To perform the essential functions of this position successfully, an individual should demonstrate the following competencies:

• Analytical—the individual synthesizes complex or diverse information.

• Problem solving—the individual identifies and resolves problems in a timely manner. Gathers and analyzes information skillfully.

• Oral communication—the individual speaks clearly and persuasively in positive or negative situations, demonstrates group presentation skills and conducts meetings.

• Delegation—the individual delegates work assignments, gives authority to work independently, sets expectations and monitors delegated activities.

• Leadership—the individual inspires and motivates others to perform well, accepts feedback from others and acts on the feedback provided.

• Management skills—the individual includes staff in planning, decision-making, facilitating and process improvement; makes self available to staff; provides regular performance feedback; and develops subordinates’ skills and encourages growth.

• Quality management—the individual looks for ways to improve and promote quality assurance and demonstrates accuracy and thoroughness.

• Judgment—the individual displays willingness to make decisions, exhibits sound and accurate judgment and makes timely decisions.

• Planning/organizing—the individual prioritizes and plans work activities, uses time efficiently and develops realistic action plans.

• Safety and security—the individual actively promotes and personally observes safety and security procedures, and uses equipment and materials properly.

Additional Information

Physical Demands: The position requires moderate physical effort on a daily basis such as walking, bending, stooping and standing for periods of time.McClendon Center is an equal opportunity employer and does not discriminate on the basis of race, color, national and ethnic origin, sex, marital status, religion, or disability.

This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by job holders within this job. This job description is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position.