Director of Human Resources - MP RPO

ABOUT OUR CLIENT:

Our client provides comprehensive and innovative eye care so their patients can live better lives. They have served the Atlanta community since 1971.

WHO YOU ARE:

The Director of Human Resources will develop and administer all human
resource initiatives and provide HR support to all departments. By developing and
implementing various systems and maintaining positive relationships with vendors, clients, and
internal staff, the Human Resources Manager will help ECA and related entities function
effectively and efficiently.

Responsibilities:

• Facilitates open enrollment of group health plans, processes enrollments in
  system, makes changes to employee information and plan participation as appropriate, serves
  as liaison between employee and broker/provider, assists employees with benefits related
  questions, makes changes to provider invoices as needed, checks provider invoices to employee
  records, ensures that all plan participants are added/deleted promptly, reviews and approves
  invoices for payments.
• 
  Identifies the need for company policies and procedures, and creates new procedures as
  needed, reviews current policies and procedures to ensure compliance, responsible for updates
  and revisions. Provides guidance to management employees on requirements.
  Ensures that approved policies and procedures are maintained in standard format in system
  and disseminated to appropriate employees, provides interpretation to staff as necessary.
  Maintains in-depth knowledge of legal requirements related to HR, reducing legal risks and
  ensuring regulatory compliance.
• 
  Maintains general knowledge of state and federal labor requirements, identifies resources to
  obtain updates to employment-related regulations, keeps abreast of changes in the labor
  requirements, maintains compliance in policies and practices.
  Maintains knowledge of industry trends and make recommendations to Management Team
  and Board of Directors for improvement of organization's policies, procedures and practices on
  personnel matters.
• 
  Provides guidance and coaching to management employees as it relates to employee relations,
  meets with employees who have grievances or other personnel issues, identifies root cause and
  provides effective and legal solutions, investigates grievances as necessary, meets with
  managers and employees to discuss disciplinary issues.
• 
  Works directly with managers to answer or coordinate answering employee questions on
  personnel matters, as appropriate, drafts memorandums, employee conference forms,
  disciplinary action notices, etc.
• 
  Works directly with Chief Financial and Strategic office to identify appropriate sources for
  recruiting efforts, researches the labor market to ensure that compensation is competitive,
  reviews third-party staffing agreements, evaluates methods to attract and retain the best
  talent, oversees the recruiting process.
• 
  Works directly with Chief Financial and Strategic office to directly conduct and/or ensures that
  other staff conduct full-cycle recruitment of new employees, including placing advertisements,
  developing contacts with recruiting sources, interviewing, consulting with internal hiring
  managers and managing orientation and onboarding process.
• 
  Researches and identifies HR systems that best meet the needs of ECA, evaluates systems to
  determine fit and function, gathers information relating to costs, service, terms of contract, etc.
  makes recommendations to Chief Financial and Strategic Officer, evaluates performance of
  system and recommends corrective action if necessary.
• 
  Directly or indirectly assists with the maintenance of human resources systems that meet ECA
  personnel information needs, enters information accurately and promptly, ensures that the
  system information is effective, creates data reports based on specific metrics.
• 
  Facilitates orientation and onboarding training for new hires, maintains training completion
  documents, which includes internal and external training, processes requests for education
  reimbursements.
• 
  Identifies and works with external HR consultants and attorneys on approved special projects as
  needed.
• 
  Directly or indirectly creates and maintains personnel records and maintains personnel records
  and ensures that documentation and other personnel file contents are filed appropriately and
  promptly, maintains security of personnel records, reviews personnel file contents with
  employees and coordinate with managers as needed, processes the personnel records of
  terminated employees.
• 
  Develops performance evaluation process, advises evaluating managers on conducting effective
  and legal performance evaluations, and most appropriate method to document performance
  issues, reviews and approves completed evaluations prior to issuance to minimize risk and
  ensures that evaluations are completed consistently.
• 
  Compiles evaluation packets for managers, notifies managers of employees due for evaluations
  and deadline for completion, provides reminders of due dates to managers as needed,
  monitors completed evaluations to ensure that all are accounted for, enters or confirms entries
  of evaluation scores into HR system, files completed evaluations in personnel folders.
• 
  Acts as back-up for payroll processing.
• 
  Processes and or ensures other staff processes I-9 forms and e-Verify, maintains immigration
  documentation, notifies employees of expiring documents and provides deadlines for
  submission of renewals, maintains security of immigration documents.
• 
  Works with managers to create, update or revise job descriptions, ensures that each employee
  has received and signed a job description, monitors the process to ensure that job descriptions
  are reviewed and updated, if needed, by managers at least once annually.
• 
  Tracks employee handbook update recommendations and notes, and ensures that the
  appropriate changes and additions are included in each handbook revision, reviews employee
  handbooks with employees at time of issuance, answers employee questions relating to
  handbook policies, ensures that a signed acknowledgment is received for each employee.

Qualifications:

• Undergraduate degree in HR concentration or related
• PHR or SHRM-CP required
• Minimum 5-years of experience in HR generalist role
• Proficiency in MS Office, HRIS database Accounting software knowledge a plus
• Experience with payroll processing, time and attendance and wage and hour rules
• Strong written and verbal communications skills
• Strong interpersonal skills
• Client focused, customer service disposition
• Demonstrated ability to prioritize multiple projects simultaneously and exercise
  confidentiality
• Highly organized and self-motivated
• Demonstrated commitment to working with a diverse staff
• Healthcare background desirable but not required