POSITION SUMMARY

The Director of Human Resources (DHR) provides leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of NAHC. The DHR provides expertise in all functional areas of Human Resources including Staffing and Recruitment, Employment Law, Employee Relations, Benefits Administration, Compensation Planning, Performance Management, Training and Career development. The DHR will have a highly collaborative working relationship with NAHC’s executive level management team.

The Native American Health Center is an accredited institution and adheres to the standards of excellence set forth by the Accreditation Association of Ambulatory Health Care (AAAHC) and the Commission of Dental Accreditation (CODA).

DUTIES AND RESPONSIBILITIES

1. Plans, develops, establishes, implements, and administers the personnel and human resources management function in accordance with organizational objectives.
2. Functions as a strategic business partner within the executive management team in strategic decision making in addressing key organizational and management challenges. 
3. Develops Human Resources (HR) workforce plans and programs that align with the company’s overall strategic objectives.
4. Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
5. Directs human resource functions including staffing, employee orientation, training, management development, employee and labor relations, affirmative action compliance, policies and procedures, workers’ compensation  administration, wage and salary administration, benefits administration, organization development and employee assistance.
6. Provides oversight on NAHC’s compensation and benefits plans ensuring alignment with NAHC’s business objectives and are competitive, cost-effective and meet the needs of employees.
7. Maintains up-to-date knowledge on human resources issues/trends and legislation that have impact on NAHC operations and proactively position management to strategically respond to these issues.
8. Evaluates and provides guidance on performance management process that directly links to the goals and objectives of NAHC. 
9. Oversees management and labor relations. In coordination with the CAO, will serve as a management representative during union negotiations and at Labor Management Committee meetings.
10. Serves as a member of the Compliance and Legal Committee.
11. Directs and supervises the Human Resources Department staff.
12. Researches, interpret and recommends policies and procedures for agency wide distribution. 
13. Quality Improvement: Actively participate in internal quality improvement teams and work with members proactively to drive quality improvement initiatives in accordance with the mission and strategic goals of the organization, federal and state laws and regulations, and accreditation standards, when assigned.
14. Resolve staffing issues and facilitate conflict resolution for staff under direct supervision. Hire, discipline, evaluate and terminate staff in coordination with the Human Resources department.
15. Foster a team environment to effectively lead and retain your staff. Provide opportunities for staff to grow and develop new skills.
16. Must maintain compliance with ergonomic safety standards; be mindful of posture and regularly practice ergonomic stretches.
17. Safety: Responsible for ensuring that all duties, responsibilities and operations are performed with the utmost regard for the safety and health of all personnel involved, including themselves.
18. Safety: Take appropriate corrective actions to address matters pertaining to employee health and safety that have been brought to their attention.
19. HIPAA: Keep all protected health information (PHI) confidential and abide by HIPAA guidelines for the release and disclosure of any PHI. Will report unauthorized use of disclosure of PHI immediately, to Site Director and HIPAA security officer.
20. HIPAA: Ensure the protection of all PHI and compliance of HIPAA guidelines amongst staff under your supervision. Take appropriate steps to address HIPAA concerns with staff as necessary.
21. Works extremely well under pressure, meet multiple and often competing deadlines. 
22. At all times demonstrate cooperative behavior with supervisors, subordinates, colleagues, clients and the community.
23. Other duties as assigned by Supervisor.

MINIMUM QUALIFICATIONS

1. A Bachelor’s degree in Human Resources, Organizational Development, Personnel Administration, Business Administration or related field, equivalent experience in human resources and management will be considered.  HR certification (e.g., SHRM-SCP, SPHR or others) highly preferred.
2. A minimum of 10 years of progressive experience in human resources, with at least 4 years in Director level role in a non-profit or health care environment.
3. Deep understanding of employment laws and regulations (e.g., FLSA, ADA, FMLA, EEOC).
4. Proven experience working within a unionized environment, including knowledge of collective bargaining agreements, union relations, and the ability to navigate related HR processes and policies.
5. Conflict resolution and negotiation skills, especially in a unionized setting.
6. Experience working collaboratively across functions and services to achieve sustainable outcomes.
7. Strong knowledge of HR best practices and the ability to apply them in a diverse and dynamic work environment.
8. Must have successful executive management level experience in staff supervision and administration; must have the ability to train, coach, mentor, and motivate all levels of staff.
9. A proven ability to operate effectively in a rapidly changing environment where analytical skill agility ore equally important; a strategic thinker who is operationally focused.
10. A results-driven and service orientated executive who has a solid grasp of organizational goals and the role the human resources function can plan in achieving corporate objectives and cultural change.
11. Must have excellent interpersonal skills and able to deal with staff and managers of diverse backgrounds and skill levels with tact and diplomacy.
12. Demonstrated track record of developing innovative HR services and programs.
13. Experience in utilizing databases and managing a human resources information system (HRIS).

PREFERRED QUALIFICATIONS

1. Understanding of American Indian/Alaska Native community and health issues as well as those of the surrounding community.

Benefits: Native American Health Center (NAHC) considers our employees to be our most valuable resource and offers an excellent benefit package: competitive salaries, personal time off (PTO) or sick/vacation leave program, and an employer contribution 403(b) retirement plan to full-time regular status employees.  We also provide medical, vision, dental, flexible spending, group term and voluntary life insurance coverage for employees and their dependents—with a percentage of employee contribution for dependent medical premiums.

Note to Applicants:  Please be advised a post job offer, pre-employment Physical, TB test and Vaccination Clearance are required as a condition of employment. Vaccination Levels: 0 – Limited - require only TB, Physical & Seasonal Flu; 1 – Full Panel with exposure of Blood Borne Pathogens – requires, Measles, Mumps, Rubella, TDAP, Varicella, Hepatitis B, TB, Physical & Season Flu; 2 – Full panel no exposure of Blood Borne Pathogens – requires Measles, Mumps, Rubella, TDAP, Varicella, TB, Physical & Seasonal Flu. Additionally, you may be asked to get a Department of Justice Fingerprinting and/or Federal, State, County criminal background check clearance as a contingency for an offer of employment. Criminal clearances are obtained to protect the welfare and safety of clients receiving services at NAHC.

EQUAL OPPORTUNITY EMPLOYER: Within the scope of Indian Preference, all candidates will receive equal consideration without regard to race, color, gender, religion, national origin or other non-merit factors.          

Age Discrimination in Employment Act (ADEA): Native American Health Center abides by the mandates of the ADEA (protecting individuals 40 years and older) and considers age a non-merit factor in all employment decisions and considerations.

Americans with Disabilities Act (ADA): Native American Health Center abides by the mandates of the ADA and considers disability a non-merit factor in all employment decisions and considerations. Furthermore, NAHC will make any practical, feasible, and reasonable arrangements to accommodate qualified applicants and employees with disabilities.