Alternate Title(s):  Human Resources Manager, Human Resources Director, CHRO
 

COMPANY:  Enterprise Management Solutions, Inc.
 

DIVISION: Human Resources & Administration

DEPARTMENT:  n/a
 

UNIT: n/a

ACCOUNTABLE TO: Chief Executive Officer (CEO)

ACCOUNTABLE FOR: Human Resources Generalist, Quality Assurance Department Manager, Mail Clerk, Talent Acquisition Specialist, Employee & Labor Relations Specialist, Training & Development Specialist, Compensation & Benefits Specialist, Advisory Committee Chair

CLASSIFICATION: Full-time. 40 hours per week. Exempt. W-2.

WORK SCHEDULE: 40 hours per week in the 3310 Eastern Avenue, Baltimore, MD 21224 office from the hours of 8:00 AM to 5:00 PM

COMPENSATION RANGE: Compensation ranges between $25.00 - $40.00 per hour; and is commensurate upon experience, expertise, company budget, and verified credentials.  

ANTICIPATED TRAVEL: 10% of the time. There is no additional compensation for travel.

SUMMARY OF POSITION RESPONSIBILITIES:  The Chief Human Resource Officer (CHRO) is expected to be a tenured “DOer” and strong manager of remote support staff.  The CHRO is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders and the board of directors.  The CHRO oversees the day to day operations of the human resources and administrative departments.

This position is directly responsible for leading managers of the division and indirectly responsible for all employees within the division; ensuring all tasks and responsibilities are completed in accordance with established standards.

SCHEDULED DUTIES AND RESPONSIBILITIES:

1. Conducting the initial orientation sessions and coordinating flow until completion.  Oversee the orientation and onboarding process remains on schedule for each new hire.

2. Establish and implement HR efforts that effectively communicate and support the company's mission and strategic vision.

3. Develop HR plans and strategies to support the achievement of the overall business operations objectives.

4. Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.

5. Work with the company's executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company.

6. Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.

7. Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective.

8. Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally.

9. Manage the team of 3-6 non-HR certified remote workers. Meet with human resources department staff each day you are on duty to set the goals for the day, keep the team on track and ensure completion of tasks for previous day. It is recommended that you accomplish this by meeting with your department at the start of the work day and at the end of the work day.

10. Quality check all correspondence leaving from the Human Resources Division ensuring compliance to HR / corporated standard.  This includes offer letters, contracts, correspondence, job postings, job descriptions, recruitment budgets, handouts, etc.

11. Ensure continuity of services in your absence.  Delegate the ranking staff person(s) to assume your responsibilities for absences beyond normal non-working hours.  

12. Oversee the staff offboarding process for each staff at the end of staff life cycle.

13. Assign clinical supervisors to all OMHC, PRP, BHH, SUD providers.  Document assignment on the clinical supervision spreadsheet and notify the provider, the clinical supervisor, the department director and the COO of said assignment.

14. Assign compliance monitoring caseloads to HR team members for all existing staff.

15. Oversee HR related functions of payroll in collaboration with the CFO.

16. Ensure all HR related inquires are addressed within a few business hours of receipt.

17. Serve as the custodian of the Paycom software for the company.

UNSCHEDULED DUTIES AND RESPONSIBILITIES:

1. Be a “doer” not just a “delegator”.

2. Oversee the day to day functions of the Human Resources Division which includes the Mail Handling Unit, the Quality Assurance Department, Human Resources Department; supervising all staff members of those departments ensuring all corporate goals are met and tasks are completed by routine deadlines.

3. Directly supervise Human Resources Generalist, Quality Assurance Department Manager, and Mail Clerk.  

4. Serve as the custodian of records by ensuring staff under your supervision fulfill medical records requests timely, maintaining all policies & procedures in TKO, handling incoming mail.

5. Assume the role of “Compliance Officer” for all HR related matters (see Accreditation Now Compliance Officer Duties).  Ensure all HR related compliance measures are programmed in Paycom.

6. Ensure all employee and contractor records are compliant to established standards and regulatory guidelines (COMAR, CARF, FMCSA, etc.) at all times.

7. Ensure as needed updates to Paycom are implemented timely.

8. Collaborate with division chiefs, managers, supervisors, and directors weekly to ensure staffing levels are met at all times.  Post and discontinue requisitions as needed.

9. Quality check all correspondence leaving from the Human Resources Division ensuring compliance to HR / corporated standard.  This includes offer letters, contracts, correspondence, job postings, job descriptions, recruitment budgets, handouts, etc.

10. Prioritize fulfillment of emergent needs of the organization as it relates to staffing, CEO initiatives and HR compliance.

11. In collaboration with the CEO, spearhead the fulfillment of any HR related inquiries from external agencies.

12. Ensure continuity of services in your absence.  Delegate the ranking staff person(s) to assume your responsibilities for absences beyond normal non-working hours.  In the absence of another division member, delegate their work load until the absence is abated.

13. In collaboration with the assigned HR generalist, audit each onboarding to ensure compliance before releasing to orientation graduation and supervisor.

14. Balance division workload by assigning workload and documenting assignments on the sheet.

15. Report to the Chief Executive Officer (CEO).

16. Consult with the CEO and executive team regularly to implement improvements within your scope on a continuous basis.

17. Works with other department / division heads to monitor the financial activities each department and make recommendations.

18. Participate in external and internal audits/surveys (CARF/CSA/OHCQ) as directed by the supervisor.

19. Participates in quality assurance and performance improvement plans by completing periodic audits or other activities to ensure regulatory compliance and/or improve service delivery.

20. Assist the supervisor with any work-related tasks as requested.

21. Collaborate with and serve as program POC for external treatment providers and outside agencies as needed.

22. Responsible for following regulations of COMAR, CARF, any other regulatory body, and company policies/ procedures related to service delivery and documentation and co-facilitating orientation of all new hires to these as well.

23. Support the maintenance of a safe environment by participating in training and drills as requested.

PHYSICAL DEMANDS: Regularly walk, stand or stoop; occasionally lift, carry, push, pull or otherwise move objects weighing up to 25 pounds; and regularly drive a motor vehicle.
 

WORKING CONDITIONS: Some work is performed in an office. 

DISCLOSURES: The specific statements shown in each section of this job description are not intended to be all inclusive. They represent typical elements and criteria considered necessary to perform the job successfully. The job’s responsibilities/tasks may be modified and/or expanded over time. Company will inform the personnel member when changes in the respective job description are made.

COMPETENCIES AND SKILLS:

1. Excellent verbal and written communication skills.

2. Excellent interpersonal and conflict resolution skills.

3. Excellent organizational skills and attention to detail.

4. Strong analytical and problem-solving skills.

5. Strong supervisory and leadership skills.

6. Thorough knowledge of employment-related laws and regulations.

7. Knowledge of and experience with varied human resource information systems.

8. Proficient with Microsoft Office Suite or related software.

LEVEL OF EDUCATION/TRAINING/QUALIFICATIONS:

1. MA/MS in human resources or related field.

2. A minimum of 7 years of HR experience, with at least 3 years of HR executive / management experience.

3. PHR®, SPHR®, SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.