Chief Human Resources Officer

SUMMARY:

Reporting to the CEO and as a member of the Executive Team the Chief Human Resources Officer (CHRO) is responsible for the strategic and operational initiatives of the Lynn Community Health Center’s Human Resources (HR) function.  This includes optimizing the organization design for high quality health care delivery, workforce planning and development, compensation and rewards program, strategy for continuing the positive relationship that has been developed with SEIU #1199, and recruitment and engagement strategies.  The CHRO is entrusted with growing the culture and the LCHC team so that together, we can deliver high quality healthcare, respect and dignity to LCHC’s patients.

LCHC employees are represented by the SEIU 1199 union.   The CHRO is the main point of contact for union negotiations, for training managers in regard to union rules and managing any disciplinary issues that union representatives appeal.   LCHC is fortunate to maintain a strong positive relationship with SEIU 1199.

The CHRO oversees talent acquisition and a strong onboarding program; partners with the management team in support of a strong staff retention program providing staff with appropriate training, opportunities to grow within the organization while mentoring others; and develops and maintains policies and guidelines including a metrics-based performance evaluation system. In addition, the HR department maintains employee records and the HRIS system, administers benefits, manages the training program and exits.

The CHRO is also responsible for working cooperatively with staff and managers to resolve employment- related issues; ensuring compliance with federal, state and local laws and industry regulations; ongoing development and implementation of employee policies and procedures; effective management of confidential information; as well as compiling and analyzing key data such as staff compensation benchmarking, staff retention and other information vital to a successful human resource program.

Main Job Tasks and Responsibilities

The Chief Human Resources Officer (CHRO) is responsible for ensuring that the organization has the structure and the staff to advance the mission of delivering high quality healthcare, respect and dignity for LCHC’s patients, for supporting the staff in growth, development and satisfaction gained from work done well and creating a culture of deep respect for people in all thoughts, words, and actions.

CORE RESPONSIBILITIES:

  • Respect and maintain patient confidentiality in all aspects of care including use of electronic information   
  • Treat all patients and fellow staff in a welcoming and professional manner
  • Demonstrate professionalism by appropriate attire, attendance, attitude, and behavior within the department setting.
  • Contribute to the team effort by supporting all team members and maintaining an open and positive attitude.
  • Welcome new employees and students to the team by assisting with their orientation to the team and mentoring them, as requested.

DUTIES AND RESPONSIBILITIES:

Organization Design and Development

  • Optimize the structure of the organization consistent with lean principles to deliver high quality health care in an efficient manner.
  • Forecast trends to inform workforce planning and recruitment so that the LCHC has the staff necessary to deliver care to all patients.
  • With the CEO, develop a succession plan for key roles at the Health Center.
  • Provide coaching and/or training programs for managers so that they have the skills and knowledge necessary to execute their responsibilities consistent with the policies and the culture of the LCHC.
  • Given that a job at LCHC may be the first job for many employees, provide training and development for the staff to support their professional growth and development.

Staffing and Recruitment

  • Provide strategic direction on allocation of staff and organization structure.
  • Implement and oversee a dynamic recruiting and onboarding process that supports the strategic goals of the organization.
  • Ensure that all appropriate onboarding processes are implemented effectively including, without limitation, sourcing, screening, interviewing, hiring, and orienting employees.
  • Ensure that all employment offers are approved by the appropriate staff, salary is agreed upon, and that managers are trained to make offers to new staff members in a manner that ensures successful recruiting and is in-line with all organization policies and procedures.

Employee Recognition and Retention

  • Partner with managers to implement strong and creative staff retention programs that incorporate training, internal and external development opportunities and a supportive culture.
  • Assess and monitor employee morale and job satisfaction, including career mapping and other tools that assist in positive growth for staff.
  • Develop and implement programs and strategies specifically designed to recognize and retain top performing employees.
  • Partner with Senior Team in areas of change management and organizational development.

Employee Relations and Compliance

  • Lead SEIU 1199 labor negotiations.  Helps to enhance the functioning of the health center’s Labor Management Committee.
  • Work cooperatively with all employees to resolve employment-related issues.
  • Develop, recommend and implement employment related policies and procedures. Respond to employee and manager inquiries regarding same.
  • Provide training to managers and employees on employment policies and procedures to ensure accurate and consistent application.
  • Oversee HR policies and procedures in accordance with HRSA and TJC.
  • Work with managers to develop and implement any necessary employment actions (e.g., disciplinary action, performance improvement plans, involuntary terminations, promotions, performance awards, etc.). Consults with counsel as needed.

Performance Evaluation and Compensation

  • Develop and implement appropriate policies and procedures for conducting effective employee performance evaluations.
  • Manage the overall performance evaluation process for the organization. Review evaluations. Train and assist managers in preparing and delivering effective evaluations.
  • Develop and coordinate appropriate surveys and benchmarks to ensure staff compensation and benefits are reasonable and competitive based on market and industry standards.
  • Work in consultation with the CFO and CEO to develop benefits programs and select providers.
  • Work with the Executive Team to develop and recommend merit, promotion, and market equity to staff compensation.

Risk Management

  • Maintain annual healthcare risk management training.
  • With the CEO oversee FTCA claims process.
  • With the COO oversee other risk management trainings and activities, including incident reporting and management, and annual trainings.

Records Management

  • Perform credentialing in accordance with regulations for accredited health care organizations.
  • Maintain the HRIS system.
  • Build employee profiles and update with changes as approved.

Other duties as assigned

Customer Service:

  • Demonstrates an understanding of customer service principles by successfully completing on-line Customer Service training and ACES Training
  • Utilizes the principles of customer service when interacting with patients/clients, team members and staff from other departments.
  • Appropriately handles or seeks support when customer service breakdowns occur.

Cultural Competence:

  • Demonstrates knowledge of culture by successfully completing the on-line training on Cultural Competence.
  • Utilizes an appreciation of and respect for diversity when interacting with patients/clients, team members and staff from other departments.
  • Responds appropriately or seeks support when confronted with cultural biases or conflicts.

Emergency Situations:

  • In order to respond promptly and appropriately to emergency situations, any staff member may be assigned temporary duties which differ from those in the job description, or may be assigned temporarily to a different location or schedule.

Requirements

QUALIFICATIONS:

  • Demonstrated ability to inspire, engage, and develop leaders and staff at all levels
  • Commitment to social justice and improving the health of vulnerable populations
  • Strong Organizational Design and Workforce Development experience
  • Demonstrated ability to develop and implement progressive recruitment and retention programs
  • Knowledge of Lean principles
  • Strong customer service orientation
  • Union relations experience
  • Humility, courage, and capacity for self-reflection
  • In-depth knowledge of Federal and State laws and regulations pertaining to personnel administration.
  • Outstanding written and verbal communication, interpersonal skills, and knowledge of technology related to Human Resource functions.
  • Experience working with Microsoft Office, Excel, and other programs associated with Human Resource activities.
  • Ability to handle multiple responsibilities, to determine priorities, and to track details in a fast-paced environment.
  • Ability to work with confidential material with integrity and discretion
  • Ability to establish and maintain effective working relationships with staff and senior management
  • Exceptional judgment and ability to achieve desirable outcomes by applying policies to specific situations.
  • Ability and willingness to work at an operational level as a “hands on” contributor while also functioning at a strategic level regarding organizational development; retention and employee relation matters.

Education and Experience Required

  • Master’s degree in human resources, Labor Relations, Business Administration or similarly relevant field preferred.  Bachelor’s degree required. 
  • 5+ years of progressive experience in human resources with senior leadership experience required, preferably in a healthcare setting such as a hospital medical group or large, independent multi-specialty group practice setting. 
  • Knowledge of and sensitive to a health care environment. 

SPECIAL REQUIREMENTS:

  • Annual BBP Training is required. 
  • Up to date immunizations and annual TB testing is required. 
  • Annual flu immunization is strongly recommended. 
  • All necessary vaccines are available at no charge at the health center.
  • Results of inquiry to Criminal Offender Record Investigation (CORI) must be acceptable under health center standards.

Lynn Community Health Center (LCHC) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, LCHC complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation and training. LCHC expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of LCHC’s employees to perform their job duties may result in discipline up to and including discharge. 

Job Posting ID#: 19-129

Hours

Full-Time