The Director of Human Resources (Director) has primary accountability for the successful leadership and operation of the Human Resources Department. Through the planning and execution of strategic priorities, the Director ensures that the department effectively and efficiently serves LifeCenter Northwest’s (LifeCenter) mission and vision through support for LifeCenter’s people-focused initiatives, programs, and processes. The Director develops, implements and monitors goals and objectives related to company culture, employee experience, recruitment, employee relations, compensation, benefits, learning and development, organizational design, safety, and labor and employment compliance, as well as participates in the success of overall organizational goals. The Director serves as a member of the Extended Senior Leadership Team, providing human resources leadership and support to help drive improved outcomes. This position has access to highly sensitive and confidential information; therefore, the personal and professional integrity of the person in this position must be exemplary.

ESSENTIAL JOB FUNCTIONS

Strategic Direction

• Provides strategic human resources leadership and input on issues affecting the organization now and those anticipated in the future.
• Provides accurate and reliable information to the Leadership Team to support effective business and strategic decision-making to reach strategic goals. 
• Ensures personal knowledge of the relevant current human resources best practices, and is knowledgeable regarding innovations, trends, and issues that can or will impact the future success of the organization. 
• Provides updates on human resources matters to the Governing Board, as requested. 
• Participates in LCNW’s annual strategic planning, which helps establish the goals and organizational budget for the Human Resources Department (“Department”). 

Management/Operations Responsibilities

• Develops and manages departmental strategic plan in support of the organizational strategic plan.
• Manages and oversees organization-wide people programs, processes, systems, and initiatives, and works closely with other members of Leadership to promote organization-wide engagement.
• Serves as a change agent for the organization by leading and/or directing people and culture focused performance improvement initiatives in alignment with organizational objectives and in collaboration with other members of Leadership.
• Establishes, implements, and oversees HR operations, initiatives and business solutions that reflect and support the organization’s strategic vision.
• Establishes and monitors departmental staff performance and development goals, sets objectives, assigns accountabilities, establishes priorities, and conducts continuous performance feedback.
• Effectively trains, mentors, and develops departmental staff using a supportive and collaborative approach.
• Ensures effective communication and coordination with Department personnel and Leadership Team.
• Establishes the long-term and short-term direction and focus for the Department.
• Develops and manages the Departmental budget.
• Manages and oversees contracts with and work of third-party services providers engaged to support departmental functions.
• Reviews and approves departmental invoices, timesheets, and expense reports.
• Serves as a member of the organization’s Corporate Compliance Committee.

Human Resources Responsibilities

• Oversees HR policies, Standard Operating Procedures (SOPs), and Employee Handbook to ensure compliance with federal, state, and local laws and regulations.
• Consults and advises Leadership on people, culture, labor and employment compliance, compensation and benefits, learning and development, talent planning and management, safety, and other human resources related matters.
• Oversees, develops, and manages strategic and effective people-focused programs for the organization designed to ensure strong organizational culture and employee support, including, for example: employee engagement survey, wellness program, DEI People Practices initiative, recognition programs, and employee benefits offerings.
• Oversees, develops, and delivers training on people-focused protocols and practices.
• Develops, oversees, and manages organizational programs, processes, systems, and initiatives to support and enhance organizational culture, learning and development, and people-focused risk management practices.
• Serves as a member of the organization’s committees as appropriate, including the: Corporate Compliance Committee, 403(b) Plan Internal Management Committee, Safety Committee, Facilities Committee, and Emergency Management Committee. 
• Oversees and advises on employee relations matters, including disciplinary actions, in consultation with the General Counsel and Vice President, Administration as appropriate. Leads internal investigations and appropriate follow-up. 
• Supports, develops, and oversees effective organizational talent planning and management practices and systems to meet organizational needs, including for workforce planning, recruitment, development, retention, and succession planning. 
• Responsible for overseeing and managing the document retention process for all employment documents/files using established retention guidelines with applicable legal requirements including but not limited to personnel files, I-9 documentation, interviewing criteria, and internal job postings.
• Develops and implements comprehensive compensation and benefit plans that are competitive and cost effective for the organization.
• Collaborates with Finance and Accounting for effective and compliant administration and operation of the organization’s retirement plans and to payroll administration.
• Supports and guides the annual renewal process with the health insurance broker for receiving bids making selections for the insurance plans and planning the open enrollment process.
• Guides and directs the Department in the areas of safety and occupational health to ensure compliance with applicable laws, regulations, and audit standards. Responsible for oversight of organizational Safety Program, working in close collaboration with Quality & Regulatory Affairs.
• Oversees and supports the organization’s administrative functions, including executive and administrative support and office management.

Supervision

• This position directly supervises the Human Resources staff and the managers of the Training and Administrative teams. This position has significant influence and provides guidance to others, including managers, directors and senior executives.

KNOWLEDGE, SKILLS, ABILITIES

• Knowledge of state and federal employment laws and regulations with the ability to apply to people practices and programs.
• Experience in consulting, coaching, and guiding leaders through various people practices and programs, including (not limited to) performance management, compensation practices, employee relations.
• Experienced in acting as an employee advocate, upholding organizational values, and fostering a culture of inclusivity.
• Ability to work in a matrixed, fast-paced, constantly changing and ambiguous environment.
• Demonstrated experiences in critical thinking, influencing and strategic problem-solving.
• Ability to build relationships based on trust, diplomacy and collaboration at all levels.
• Effective communication and presentation skills.
• Experience in driving diversity and inclusion work is preferred.

• Must possess initiative and a desire for continuous improvement.
• Must be able to work effectively with others, some in remote locations.
• The ability to prioritize and complete work despite competing objectives.

BEHAVIORAL REQUIREMENTS

The employee in this position must uphold the core values of LifeCenter; these include:

• Integrity: We are trustworthy, reliable, respectful, and accountable.
• Collaboration: We work in partnership with others, seeking to understand and be understood, and finding common ground and shared goals to build upon together.
• Courage: We take personal responsibility and face challenges head-on.
• Service: Through professionalism and dedication, we honor our commitment to serve others and our obligation to be good stewards of the gift of life.

EDUCATION, EXPERIENCE & JOB REQUIREMENTS

• A Bachelor’s degree is required.
• Professional HR Certification from HRCI or SHRM preferred.
• Minimum of 7 years HR experience with demonstrated leadership success in applying HR practices and procedures.
• Minimum of 5 years in direct management of other HR professionals.
• Requires a valid driver’s license and access to an insured automobile or the ability to arrive and depart from work and work-related functions at expected times.

Based on considerations of various state requirements within our service area, Organ Procurement Organization industry practices, our hospital and community partner requirements, and our commitment to the safety of our people and communities, LifeCenter Northwest has made the decision to require members of our workforce to be fully vaccinated for COVID-19 by October 18, 2021.

Proof of vaccination, or applicable medical or religious exemption will be required as a condition of employment upon offer. For those that need to complete the vaccination series, start dates will be adjusted.

LifeCenter Northwest is proud to be an Equal Opportunity Employer.