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The Director, Human Resources, Post Acute Care serves as the dedicated Human Resources leader for the Post Acute Care service line, partnering with executive and operational leadership to develop and execute workforce strategies supporting Home Health, Hospice, Home Medical Equipment, and related post-acute programs. The Director provides strategic and operational HR leadership with emphasis on employee engagement, workforce planning, recruitment, retention, succession planning, leadership development, labor and employee relations, performance management, change management, and organizational culture. The Director leads and coordinates Human Resources support for Post Acute Care Services in alignment with WVU Medicine Human Resources strategy, programs, policies, and shared services, and articulates Human Resources needs and plans to Post Acute Care executive and operational leadership.

MINIMUM QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Bachelor’s degree in human resources, industrial relations, business administration, Health Administration, organizational development or related field required.

EXPERIENCE:

1. Eight years of Human Resources experience with at least 5-7 years of prior leadership and people management experience required.

2. Knowledge of federal and state laws, regulations and rulings of governmental agencies including but not limited to FLSA, EEO, OSHA, Unemployment and Workers’ Compensation.

3. Experience working as a strategic HR Business Partner.

 

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Master’s degree in human resources, industrial relations, business administration, or related field preferred.

2. Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification desirable and preferred.

EXPERIENCE:

1. Prior experience and knowledge of Joint Commission and other regulatory standards in the healthcare industry.

2. Experience supporting multi-site healthcare operations and strategic HR Business Partner work and employee relations preferred.

3. Minimum three (3) years supporting Home Health, Hospice, or Post-Acute Care operations preferred.

4. Experience with acquisitions, integration, and healthcare workforce transformation preferred. Knowledge of CMS Conditions of Participation for Home Health and Hospice and the unique workforce challenges within post-acute care preferred.

 

CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position.  They are not intended to be constructed as an exhaustive list of all responsibilities and duties.  Other duties may be assigned.

1. Assists with leading the development of service-oriented Human Resources strategies and programs in support of the overall business plan and strategic direction of the organization.

2. Serve as an advisor to the HR professional staff and senior leadership team and a strategic advisor on human capital matters and their impact on organizational culture.

3. Assess, inspire and develop an HR team to create an innovative HR function that supports the organization.

4. Provide leadership and oversight for Post Acute Care Services and WVU Medicine HR programs and policies, ensuring that they are current, competitive, within financial constraints, and in compliance with legal requirements.

5. Manages Recruiters, Human Resources Business Partners and HR Employee Relations staff in the creation and achievement of strategic goals and risk management for the organization. Drives projects to completion

6. Creates and manages the overall HR operating budget with direction from the CHRO.

7. Acts as a liaison with WVU Medicine HR Shared Services to deliver the highest quality of HR services.

8. Works closely with staff to assist them in defining and achieving their operational and management goals and performance objectives.

9. Guide managers and senior leaders on complex employee relations matters for staff.

10. Monitor human resources indicators to identify problem areas and make recommendations to address deficiencies that will help better support the organization.

11. Supports workforce development initiatives and programs to assist Post Acute Care Services in achieving its business goals.

12. Serve as the primary Human Resources business partner for Post Acute Care executive and operational leadership.

13. Lead employee engagement strategy for Post Acute Care, including engagement surveys, action planning, leadership coaching, and accountability for measurable improvement in engagement and retention.

14. Partner with leaders to improve recruitment, onboarding, retention, succession planning, vacancy rates, and workforce stability across Home Health, Hospice, Home Medical Equipment, and related post-acute services.

15. Develop workforce strategies to support acquisitions, integrations, organizational growth, and implementation of new post-acute services.

16. Provide guidance on employee relations, performance management, corrective action, investigations, conflict resolution, and labor relations matters.

17. Lead change management initiatives associated with organizational transformation and strategic projects across Post Acute Care.

18. Support leadership development through coaching, training, talent reviews, and succession planning.

19. Monitor and report workforce metrics including turnover, vacancy, time-to-fill, engagement, and retention; provide recommendations and action plans to Post Acute Care leadership Lead Improvement initiatives.

 

 PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Standard office environment.

 

SKILLS AND ABILITIES:

1. Must possess strong leadership, communication, and team building skills.

2. Must possess excellent verbal and written communication skills.

3. Ability to execute initiatives across a complex organization.

4. Demonstrated ability to serve as a trusted business partner with a strong business acumen and independent judgment.

5. Possess strong business acumen and the ability to identify correlations between Talent initiatives and business outcomes.

6. Ability to develop and execute workforce strategies across geographically dispersed, multi-site healthcare operations.

7. Demonstrated ability to lead change management, workforce integration, and organizational transformation initiatives.

Additional Job Description:

Scheduled Weekly Hours:

40

Shift:

Exempt/Non-Exempt:

United States of America (Exempt)

Company:

SHC WVUHS Home Care

Cost Center:

500 SYSTEM Administration

Address:

Morgantown WV

Core

West Virginia

Equal Opportunity Employer

 

West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.