- Bachelor's Degree
- Master's Degree
- Supervising Experience
- Leadership Experience
- Paid Time Off
- Employee Assistance Program
VCU Health System's Human Resources is seeking a full time Director of Employee Relations. Provides strategic direction and consultation on employee relations activities for VCU Health System. Serves as the subject matter expert on applicant of HR policy and provides expert guidance on federal and state employment laws. Develops and implements department priorities that support the health system's strategic direction and continually improve performance as measured by department statistics, trends, and benchmarks. Provides input and guidance to health system workforce on key employee relations and human resources decisions. Develops new processes and programs and collaborates with senior human resources leaders on department and health system initiatives, HR regulatory standards, policy development, guidelines, and procedures. Oversee EEO and Affirmative Action Programs and promotes diversity and inclusion initiatives. Partners with the General Counsel's Office for legal guidance and to ensure interpretation and compliance with state and federal employment law, regulations, rules, and VCUHS policies and procedures.
Performance Expectation: HR Policy, Audit and Regulatory Compliance. Researches and develops HR policies; provides policy interpretation, communicates changes to workforce, and routinely audits policies to evaluate the need for updates or changes. Ensures human resources policies are consistent with applicable clinical and regulatory agencies, including CMS and Joint Commission. Ensures compliance with applicable federal and state employment laws, including Title VII, ADA, FMLA, FLSA, ERISA, and HIPAA. Partners with internal stakeholders and external government agencies, including the VCUHS Office of Compliance, General Counsel, the Department of Health Professions, DOL, Joint Commission and CMS to ensure policy compliance. Develops and presents training to team members and management staff on employment law, HR policies, conflict resolution, mediation, supervision, and trends. Manages HR investigations, including charges of discrimination, harassment, unfair management practices, and internal complaints. Researches nature of complaint and partners with the General Counsel's Office on high profile risk cases. Manages critical incident investigations, responds to emergency situations, and develops recommendations based on findings. Responds to EEOC charges of discrimination citing management's course of action and details regarding final decisions; collaborates with the General Counsel's Office regarding findings and final reporting. Manages team member dispute resolution/grievance procedure in collaboration with hospital leadership and the General Counsel's Office. Consults on disciplinary actions, i.e., terminations, suspensions, verbal and written counseling, performance evaluations, and performance improvement plans. Provides consultation and guidance on department reorganizations, reduction in force, workers compensation, unemployment compensation, background investigations, and EAP. Consults on reorganization and involuntary separation actions; provides guidance on the process. Drafts board reports to the Department of Health Professions in cases involving termination of licensed clinical professionals. Collaborates on teams and committees to ensure operations and programs are integrated and aligned with the health system's vision. Provides input and guidance on employee relations programs and initiatives; partners with hospital leadership, and leads the evaluation of existing programs and implementation of new programs. Consults with HR Service Line Directors and EEO/AAP manager to develop strategies to support recruitment and retention efforts for applicants and team members who are underrepresented. Assess workplace diversity strengths and opportunities and identify strategies for promoting and supporting diversity and inclusion throughout the health system. Oversee diversity and inclusion initiatives for the health system; recommend affirmative action programs to address needs. Develops performance metrics to evaluate the effectiveness and success of employee relations activities. Tracks outcomes of legal cases, unemployment claims/costs, turnover data, engagement surveys, and cost of grievances, exit interview data, and affirmative action data goal attainment. Communicates reporting to hospital leadership and develops recommendations to improve goals and effectiveness. Directs the team and provides performance coaching, development, and guidance. Represent the Employee Relations team on committee, meetings, workforce planning activities, and HSM meetings.
Five (5) years of experience in progressively more responsible human resources supervisor / management positions
Management and leadership experience in employee relations or human resources
Prior supervisory experience
Experience interpreting and applying knowledge of federal and state employment laws
Experience conducting workplace investigations
Demonstrated experience leading groups towards desired outcomes, setting performance standards, and delivering quality services.
Bachelor's Degree in Business, Human Resources, Public Administration, or related field
SPHR or SHRM-SCP
Seven (7) to ten (10) years of employee relations or human resources experience
Experience leading organization-wide employee relations, compliance, or regulatory initiatives
Demonstrated negotiation and persuasion skills
Experience developing and executing programs at scale
Experience evaluating the effectiveness of programs and practices through metrics, benchmarks, and data analytics
Prior experience in a healthcare environment.
Experience interpreting employment laws, standards, and federal and state regulations including Title VII, FLSA, ADA, FMLA, ERISA, HIPAA, etc.
Master's Degree in Business, Human Resources, Public Administration, or related field
Qualified applicants will receive consideration for employment without regard to their protected veteran or disability status.
HR Use Only: PTO