Top 3 Payroll director Jobs in Scranton, Pa

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Director, Human Resources

The Wright Center for Graduate Medical Education
Scranton, PA

Apply Now

Job Details

Full-time

Qualifications

Performance dashboard reports
HR change management strategy
Google Workspace
Managing human resources teams
Finance
Word processing
Spreadsheets
Coaching
HR analytics
Financial analysis
Data summary reports
Inclusive leadership practices
Team development
Employee data management
Bachelor's degree
Data management
Decision making
Requirements analysis
Mentoring
Managing projects
Productivity software
Change management support (employee development activity)
Project leadership
Data-driven decision making
Team motivation (leadership skill)
Employee relations strategy
Strategic thinking in HR leadership
Cross-functional communication
Excel data analysis

Full Job Description

Description:

POSITION SUMMARY
The Human Resources Director (HRD) leads and oversees several HR functions to include: employee relations, HR systems, recruitment and retention, reporting, legal compliance, ensuring a positive and compliant work environment. This position will collaborate with leadership across the organization to develop and implement strategic HR initiatives, fostering a culture of diversity and inclusion while attracting and retaining top talent. Ensures compliance with all federal and state employment laws and regulations. Serves as a go-to resource for employee relations matters, providing guidance and support. Manages and maintains the Human Resource Information System (HRIS) as the super-user. Conducts training sessions for managers and supervisors on HR policies and procedures.

ESSENTIAL JOB DUTIES AND FUNCTIONS

While living and demonstrating our Core Values, the HR Director will:

General HR Responsibilities:

Administer various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures
Maintain compliance with federal and state regulations concerning employment
Responsible for the administration of the performance management process inclusive of probationary reviews, annual performance review process
Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed
Be the HR liaison and project manager as it relates to opening new clinical sites to ensure HR requirements are met timely
Assist with annual orientation of new class of residents/fellows with GME and HR team
Assist HR team with employee events and projects
Conduct training sessions for the management team as it relates to recruitment and selection, manager 101 on administering employee coaching, disciplines and performance improvement plans, harassment, etc.
Continue to improve processes and complete required PDSAs, SAFE Report, and community events
Provide annual UDS employee data for required health center report
Responsible for the oversight and timely filing of the annual EEO-1 report
Respond to data requests for grant submissions and other organizational reports such as board meetings, HRSA reports etc.
Regularly attend clinic huddles, operational meetings, and management meetings to disseminate critical HR updates, announcements, and policy changes
Work closely with other members of the HR team to maintain a high level of organization within
Provide HR support for HRSA site visits and applications
Responsible for clinician contract renewals
Assist and provide support to VP as needed
Special projects as requested/needed

Employee Relations:

Develop and implement HR policies and procedures related to employee relations.
Partner with all levels of management to communicate HR policies, procedures, and legal requirements to employees across all levels
Serve as a go-to resource for urgent employee matters, providing timely guidance and support on employee misconduct, employee personal crisis situations, and performance issues
Serve as a trusted advisor to managers, providing a confidential sounding board for complex employee situations. Collaborate with them to explore resolution options and develop effective strategies
Lead and guide involuntary employee separations in collaboration with relevant managers. Ensure a professional, compliant, and respectful process is followed throughout
Recommend and implement employee relations best practices to foster a positive work environment, high morale, and motivation
Conduct confidential investigations into employee complaints, concerns, and potential harassment, utilizing strong interpersonal and active listening skills to mediate solutions
Provide coaching and guidance to managers and supervisors on progressive discipline procedures and best practices as well as performance improvement plan administration, tracking and resolution. (e.g., TWCGME and TWCCH)
Oversee and manage all unemployment claims, including timely responses, documentation, coordination with internal stakeholders, and representation or preparation for unemployment hearings to ensure compliance with state and federal regulations.
Conduct training sessions for managers and supervisors on handling employee relations matters
Maintain confidentiality throughout the employee relations process.
Maintain visibility to provide guidance and support to employees on a broad range of HR-related issues across all locations

HR Systems

Partner with stakeholders to select HR systems that meet the organization's needs, as needed, and manage the implementation process of the chosen systems, ensuring a smooth transition for all users
Maintain the Human Resource Information System (HRIS) as the super-user. This includes managing the following modules:
- HR data: Create, update, and maintain employee information in the HRIS system, ensuring data accuracy and integrity
- Time and attendance: Configure and oversee timekeeping functions, including setting up rules, managing exceptions, and generating reports.
- Document workflows: Streamline document management processes within the HRIS, including onboarding documents, new and annual signing of policies and procedures, agreements and acknowledgements to ensure compliance.
- Data insights: Generate and analyze HR data reports to identify trends, inform strategic decision-making, and support workforce planning.
- Web link configuration: Manage web link integrations within the HRIS to ensure seamless data flow and user experience.
- Security: Administer user access control and security protocols.
- Configuration: Ensure all settings are configured and updated as needed due to policy/procedure changes, new locations, legal updates, etc.
- Community: Communication through HRIS to employees of HR-related information, events, updates and important notifications.
- Troubleshoot complex system problems and identify root causes.
Collaborate effectively with system administrators and vendors to resolve system issues.
Develop and implement solutions to optimize HR and payroll processes, fostering strong collaboration between the departments
Partner with Payroll and Finance to ensure proper administration of system functions, processing and data auditing inclusive of FTE allocations
Make recommendations for electronic solutions to reduce usage of paper processes
Proactively recommend new applications for current and emerging technologies, such as AI, to streamline workflows, enhance communication channels, and foster a more engaged workforce
Manage bulk data uploads to ensure accuracy and integrity
Ensure timely completion of annual system maintenance and updates, to include the end/beginning of fiscal year changeover of all employee time off programs
Deliver training to introduce new functionalities and easier methods to end-users
Conduct system security audits to identify and mitigate vulnerabilities and inaccurate date.

Compliance:

Comply with and stay up-to-date on all labor laws and regulations to ensure compliance and reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Fair Labor Standards Act's (FLSA), the Department of Labor, and so forth
Proactively minimize the company's exposure to employment-based lawsuits through adherence to legal best practices and a commitment to fair treatment of all employees
Champion a positive and respectful work environment to foster employee engagement and retention, reducing the potential for disputes
Protect the interests of employees in accordance with TWCGME and TWCCH Human Resources policies and governmental laws and regulations
Resolve complaints received through TWC’s reporting mechanisms such as SAFE and Direct Access
Ensure all TWC locations have required labor law and federal posting requirements as well as other organizational posting requirements

Requirements:

REQUIRED QUALIFICATION:

Meet The Wright Center for Community Health and its affiliated Enterprise entities’ EOS People Analyzer Tool
Buy in and experience working in the EOS® model (strongly preferred)
Bachelor's degree in Human Resources or a closely related field. A Master's degree in Human Resources, Business Administration, Organizational Management, or similar experience is a strong plus.
10+ years of progressive leadership experience within Human Resources, ideally in a healthcare setting
Strong understanding of employee relations, HRIS implementation, maintenance and administration, data reports, legal compliance, and the ability to translate organizational strategy into effective HR initiatives
Proven ability to motivate, engage, and coach a team, fostering a positive and productive work environment
Proven track record of successfully guiding teams through organizational change and fostering a culture of innovation
Exceptional analytical and financial analysis skills with a passion for using data to inform strategic decisions
Ability to leverage strong spreadsheet skills (e.g., Excel formulas and functions) and independently gather data from various sources and transform it for analysis in spreadsheets
Strong proficiency to extract, clean, and analyze data for dashboards
Critical thinking ability to collaborate with stakeholders to understand data requirements and translate them into actionable reports and dashboards
Ability to manage multiple complex projects simultaneously with meticulous attention to detail and follow-through
Excellent verbal and written communication skills, adept at presenting information to diverse audiences. Ability to build strong relationships and collaborate effectively with all levels of the organization, including the executive tea.
Strong computer skills including advanced Excel and proficiency in other MS Office Suite applications (Word, PowerPoint) and Google Workspace
Strong background and proven experience in the selection and administration of an HR system, as well as other HR systems
Deep understanding of and commitment to creating a healthy, inclusive, and diverse work environment
Possesses sound business judgment, strategic thinking, and the ability to influence others while maintaining high ethical standards
Energetic and results-oriented with a proven ability to thrive in a fast-paced environment, adapt to evolving business needs, and remain calm under pressure
Strong mentoring, coaching, and leadership skills to develop the talents of others
A mindful and engaged listener who fosters open communication and mutual learning across all departments
Maintains strict confidentiality and adheres to all HR-related policies and regulations

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