The work location for this position is Lewiston, Idaho

This is a PRN position (On-Call - No Benefits) - you will receive an additional 15% PRN pay in lieu of benefits

Hours: 8:00am - 5:00pm

Position Summary:

The Director of Human Resources is responsible for the overall direction, supervision and coordination of functions and activities for all aspects of the human resources functions of the Medical Center.  This includes but is not limited to employment, recruitment, counseling, salary administration, benefit administration, workers? compensation, personnel policies, and employee and labor relations; participates in administration and coordination of Medical Center activities through effective interaction with governance, managerial, and others who are involved in decision-making processes; recommends changes in administrative and personnel policies, practices, and benefits to carry out objectives of the Medical Center more effectively; interprets departmental and institutional personnel policies, objectives and operational procedures.  The HR Director meets with members of the community to promote good public relations for the Medical Center.  The HR Director attends meetings of the SJRMC Board of Directors and other professional, civic and service organizations as a representative of the Medical Center.

Primary (Essential) Duties:

Divisional Duties:  Participates in developing Medical Center objectives, personnel philosophy and strategic planning in relation to personnel programs and trends in human resource management.

• Directs the activities of professional Human Resource staff.
• Develops goals/objectives for the human resources/personnel department and initiates specific programs in various areas   of      the department to ensure positive employee relations.
• Manages and integrates the various functions of the Human Resource Department including compensation, benefits, employment, employee relations and training.  Evaluates changing demographic, legal and technical developments in the field and develops new programs responsive to such needs. 
• Ensures the Medical Center's Philosophy is carried out in approaches and policies on compensation, competitive benefits, employee relations and training initiatives.  Acts as arbitrator in policy problems, wage and salary issues and employee relations disputes.  Educates and informs Directors/Supervisors of other departments of personnel policy and procedure.  Coordinates with legal; counsel on legal problems, lawsuits, and compliance issues.
• Directs and ensures the formulation of sound personnel policies and dissemination of policies to all Medical Center employees.  Acts as the primary interpreter of the intent of all personnel policies to ensure continuity and is the Chairman of the Personnel Policies Committee.
• Researches and recommends changes to ensure a cost-effective competitive salary package to all employees in order to attract and retain qualified employees.
• Develops and coordinates techniques and procedures for the recruitment, selection and general orientation of all Medical Center employees consistent with Federal and State regulations. 
• Represents the Medical Center to the community when requested by the Administrator and participates in community affairs.
• Oversees maintenance of records including personnel data and survey data concerning turnover, wages, benefits and employee morale.
• Keeps abreast of advances in human resource management techniques and business methods, economic and political trends.
• Assures compliance with JCAHO and other regulatory requirements for assigned areas of responsibility.
• Maintains current knowledge of State and Federal Regulations pertaining to Wage and Hour Labor Laws, Occupational Health and Safety, Civil Rights, and other employment and benefit regulations, or has sources of reference available for such data.

Executive Team:  This Chief Human Resource Officer participates with other members of the Executive team in the establishment and implementation of overall Medical Center policy on both financial and non-financial matters that are intended to result in the achievement of the overall Medical Center goals and objectives.

• Philosophy and Mission:  Supports and implements the Philosophy and Mission of St. Joseph Regional Medical Center in concert with the Medical Center's Mission statement.
• Policy Formulation/Goal Setting:  Assists in formulation and interpretation of the Medical Center's policies and procedures, and in the development of, and monitoring/reporting the achievement of the Medical Center goals and objectives.
• Serves on the Quality Council and Labor Management Committees of the Medical Center.  Assists in the selection and development of Department Directors in all Divisions of the Medical Center.
• Medical Staff:  Provides support to the recruitment and retention of quality Medical Staff.  
• Board:   Provides information and support to the Board of Directors.
• Performs special projects and other duties as determined by the Administrator.

The above statements reflect the general duties considered necessary to describe the principal functions of the job as identified, 
and shall not be considered as a detailed description of all work requirements that may be inherent in the position.

Scion Health considers a consistently positive, cooperative, self-motivated, courteous, and professional attitude to be an essential function of every position.  While different positions have different primary areas of responsibility, everyone needs to work as a team, and we expect all employees to roll up their sleeves and pitch in as necessary to get the job done.

Employees must be able to relate to other people beyond giving and receiving instructions: (a) can get along with co-workers or peers without exhibiting behavioral extremes, (b) perform work activities requiring negotiating, instructing, supervising, persuading, or speaking with others; and (c) respond appropriately to constructive feedback from a supervisor.

While this job description is intended to be an accurate reflection of the requirements of the job, management reserves the right to add or remove duties from particular jobs when circumstances (e.g., emergencies, changes in workload, rush jobs or technological developments) dictate.

• Bachelor's degree in human resources management, business or behavioral sciences
• Three to five years' of progressively responsible supervisory experience related to Human Resources in an acute care facility.
• Must have working knowledge of the Federal and State regulations governing employment practices and procedures as well as management principles
• Requires great degree of mental application, whether in the counseling aspect, record keeping functions or reporting.

About St. Joseph Regional Medical Center

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