In conjunction with the Enterprise HR leadership team and Centers of Excellence (COE), the Manager of Human Resources directs a broad range of strategic and hands-on human resources (HR) services to help guide and achieve departmental, business, and organizational goals and strategies to realize the mission and vision of CommUnityCare. Uses HR expertise and best practice solutions in all employee relations matters and has the ability to translate business strategies into HR solutions to meet the needs of CommUnityCare . Ensures the quality of HR service delivery through effective collaboration with Enterprise HR leadership, HR shared services and COE team members. Adheres to applicable Federal and State laws and accrediting agencies rules and regulations to manage all of the people functions of the organization in an ethical and unbiased manner to ensure compliance and mitigate risk. Under the direction of VP of HR, will partner with Enterprise HR leadership and CUC management to support organizational and leadership development, succession planning, change management, best practices, talent and performance management, and ensure consistent application of policies and practices.

Salary: 115-129K DOE

Benefits:

• Medical
• Dental
• Vision
• Life and AD&D
• Employee Assistance Program
• FSA
• Generous PTO Allotment
• Retirement (401)

Essential Duties (at least 5 that are non-negotiable duties and are absolutely pertinent to successfully completing the job without accommodations):

 Partners with the CUC VP of Human Resources to develop, plan, and manage the human resources activities for CommUnityCare
 Actively participates in the development and implementation of Human Resources’ strategic plan, goals, objectives, programs, communications, and initiatives.
 As directed, participates in the development and implementation of Enterprise HR plans and programs as a strategic partner, focusing on the impact to the employees.
 Analyzes CUC processes, procedures, policies, and technology, as well as business and organizational challenges related to CUC employees and Enterprise Human Resources programs, to identify and recommend improvement opportunities.

 Participates in developing, monitoring, and reporting on key metrics for the department and Human Resources staff to drive and measure performance and outcomes.
 Responsible for ensuring the organization’s values are communicated and understood at all levels of the business, clarifying on employee conduct that is necessary for realizing an engaging, high‐performance culture within the company.
 Identifies and monitors the organization’s culture and values so that it supports the attainment of the company’s goals and promotes employee satisfaction.
 Is an expert on Human Resources processes and policies to ensure efficiency and consistency, and support the Enterprise Talent Management team and CUC leaders in resolving employee relations issues.
 In conjunction with the CUC VP of HR and Director of Talent Management, ensures thorough and objective investigations are conducted when employee complaints or concerns are brought forth and as needed, assess risk, and determines appropriate actions and follow‐up as needed. Follows set guidance and documentation procedures if conducting investigations.
 Supports the Enterprise HRBPs and HR Generalists in monitoring and advising leaders in the progressive discipline process of the company and monitors the implementation of a performance improvement process with non‐performing employees.
 Partners with CUC management to communicate Human Resources policies, procedures, programs and laws.
 Assists the Director of Talent Management in managing the work and performance of assigned Human Resources staff and supports the ongoing development of the Human Resources staff and overall Enterprise HR - structure.
 Reviews recommendations from Enterprise Talent Management staff- for employment terminations and makes decisions on final actions, escalating to CUC VP of Human Resources as needed.
 Participates in developing and adhering to the CUC departmental budget.
 Serves as both an expert and consultant to HR staff and leaders as needed to address talent and operational issues, using data, analytics, benchmark, and industry information and knowledge to drive and measure outcomes.
 Facilitates orientation and training for new employees and leaders and leads established recognition programs.
 Coach and develop managers and supervisors to enhance and deliver people management and leadership capabilities.
 Guides and supports appropriate leaders in recruiting and hiring practices and procedures necessary to recruit, hire, and retain a diverse and superior workforce.
 Establish and maintain collaborative, credible, and trusting relationships and partnerships with individuals across all departments, both internal and external, to demonstrate the value of HR as a consistent knowledgeable, trusted, go-to resource.
 Functions as a trusted advisor to staff, leaders, and HR leadership.
 Maintain working knowledge of pending legislative and/or regulatory changes affecting the department and/or workforce and make proactive recommendations to the Vice President of Human Resources and Enterprise CHRO on possible changes, updates, or enhancements.
 Collaborates with CUC leaders and Enterprise business partners to diagnose and solve workforce challenges.
 Works with the Director of Talent Management in evaluation and monitoring of leadership training, development, and coaching efforts to ensure success. Follows up to ensure coaching and development objectives are met.
 Work with Director of Talent Management to coach and develop HR Staff to partner with management and employees to improve work relationships, build morale, and increase productivity, engagement, and retention.
 Actively supports the Enterprise HR shared services and centers of excellence models and team members to provide high quality and timely customer service to all customers.
 Provide a high level of customer service to all employees and candidates by responding to customers in a timely manner with accurate information and resolution.
 Participates in and sometimes leads department meetings and continuing education opportunities.
 Demonstrate a willingness to be an active participant in initiatives that have fundamental impact on the organization.
 Performs any other duties as needed to drive the vision, fulfill the mission, and abide by the values of this organization.

Knowledge/Skills/Abilities:
 Demonstrate ability to foster and maintain mutually respectful relationships with internal and external customers.
 Display a level of sophistication and maturity that allows easy interaction with both existing and potential employees as well as teammates.
 Ability to prioritize against business objective and goals and demonstrate flexibility to change direction as needed.
 Ability to work independently, effectively manage projects, and meet deadlines in fast paced environment.
 Demonstrate excellent organizational, communication, and presentation skills (verbally and in writing), and strong attention to detail.
 Ability to handle a heavy workload under deadlines with minimal supervision.
 Ability to use good judgement and effective problem solving and analytical skills.
 Ability to travel locally within the Austin area (20 – 30%), and as needed outside the Central Texas area (less than 10%)
 Proficiency in Word, Excel, PowerPoint, and OneNote.
 Knowledge and proficiency using HR related systems preferred.
 Healthcare experience preferred.
 Ensure all actions represent CommUnityCare in a highly professional manner at all times.
 Ensure and uphold compliance with company policies and procedures, as well as all applicable rules and regulations within healthcare and human resources fields.
 Performs all duties in an ethical manner consistent with the overall mission and values of the enterprise.
 Ability to maintain confidentiality at all times.

People Management/Department Management/BusinessUnitManagement:
 Direct, implement, and execute departmental initiatives, goals, and programs.
 Adheres to all local, state, and federal regulations.
 Develops, implements, and oversees processes and programs to meet and support the departmental and organizational strategic plan.
 Create recruiting model that provides candidates with a superior experience and enables leaders to identify employees who will live the company mission every day.
 Builds and maintains a superior departmental support team serving all employees in a manner that is consistent with the company’s Core Beliefs.
 Selects personnel for hire and promotion; takes appropriate actions regarding counseling, disciplinary actions, demotions, and terminations.
 Directs, supports and coaches’ direct reports.
 Responds proactively to employee needs and concerns.
 Develops “experts” and “expertise” within the HR team as directed and seeks employee input.
 Facilitates consensus among divergent groups.
 Minimizes staff turnover.
 Acknowledges and rewards employees’ strengths and accomplishments.
 Evaluates assigned staff performance and competency, providing direct feedback.
 Assesses learning needs, develops competency plans and provides opportunities for learning

MINIMUM EDUCATION: A Bachelor’s degree in Human Resources or Business

MINIMUM EXPERIENCE: Five (5) years’ experience as an HR Business Partner or HR Manager, with 2-3 years within healthcare industry

PREFERRED EDUCATION: A Master’s degree in Human Resources or Business

PREFERRED EXPERIENCE: Eight plus (8+) years’ experience as a HR Business Partner or HR Manager, with 4- 5 years within the healthcare industry.

REQUIRED CERTIFICATIONS/LICENSURE: PHR, SPHR, SHRM – CP, or SHRM – SCP

PREFERRED CERTIFICATIONS/LICENSURE: CHHR

Job Type: Full-time

Pay: $115,000.00 - $129,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Schedule:

• Day shift
• Monday to Friday
• On call

Education:

• Bachelor's (Required)

Experience:

• HR Business Partner or HR Manager: 5 years (Required)

License/Certification:

• PHR,SPHR,SHRM-CP, SHRM-SCP (Required)

Work Location: In person

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