Human Resources Manager - Evergreen Family Health

Client: Evergreen Family Health

Position Title: Human Resources Manager

Website: www.evergreenhealth.org 

Location: Williston, Vermont (40 hours per week onsite)

Reports to: Director of Operations

Anticipated salary range: $80,000 - $90,000

When you join the team at Evergreen Family Health you will make an impact on the lives of many while collaborating with professionals who are driven to deliver the best in patient care. 

Being a part of Evergreen means you will partner with the clinical and administrative teams to take the patient and employee experience to the next level. When you join the team, you will be part of a practice that is highly invested in its patients and people. 

In addition, here is what is in it for you when you join us:

• Competitive pay – anticipated hiring range of $80,000 - $90,000
• On-site parking
• Paid time off that promotes work life balance (accrual based)
• Dental and vision benefits
• Generous health insurance coverage with employer contribution
• Retirement plan options
• Discounts given to staff seen at Evergreen Family Health
• Paid Holidays
• Paid Parental Leave
• Discounted gym membership, short term/long term disability, and more

Job Summary  

The Human Resources Manager collaborates with clinical and administrative leaders on initiatives to take the culture and employee experience to the next level.  This position proactively addresses talent acquisition needs, employee performance, and labor law compliance.  The Human Resources Manager maintains a high level of understanding about the needs of the clinical and administrative teams in order to address their HR needs proactively.

Essential Job Functions: 

 Talent Acquisition

• Develops and implements recruitment strategies to attract top talent. 
• Collaborates with office managers and clinical leaders throughout the hiring process.

• Utilizes talent sourcing tools and techniques to identify and engage prospective candidates.  
• Represents EFHG at schools, job fairs, and relevant professional associations to develop relationships that strengthen the talent pipeline for future recruiting efforts. 

• Conducts or acquires background checks and employee verifications. 
• Ensures the HRIS is being used effectively throughout the hiring process.
• Welcomes new hires into the practice by introducing them to the mission and core values on Day One.  Ensures all new hires have everything needed to have a great experience including benefit information, key introductions, and ongoing support.
• Handles employment related inquiries from applicants, employees, and managers referring complex and/or sensitive matters to appropriate staff.  

Compliance and HR Policies

• Ensures compliance with employment laws, regulations, and policies.
• Identifies potential organizational risk and responds proactively to mitigate risk through education along with policy development and enforcement.
• Stays on top of developments pertaining to OSHA, EEO, ADA, FMLA, FLSA, ERISA and HIPPA. 
• Reviews HR policies in the employee handbook at least annually and recommends updates based on new laws, the needs of the team, and organizational risk.

• Updates and maintains employee files in the HRIS. 

Employee Relations

• Serves as the main point of contact for employee concerns and conflict resolution.
• Partners with managers on employee disciplinary meetings, investigations, and terminations.
• Promotes a positive employee culture in conjunction with practice leaders.
• Reinforces the EFHG vision, values, and goals to all personnel.  

Performance Management

• Oversees the performance review process and partners with managers to ensure reviews are insightful and timely for the team.
• Orchestrates the goal setting process for the team to drive career development.
• Guides leaders to provide positive and constructive feedback throughout the year to strengthen skills and engagement.  
• Leverages the HRIS to track performance initiatives. 

Training and Development

• Reviews, tracks, and documents training and continuing education for professional licensure and other certifications.
• Collaborates with managers to provide internal and external training resources to support employee development. 

• Plans proactively to meet the specific talent needs of each area of the practice by working closely with managers and teams to understand their unique skillsets and staffing requirements. 
• Utilizes the HRIS to address training needs.  

Benefits and Compensation

• Serves as the main point of contact for all benefits-related questions.
• Works closely with benefits professionals to determine how to best serve the needs of the team while also staying within budget.
• Leads open enrollment while continuously looking for ways to streamline the process.
• Provides education to the team throughout the year regarding the utilization of benefit programs.
• Administers FMLA and other types of leave.
• Collaborates with the Controller and Managing Partner on a compensation strategy.
• Works closely with the Controller and Managing Partner on the timing and structure of compensation adjustments. 

Qualifications/Basic Job Requirements:     

• Associates Degree or Bachelor’s Degree in Human Resources or Business Administration

• HRCI or SHRM certification preferred 
• 3 - 5 years of human resource management experience preferred
• Strong knowledge of employment laws and HR best practices
• Proficiency with Pay Data or other HR information systems
• Excellent communication skills, both verbal and written
• Excellent interpersonal skills, negotiation, and conflict resolution skills
• Excellent organization skills and attention to detail
• Ability to act with integrity, professionalism, and confidentiality  

Gallagher, Flynn, & Company, LLP has been retained to conduct this search. Interested candidates may apply by sending a resume and cover letter.  While we appreciate all interest in this exciting opportunity, only candidates most closely aligned with our search will be contacted.

Disclaimer: What is listed above is representative of the position's responsibilities but is not meant to be an exhaustive list. Responsibilities may change during employment at the company's discretion. Gallagher, Flynn & Company, LLP, and our client do not discriminate in employment based on race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, parental status, military service, or other non-merit factors.