Senior Manager of Talent Management bei Community Connections

POSITION SUMMARY

The Senior Manager of Talent Management (SMTM) will work under the direction of the Senior Director of Talent Management to lead and direct the Talent Management staff.  The SMTM is a hands-on, trusted partner who leads day-to-day TM operations while advancing people strategy across recruitment, onboarding, employee relations, performance management, benefits administration, compensation, compliance, and culture. The SMTM will function collaboratively with all levels within the organization and will appropriately manage employment risk, manage practices and projects that will provide a staff-oriented, empowered culture while enforcing company policies and procedures. The position will assist in building processes that help leaders hire, develop, and retain high-performing, mission-aligned teams.

Salary Range: $90,000 - $110,000 based on experience

KEY RESPONSIBILITIES

Supervisory Responsibilities:

• Recruits, interviews, hires, and trains new staff in the department.
• Oversees the daily workflow of the department.
• Provides constructive and timely feedback including performance evaluations.
• Provides support and guidance to TM Staff, management, and other staff when complex, specialized, and sensitive questions and issues arise.

 Employee Relations

• Maintain compliant HR policies/handbook; ensure adherence to federal, DC, and local laws (EEO, wage/hour, pay transparency, etc.).
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Ensure accurate, confidential personnel files; oversee I-9/E-Verify, EEO-1, OSHA logs, and required postings.
• Administer the performance management cycle (goal setting, mid-year/annual reviews, PIPs).
• Oversees employee disciplinary meetings, terminations, and investigations.

• Acts as an advocate and trusted sounding board for staff, at all levels, coaching them to their own solutions.
• Provide guidance and coaching on a wide range of Employee Relations (ER) matters, including documentation, performance development, corrective action, conflict resolution and employment termination.
• In collaboration and at the direction of the Senior Director, conducts sensitive staff investigations, including determining relevant investigation strategies, managing documentation, and determining recommendations for resolution.

• Handles discipline and termination of employees in accordance with company policy.

• Conduct structured exit processes and trend analysis to inform retention strategies.
• Required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations.
• Ensures consistent application of policies/procedures.

Onboarding, Orientation and Offboarding

• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles.
• Collaborates with department managers to understand skills and competencies required for openings.

• Partners with Senior Director and program leaders to understand and execute the organization’s human resources and talent strategies particularly as it relates to current and future talent needs, recruiting, sourcing, retention, succession planning. and reduce time-to-fill.

• Work collaboratively with hiring managers to understand needs for openings and work collaboratively on the creation and approval of requisitions, job descriptions and job postings.
• Source candidates and establish a recruiting network through various means (job fairs, networking, social media, referrals, etc.); implement creative sourcing strategies to increase candidate pipeline.

• Maintain the integrity of the Applicant Tracking System and the security of confidential information.

• Oversee credentialing and primary source verification for licensed staff; maintain provider rosters.

• Coordinates new hire orientation.
• Manage employee lifecycle including collaborating with IT on new-hire setups/terminations and access controls.
• Work with Finance on payroll changes, position budgeting, and benefits reconciliation.

 Health & Welfare Benefit Administration

• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Facilitates the annual open enrollment cycle, including system setup, carrier feed file updates and testing, verifying and updating benefits plans, testing systems, communications and auditing enrollments.
• Oversees the reconciliation, approval, and processing of monthly benefit invoices.
• Proactively audit and maintain data integrity of all staff plan enrollments.
• Reviews and approves all benefit and life status requests in UltiPro.
• Develops and maintains the agency wellness program.
• Resolve high-level staff questions and concerns by interpreting benefit policies and procedures with involvement of the carriers and Benefit Brokers when needed.

• Support recognition programs and internal communications that reinforce values and accountability.

Leave Administration

• Clear understanding of federal and state laws: FMLA, ADA, ADAA, Workers Compensation, and COBRA and maintains a general understanding of ERISA.
• Partners with the Senior Director in overseeing and managing accommodation requests and navigating the ADA interactive process.
• Manage processes and maintain timely communications with staff regarding their eligibility for federal FMLA, DC FMLA, DC Paid Family Leave and other internal leave benefits.
• Advises managers and staff on the interaction of leave laws with paid time off, workers’ compensation, and short-term and long-term disability benefits.

• Administer FMLA, DC FMLA, PFML, ADA, workers’ comp, and other leaves; track return-to-work plans.

HR Compliance

• Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance.
• Conducts quarterly credentialing file audits to ensure Commission on Accreditation of Rehabilitation Facilities CARF Compliance
• Tracks and monitors changes in required background and drug screenings as required by the agency’s government partners and leads the renewal of screening efforts by notifying staff of due dates, setting up, and sending in applicable checks to ensure they are completed timely.
• Own HRIS administration (employee lifecycle, org charts, workflows, self-service).
• Produce monthly HR dashboards (headcount, diversity, turnover, time-to-fill, vacancies, leave utilization).
• Partner with Compliance on audits (DBH/Medicaid-related credentialing/training requirements as applicable).
• Partners with Providers and Medical Billing to ensure updated credentialing.
• Manage Provider credentialing Process.
• Coordinate mandatory trainings (harassment prevention, HIPAA, privacy/security).
• Execute external regulatory reports/filings, including EEOC and First Source Reporting
• Support Facilities on incident response protocols and OSHA compliance
• Completes annual ACA and OSHA reporting.
• Run engagement surveys; analyze results and drive action plans with leaders.

In addition to role responsibilities, each staff member of Community Connections has the following responsibilities as a part of their employment:

• Models and reinforces Community Connections mission to provide behavioral health, residential services, and primary health care coordination for marginalized and disenfranchised women, men, youth, and children living in the District of Columbia, many of whom are coping with challenges including mental illness, addiction, and the aftermath of trauma and abuse.
• Models and reinforces Community Connections values of quality, innovation, respect, equity, and integrity daily.
• Reinforces Community Connection’s commitment to diversity, equity, and inclusion.
• Protects the privacy of our consumer’s protected health information by maintaining compliance with HIPAA and other relevant CC related IT security regulations.
• Completes and stays current on role specific and organizational wide training.
• Performs other duties as assigned on an as-needed basis.

DESIRED KNOWLEDGE/SKILLS/ABILITIES:

Education & Certification

• Bachelor’s degree, preferably in HR, Business Administration, Organizational Development or a related field
• SHRM-CP or PHR highly desired

Experience

• A minimum of 5 years of human resource management experience preferred.
• A minimum of 7 years’ experience in human resources, preferably in a healthcare setting preferred.
• A minimum of 2 years’ experience in managing health, welfare and retirement benefits required.
• Experience in coaching staff and managers, documentation of issues, and conducting internal investigations.
• Experience within a non-profit setting highly preferred.
• Credentialing/Provider enrollment exposure.

Skills

• Demonstrated knowledge of DC local, state, and federal employment laws is required.
• Demonstrated experience with leave administration (FMLA/ADA/DCPFL).
• Experience with training preferred.
• Ability to work independently, with initiative, and problem-solve in a thoughtful manner.
• Detail-oriented and organized, with accuracy and follow-through.
• Ability to work sensitive situations with utmost discretion, professionalism and confidentiality.
• Strong communication skills, with the ability to compose policies, findings and talking points.
• Strong presentation skills, with the ability to communicate complex issues to a broad audience.
• A strong interest in leveraging technology to increase HR efficiencies and processes.
• Ability to prioritize tasks and to delegate them when appropriate.
• Proficient with Microsoft Office Suite, HRIS or related software
• Experience with UltiPro preferred.