EXECUTIVE DIRECTOR OF HR at Pomerene Hospital

Job Overview
The Executive Director of Human Resources is responsible for leading and managing all HR functions within the organization, ensuring alignment with the hospital’s mission, values, and strategic goal. This role requires a deep understanding of healthcare staffing needs, regulatory compliance, and the unique challenges of rural healthcare delivery.

Essential Functions

• Demonstrates commitment to Pomerene Hospital’s Mission, Vision, and Values
• Develop and implement HR strategies aligned with organizational goals and community values
• Oversee recruitment, onboarding, retention, and succession planning for clinical and non-clinical staff
• Develop job postings and screening protocols for positions ranging from physicians to support staff
• Partner with department heads to identify staffing needs and participate in candidate selection.
• Foster a culture of inclusion, respect, and continuous improvement
• Manage employee relations, conflict resolution, and performance management
• Ensure compliance with federal, state, and local employment laws and healthcare regulations
• Manage employee relations, conflict resolution, disciplinary actions, and grievance procedures
• Maintain accurate personnel records and oversee performance evaluation systems
• Design and administer competitive compensation packages and employee benefits, including health insurance, retirement plans, and paid leave
• Conduct market analysis to ensure salary structures are equitable and sustainable
• Implement training programs to enhance staff competencies, compliance, and morale
• Serve as a trusted advisor on workforce planning, organizational development, and employee engagement
• Supervise HR staff and oversee timekeeping
• Monitor HR metrics and generate reports to inform decision-making
• Represent HR in board meetings, audits, and community outreach initiatives
• Manage Human Resource Information Systems

Requirements

• 5 - 7 years of progressive HR experience (Ideally in Healthcare)
• Bachelors Degree (Required)
• Masters Degree (Preferred)
• Strong knowledge of hospital operations and rural healthcare challenges
• Excellent leadership, communication, and problem-solving skills
• Proficiency in HRIS systems and Microsoft Office Suite
• Familiarity with credentialing, licensure, and healthcare staffing regulations

Certification & Licensures

• SPHR (Preferred)

Competency #1: Communication and Relationship Management

Standard: The Leader communicates clearly and concisely with internal and external customers, establishes and maintains relationships, and facilitates constructive interactions with individuals and groups.

Measures of Success

a. Relationship Management

Builds and maintains collaborative relationships (internally and externally) that are anchored in trust, and where decision-making is shared. Provides customer service that exemplifies the Pomerene Values.

b. Communication Skills

Utilizes verbal and written communication skills to communicate the organization’s mission, vision, values, and priorities while utilizing credible and understandable resources. Conducts department meetings and documents minutes. Assumes responsibility for department communication such as delivering business communications and presenting results of data analysis.

c. Facilitation and Negotiation

Moves a group toward a conclusion, guiding the group collectively through substantive discussion, compromise, and consensus.

d. Team Building

Facilitates group dynamics within the department and leads teams through processes, projects, meetings, and discussions that promote collaboration, teamwork, and accountability.

Competency #2: Leadership

Standard: The Leader inspires individual and organizational excellence, creates a shared vision and successfully manages change to attain the organization’s strategic goals and successful performance.

Measures of Success

a. Leadership Skills and Behaviors

Exercises appropriate leadership styles and behavior. Utilizes critical thinking and problem solving skills. Fosters an environment of mutual trust. Advocates for the organization and its values in the community and public arena.

b. Organizational Climate and Culture

Promotes a culture that values diversity, promotes teamwork, and creates a commitment to the purpose and values of the organization. Exemplifies I Am Pomerene.

c. Department Performance

Assesses and improves the department’s performance. Measures customer satisfaction, evaluates effectiveness and efficiency, and implements performance improvement measures, when necessary. Assumes responsibility for complying with departmental policy and procedure as well as implementing and communicating updates.

d. Communicating Vision

Establishes and communicates a compelling vision for the organization that guides strategy formulation and direction. Facilitates individual motivation, encourages commitment, and gains buy-in.

e. Managing Change

Promotes and manages change while anticipating and planning for obstacles and resources needed. Explores opportunities for organizational/departmental growth and development.

Competency #3: Professionalism

Standard: The Leader aligns personal and organizational conduct with ethical and professional standards that include a responsibility to the patient and community, the organization, and a commitment to lifelong learning and improvement.

Measures of Success

a. Personal and Professional Accountability

Practices and advocates ethical decision-making and actions. Acts appropriately according to professional roles and norms.

b. Professional Development and Lifelong Learning

Participates in proactive career planning and development opportunities. Develops time and stress management techniques. Networks with peers and maintains involvement in IHN group.

c. Meetings and Special Projects

Attends and participates in meetings and committees. Completes special projects and assignments in a timely, thorough, and appropriate manner.

d. Contributions to the Community and Profession

Mentors or coaches others in the workplace. Provides or supports care to the community that improves community health status and standards of care. Adds to the professional body of knowledge by teaching, research, or other means.

Competency #4: Knowledge of Healthcare Environment

Standard: The Leader understands the healthcare system and the environment in which healthcare leaders and providers function.

Measures of Success

a. Healthcare Systems and Organizations

Demonstrates an understanding of how the various components of the healthcare system are organized and financed and how they interact to deliver medical and healthcare.

b. Healthcare Personnel

Understands the professional roles, responsibilities, and values of the range of healthcare professionals in order to foster effective relationships and promote an optimal care environment.

c. Regulatory Agencies

Remains current and knowledgeable regarding regulatory agency requirements and ensures compliance.

d. Patient Perspective

Understands the patient experience. Demonstrates a commitment to patients’ rights and responsibilities. Ensures that the organization provides a safe environment for patients and their families.

e. The Community and the Environment

Monitors trends and demonstrates familiarity with laws and regulations in the local, state, and national environment concerning healthcare.

Competency #5: Business Skills and Knowledge

Standard: The Leader applies business principles, including collaborative thinking between departments in the healthcare environment.

Measures of Success

a. General Management

Displays analytic and problem solving skills. Understands the impact of individual decisions on other parts of the organization.

b. Financial Management

Develops a budget according to the goals of Pomerene Hospital. Understands principles of the operating and capital budgets. Identifies and implements cost savings opportunities and seeks out opportunities for increased revenues. Plans for short- and long-term financial needs pertaining to marketing and new services, staffing requirements, facilities and equipment, and best practices.

c. Human Resource Management

Complies with HR policy and procedure. Provides reward and recognition and feedback to staff in a timely manner. Handles disciplinary matters (e.g., work improvement plans and documentation).

Manages salary budget along with effective workforce planning, staffing methodologies, productivity management and recruitment. Ensures training of new staff and continuing education. Fosters employee engagement and retention. Completes timely and appropriate performance evaluations.

d. Organizational Dynamics

Understands the organizational structure. Fosters trust and supports organizational systems to achieve organizational goals.

e. Strategic Planning and Marketing

Sets departmental direction and strategizes based on an understanding of the organizational goals and objectives as well as the market and market forces. Develops ways to effectively measure and track departmental goals and objectives.

f. Information Management

Understands how technology can be used to promote efficiency and improve healthcare delivery. Manages departmental information technology (IT) resources. Plans for future IT needs.

g. Risk Management

Maintains knowledge of the liability and compliance regulations as well as patients’ rights, laws, and regulations. Utilizes strategies to mitigate risk, avoid unprofessional conduct, and plan for disasters.

h. Quality Improvement

Works to improve quality of care, patient safety, organizational performance, customer satisfaction, and the financial health of the organization. Participates in quality improvement initiatives, as assigned. Applies techniques that comply with regulatory agency requirements. Provides requested reports in a timely manner.