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Fri, 10 Sep 2010 02:15:39 GMT

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Director, Human Resources - PAANS

Thu, 09 Sep 2010 15:23:47 GMT

Directs, plans, organizes and evaluates the staff and activities of the Human Resources department for Physician and Ambulatory Network Services (PAANS). Fosters relationships with department heads to ensure HR related matters are addressed in a satisfactory manner, counseling on employee issues and interpreting HR policies and procedures. Responsibilities: Develops and monitors strategic operating goals, objectives and budget. Recommends, implements and directs procedural improvement within the department to effectively serve client base. Ensures HR initiatives are effectively communicated to departments. Oversees site compliance with Corporate Compliance, JCAHO, Performance Management, Succession Planning, etc. Selects, develops, manages and evaluates direct reports; and oversees the selection, development, management and evaluation of indirect reports. Ensures adequate scheduling and assigns responsibilities to ensure an equitable distribution of work. Builds and maintains productive inter/intra departmental work relationships to optimize operations.

Sr Payroll Processor

Thu, 09 Sep 2010 15:23:47 GMT

The Senior Payroll Processor ensures the service excellence of the Payroll team by providing them with outstanding guidance and assistance. In this role, you will handle complex payroll issues, and provide a compilation of payroll data used for management reporting, audits, and forecasting. Responsibilities include: Provides guidance and assistance to Payroll staff, timekeepers and department managers regarding payroll and E-Time issues. Serves as point person for processing complex transactions in PeopleSoft. Responsible for reviewing, administering and coordinating various assigned projects including: union/non-union leave accrual plans; assisting the Benefits department with Leave of Absence analysis: employees authorized to work a second job at a higher rate of pay; and the Region Care weekly electronic payroll file. Reviews and recommends changes to departmental policies and procedures.

Analyst Workforce/Pt Engagemt

Thu, 09 Sep 2010 15:23:46 GMT

As the Workforce/Patient Engagement Analyst you will perform a variety of complex administrative, technical and professional work. In this role, you will prepare, analyze, maintain and interpret engagement and workforce related data, identifying trends, applying statistics and deriving conclusions associated with the business practices of the health system. You will assist in coordinating projects, preparing support documents, and the presentation of deliverables and implementation. You will help to develop goals and objectives, strategic plans, and new program development in the areas of workforce and patient engagement. You will also organize and set project priorities, maintain timelines, and perform research functions and other duties as needed. Responsibilities include: Performs a variety of complex administrative, technical and professional work. Supports day to day processes of the Human Resources department and participates in various projects/initiatives. Attends meetings and provides staff support, including preparation of agendas and minutes. Conducts research and fact finding searches as needed. Prepares, analyzes, maintains and interprets statistical performance including identifying trends and deriving conclusions related to workforce and patient experience data. Collects, manages and analyzes data. Produces comprehensive and executive summaries and reports. Presents data in effective, clear formats tailored to the needs of specific audiences including managers and staff. Analyzes processes and assists in developing recommendations and solutions through best practices. Assists in functions related to project management processes and the preparation and distribution of surveys, including the employee and physician input surveys and patient satisfaction surveys. Organizes and sets project priorities and handles workload in an accurate and timely fashion. Maintains project timelines. Becomes knowledgeable about findings, prepares support documents and presents project deliverables. Coordinates initiatives, follows up on outstanding issues and works collaboratively with senior management and other departments as necessary. Helps make recommendations and assists in implementation. Supports initiatives related to workforce engagement and service strategies including inventorying of current practices and researching best practices. Performs benchmarking against local and national standards related to workforce statistics and patient satisfaction. Assists in performing needs analysis regarding current operations and makes recommendations to promote service/engagement best practice programs across business units. Serves as liaison between Corporate Services, IT, Business Units and vendors for survey and data-related functions. Receives manager input and appropriately and accurately applies comments and feedback.

HR Compensation Associate

Thu, 09 Sep 2010 11:54:45 GMT

Full-time 40 hrs/wk; Mon-Friday 8:00 a.m. - 4:30 p.m. Day shift Associates Degree Preferred Assists in the administration and implementation of compensation programs for MaineGeneral Health. Responsible for operational and technical compensation support for the Compensation division of Human Resources as well as general Human Resources customer service delivery. Provides support to the Director of compensation and Performance Management and the Senior Compensation Analyst in the administration of compensation and performance management systems and programs. Assist in the system-wide transition and implementation of the performance management system. Assists managers and employees with the performance management system. Serves as the primary end-user support for the performance management system. Provide system navigation training, assists users with logins and clears locks. Assists in the maintenance of the job description database. Performs job description maintenance. Manages the performance evaluation process. Exercises considerable judgment in handling confidential and sensitive information. Supports the STAR and GALAXY Program. Is backup support for the Employment Representative in greeting, assisting and directing visitor traffic. Exceptional customer service, communication, computer and organization skills are a must for the successful candidate. Associates degree in HR or related business field preferred. Minimum of three years previous experience in Human Resources, preferably in a health care environment preferred. Certificate in Human Resources preferred. Knowledge of HRIS and performance management systems desired. Ability to communicate policies and practices to managers and staff. Ability to communicate effectively with others at all levels of the organization. Must have the desire and flexibility to continually learn and use new skills.

Nursing Services Generalist

Thu, 09 Sep 2010 11:54:40 GMT

Full Time 7:30 am to 4:00 pm Days BS/BA DESCRIPTION: The Nursing Services Generalist will work closely with assigned department leaders, administration, and staff to understand the full life-cycle recruitment needs of each assigned department and develop and initiate recruitment strategies. This position will be responsible for facilitating the hiring process, developing relationships with student nurses and colleges of nursing, attending recruitment fairs and participating in other recruitment activities. This position will be responsible for best practices in full life-cycle nurse recruitment. The Nursing Services Generalist will also work closely with assigned department leaders, administration and staff to understand and administer various human resources plans and procedures for all assigned associates; assist in development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual, participate in developing department goals, objectives, and systems, oversee the administration of the compensation program; monitors performance evaluation program and revises as necessary; oversee the administration of benefits concerns to include communicating benefit information to assigned associates; monitors career pathing programs, writes and places advertisements; handles employee relations counseling, outplacement counseling, and exit interviewing. The Nursing Services Generalist will assist in evaluation of reports, decisions, and results of the department in relation to established goals. This position also recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed; maintains Human Resource Information System records and compiles reports from database, maintains compliance with federal and state regulations concerning employment as well as standards applicable to the healthcare industry; and performs other related duties as required and assigned. MINIMUM QUALIFICATIONS: BSN required. A MS or a related degree in Nursing is preferred. Minimum of five (5) years of full life-cycle nurse recruitment and/or generalist experience in the healthcare industry preferred. Human Resource experience preferred. Proficiency in written communication skills preferred.

Human Resources Generalist

Thu, 09 Sep 2010 11:54:40 GMT

Full Time Days BS/BA GENERAL DESCRIPTION: The Human Resources Generalist (I or II) serves as a member of the St. Mary's Hospital Human Resources Department responsible for developing and implementing strategic initiatives that will result in the successful recruitment and retention of various healthcare professionals (both clinical and non-clinical), with the majority of the time spent devoted to the recruitment and retention of non-clinical professionals. RESPONSIBILITY CRITERIA: The Human Resources Generalist I and II will work closely with assigned department leaders, administration, and staff to understand the full life-cycle recruitment needs of each assigned department and develop and initiate recruitment strategies. This position will be responsible for facilitating the hiring process, developing relationships with a pipeline of prospective candidates for St. Mary's Hospital employment, attending recruitment fairs and participating in other recruitment activities. This position will be responsible for best practices in full life-cycle hospital recruitment. The Human Resources Generalist I and II will also work closely with assigned department leaders, administration and staff to understand and administer various human resources plans and procedures for all assigned associates in the area of employee relations; assist in development and implementation of personnel policies and procedures; prepares and maintains associate handbook and policies and procedures manual, participate in developing department goals, objectives, and systems, oversee the administration of the compensation program; monitors performance evaluation program and revises as necessary; oversee the administration of benefits concerns to include communicating benefit information to assigned associates; monitors career pathing programs, writes and places advertisements; handles employee relations counseling, outplacement counseling, and exit interviewing. The Human Resources Generalist I and II will assist in evaluation of reports, decisions, and results of the department in relation to established goals. This position also recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed; maintains Human Resource Information System records and compiles reports from database, maintains compliance with federal and state regulations concerning employment as well as standards applicable to the healthcare industry; and performs other related duties as required and assigned. Responsibilities at the Human Resources Generalist II level include leading all aspects of any assigned Human Resources Departmental function(s) (for example, compensation, HRIS, employee relations, etc.). MINIMUM QUALIFICATIONS: Human Resources Generalist I: A Bachelor's Degree in human resources management, business administration or a related degree is required. A Master's level prepared professional is preferred. A minimum of three (3) years of progressively responsible recruitment and/or human resources generalist experience in the healthcare industry is required or a minimum of five (5) years of progressively responsible recruitment and/or human resources generalist experience outside of the healthcare industry is required.. A minimum of two (2) years of leading or co-leading HRIS data management a plus. Human Resources Generalist II: A Master's degree in human resources management, business administration or a related field is required. A Juris Doctor is a plus. A minimum of seven (7) years of progressively responsible recruitment and/or human resources generalist experience in the healthcare industry is required or a minimum of ten (10) years of progressively responsible recruitment and/or human resources generalist experience outside of the healthcare industry is required. A minimum of three (3) years of leading any human resources discipline is a plus.

Employee Relations Representative

Thu, 09 Sep 2010 11:53:54 GMT

Full-time 8:30am-5:00pm Day shift At Children's Mercy hospitals and Clinics, you can be more than the Employee Relations Representative. You can be a reason we're among the nation's best children's hospitals, a magnet designated hospital, and a reason parents continue to choose Children's Mercy. Come to work here where you're not just an employee, you're a reason. As the Employee Relations Representative, you will advise and assist hospital management and employees to create an employment environment consistent with hospital values. Activities within this position include: Counseling employees on hospital employment policies and assisting employees in understanding hospital policies, laws and court decisions effecting employment of individuals. Consulting with and advising hospital leadership on matters related to employee relations. Advising hospital management on how to create an employment environment consistent with Hospital values. Advising and assisting management in establishing employment practices that enable employee engagement and create a respectful and equitable work environment. Coaching and counseling management with respect to compliance with employment laws and related court decisions. Assisting in the investigation and resolution of claims of discrimination, harassment and disruptive behavior. Successful candidates will have: * Strong people and relationship skills * Experience with invesitgations * Experience and knowledge related to employment laws and regulations Job Requirements: Bachelor's degree; Masters Degree preferred 5 years experience; Human Resource Generalist experience would qualify as related work experience The benefits are just as rewarding as the work. Children's Mercy offers Take Care, our wellness program. Our goal is to support employees as they accept the challenge of being well ? physically, emotionally and financially. To support that goal, we offer medical, dental and vision plans with an emphasis on preventive care as well as a 403b Retirement savings plan and an employee assistance program. There are also generous time off programs, discount tickets, backup child and adult care, and tuition assistance to help our employees live balanced lives.

Physician Recruiter

Thu, 09 Sep 2010 11:18:54 GMT

Physician Recruiter

Location
Texas Health Resources System Services

Job ID: 26207
Department:
Physician Recruiting

Area of Interest:
Human Resources

Job Type:
Full Time

Shift:
1st

Relocation Provided:

Travel Required:
No

Qualifications:
Texas Health Resources, one of the largest faith-based nonprofit health care delivery systems in the United States, has an immediate need for a Physician Recruiter. The Physician Recruiter will have the following experience/skills and education.

Hours/Schedule Information:

8:00 a.m. to 5:00 p.m. Monday through Friday. Other Hours as needed.

Minimum Requirements - EDUCATION:

Bachelor's Degree

Minimum Requirements - EXPERIENCE:

Minimum 3 years Physician Recruitment experience for acute care hospitals. More preferred.

Minimum Requirements - SKILLS:

Source candidates via internet, ads, email, direct mail, residency program, networking, telemarketing & career fairs.

Initiate contact with potential candidates. Educate and provide consulting services to hospital President, Administrative staff and physician groups on recruitment process.

Research and implement new marketing and advertising strategies. Act as liaison between candidates, hospitals and physician groups.

Monitor outcomes of recruitment activity for process improvement opportunities. Ensure compliance with Stark regulations applicable to physician recruitment.

Duties
Texas Health Resources, is one of the largest faith-based, nonprofit health care delivery systems in the United States. Texas Health has 13 hospitals with 2,405 licensed hospital beds, employs more than 17,700 people and counts more than 3,200 physicians with active staff privileges at its hospitals. The system serves more than 6.2 million people living in 29 counties in north central Texas. At Texas Health, we strive to create an atmosphere of respect, integrity, compassion and excellence for all who come in contact with us, be they patients or our employees. We are committed to diversity in our workforce, and our mission to serve spreads across ethnic, cultural, economic and generational boundaries.

Texas Health Resources is an equal opportunity employer that celebrates diversity at all levels of our organization. EOE/AA/M/F/D/V