Chief Human Resources Officer

  • ORGANIZATION
    Community Mental Health Authority of Clinton, Eaton, and Ingham Counties
  • LOCATION
    Lansing, MI
  • SALARY
    $97,048.75 – $130,960.30
summary
Under the general direction of the Chief Executive Officer, the Chief Human Resources Officer is responsible for developing and executing human resource strategy in support of the organization and strategic direction.  Specifically, the direction, administration and oversight of all human resources functions including, but not limited to: performance management, compensation and benefits, centralized employment practices, training programs, recruitment and retention, labor relations and other personnel matters.  Will assess overall organizational needs, develop, plan and evaluate all human resources related services critical to the functioning of the organization.  Other responsibilities include, but are not limited to: administrative and technical supervision, budget preparation, department goals and objectives, relevant policy development and decision making, as well as implementation of agency policies and procedures that promote diversity and inclusion agency wide.  Responsible for carrying out all activities of the office in such a manner that fulfills CMHA-CEI’s mission, policies, and procedures.


Position Responsibilities
• Collaboratively with other agency staff, assesses the human resources needs of the organization and represents those needs in the organization’s strategic plan.
• Participates in strategic planning for the agency.  Fulfills the agency’s mission and strategic plan by implementing and managing agency approved services.
• Develops comprehensive strategic recruiting and retention plans to meet the organization’s strategic goals.
• Responsible for the development and implementation of all Human Resources and other CMHA-CEI’s policies and procedures.  Systematically reviews written policies and procedures and recommends changes and areas for new policy development to the Directors Group and the Human Resources Committee of the Board.  Assures consistent compliance following up on specific concerns as raised by management or staff.
• Serves as Chief Negotiator in negotiating labor contracts.  Prepares contract proposals for management and responds to labor proposals, reaching tentative agreements on contracts to be presented to the Board of Directors for ratification.  Administers labor contracts.  Lead management representative in dealing with union personnel.  Provides explanations and interpretations of labor contract provisions.  Assists management staff in handling grievances and contract compliance at Steps 1 and 2.  Represents management in the Steps 3 and 4 (arbitration) level processes.
• Oversees all personnel transactions to assure conformity and quality to standards, regulations, agency policy, federal and state laws and administrative rules, labor contracts and personnel practices.  Coordinates the development of policies, procedures and operations to meet customer needs and the requirements of federal, state, and third party payers, accrediting bodies, and other external sources, as well as the management information needs of the staff and Board of Directors.
• Responsible for personnel management functions within the department, including but not limited to: recruitment and hiring, staff development, staff performance evaluations, promotions, disciplinary action, labor negotiations, unemployment, workers compensation, all agency medical and disability claims, employment law compliance (i.e. FMLA, unlawful harassment, ADA, Civil Rights, etc).
• Maintains knowledge of human resource information system.
• Oversees of personnel records to ensure compliance with state, federal and accreditation standards.
• Develops budget proposals and related support information both to support Agency programs/departments and for the Human Resources Department.  May be responsible for presenting budget proposals to the Board of Directors.  Monitors Human Resources operating budget for conformity to approved spending plan.
• Evaluates the effectiveness of organizational human resources practices and procedures through analysis of data available, following up with consumers/ users, and user feedback.  Modifies services based upon the evaluation and as necessary to fulfill CMHA-CEI’s mission.
• Responsible for the oversight of cost effectiveness of insurances; primary liaison with workers’ compensation and professional liability carriers (malpractice, workers compensation and short term disability insurance); ensuring cost-effective, efficient claims processing; Municipal Employees’ Retirement System for purposes of negotiating; Fair Labor Standards Act; development of management training plan, Employee Assistance Program; Occupational Health Contract for employee injuries and new hire physicals.
• Works collaboratively with all agency departments and programs to learn and understand their methods of operation.  Provides recommendations for enhancing, through human resources practices, operations, or changing current practices/procedures, in order to enhance consistency, efficiency, and accuracy and to produce outcomes fulfilling CMHA-CEI’s mission.
• Works with all agency departments and programs to provide technical expertise in the design, implementation and maintenance of human resources principles and practices.
• Assists staff in understanding and solving complex organizational issues.  Provides consultation and facilitation as necessary.  Conducts regular staff meetings to explain policy and procedural direction. Discuss operating and human resources issues and receive input from staff on administrative programmatic issues.
• Attends and presents at all Board Committee meetings and Board of Director meetings, senior staff meetings, or other agency meetings, as called, providing input regarding human resources and other related topics.  Will facilitate and participate in general agency decision making.
• Serves as liaison to the Human Resources Committee and the Board of Directors; coordinates Human Resources Committee meetings, and serves as a staff representative to the Committee.  Serves as principal advisor to the Board of Directors, the Chief Executive Officer and other senior staff on personnel matters.
• Works with the Board of Directors, Diversity Advisory Committee, Director’s Group and Human Resources Staff in the development and implementation of strategies to attract, retain and promote a diverse and inclusive workforce for the organization.
• With guidance for the Board, Diversity Advisory Committee and Senior Leadership develops and implements comprehensive strategies to attract, retain and promote a diverse and inclusive workforce for the organization.
• May provide in-services/training to agency staff.
• Follows up on quality assurance indicator reports, recipient’s rights complaints and other programmatic issues requiring follow-up.
• Maintains productivity standards relative to the requirements of the position.
• Makes use of opportunities for continuing education to maintain and increase professional competence, including an up-to-date knowledge of public accounting systems, federal and state statutes, generally accepted accounting processes, and best practices.
• Establishes and maintains appropriate working relationships with Board of Directors, consumers, staff, outside agencies, companies, vendors, etc.
• Responsible for the knowledge, and adherence to, all CMHA-CEI’s policies and procedures.
• Observes all rules of confidentiality as it relates to consumer information, both internally and in dealing with outside individuals and/or agencies.
• Responsible for knowledge about consumer recipient rights and procedures governing them.
• Maintains an acceptable level of attendance and work performance.
• Assumes all other essential job duties and responsibilities as assigned by the Chief Executive Officer.
Qualifications
• Possession of a Bachelor’s Degree from an accredited college or university in Organization Management, Public Administration, Labor and Industrial Relations, or related field required.
• A minimum of five years of progressive experience in the area of human resources management or the equivalent, extensive experience in labor relations and negotiations.
• A minimum of three years at a senior administrative level required.


Knowledge/Skills/Abilities Required
• Able to structure activities and coordinate the use of resources in a way that maximizes productivity and efficiency, while maintaining high ethical standards.
• Takes charge and initiates action, directs and motivates the activities of others toward the accomplishment of meaningful goals.
• Interacts with others in ways that enhance understanding and respect, develops smooth working relationships, and deals effectively and productively with conflict.
• Sends and receives information clearly, accurately and effectively, both verbally and in writing.
• Responds appropriately and confidently to the demands of work challenges when confronted with change, ambiguity, adversity or other pressures.
• Establishes high performance standards and works hard to attain those standards.  Takes initiative, and demonstrates commitment to ongoing professional growth.
• Able to process information to:  recognize problems and solutions, make timely and sound decisions, draw accurate conclusions from financial and numerical material, develop original and successful approaches, and efficiently process detailed information.
• Proficient with Microsoft Office Suite or related software.
• Must be able to accurately and effectively communicate in verbal and written form, including public speaking and information presentation.
• Excellent interpersonal and conflict resolution skills
• Strong analytical and problem-solving skills
• Demonstrated leadership skills required.


Hiring Solutions LLC provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Hiring Solutions LLC complies with applicable state and local laws governing nondiscrimination in employment.