Alameda | California | United States
Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations, and have over 108 programs and over 3,500 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.
Our Corporate Headquarters has over 200 employees in following departments: Executive, Development, Finance, Information Systems, Human Resources, Operations, and Marketing & Operations.
The Director, Employee Safety & Workers’ Compensation is responsible for driving a culture of safety across the Telecare workforce. This job is responsible for the development, implementation and maintenance of Telecare’s safety policies and initiatives, including safety education and injury prevention. In addition, the incumbent will manage Telecare’s Workers’ Compensation program, including the development and implementation of initiatives, strategies and procedures to reduce loss costs. This position will partner with both corporate and field leaders to ensure an understanding of Labor Code regulations that apply to employees who are injured on the job, Telecare’s policies and procedures, and strategies to mitigate the occurrence and cost of injuries.
Bachelor’s degree from an accredited college or university
Five (5) years of direct experience developing and implementing employee safety programs
Five (5) years of experience in California examining workers’ compensation claims for an insurance carrier, claims administrator or self-insured organization
Knowledge of Labor Code requirements for Workers’ Compensation, and related requirements of Workers’ Compensation Commissions in states where Telecare operates Programs
Knowledge and experience administering risk management and loss prevention programs
At least three (3) years of experience directly supervising staff
Demonstrated effective business communication skills (written, verbal, facilitation and negotiations)
Proficiency in Excel, MS Word, and PowerPoint
Must be at least 18 years of age
All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. Additional regulatory, contractual, or local requirements may apply.
Safety program development in a healthcare environment
Demonstrated knowledge and experience of claims adjusting and regulations in states outside of California
Workers’ Compensation self-insured certification
Safety/Health professional designation (CSP, SHCP or CPHM)
Familiarity with employment law regarding terminations, benefits, COBRA, ADA and how these areas may impact individual workers’ compensation cases
Demonstrate the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders
Develop, implement and maintain safety policies and practices to be used across Telecare, with a focus on safety education and injury prevention
Meet with new Program Administrators to introduce Telecare’s safety standards and expectations; advise leaders at new Telecare locations on setting up a culture of workplace safety
Stay abreast of trends in employee safety and workers compensation. Demonstrates an understanding of Telecare’s customers including clients/ residents, families and governmental agencies in all interactions and conduct
Monitor the cost-effective management of Telecare’s Workers’ Compensation program by providing oversight and direction to team members. Prepare quarterly claims reports and safety incentive program reports
Identify workplace injury trends, develop cost reduction action plans. Analyze actuarial claim reserve projections. Evaluate settlement requests/settlement strategies proposed by claims administrators; advise Senior Management of any large loss exposures
Ensure that company-wide safety annual safety inspections are conducted to ensure compliance with OSHA, IIPP and other safety program requirements
Provide leadership and direction to direct reporting employees. Inspire a culture of excellence and continuous improvement. Manage department budget.
Coordinates the efforts of Workers’ Compensation and Safety functions with other departments, including Facilities / Real Estate, Finance, and Quality Assurance. Regularly collaborate with Program Administrators and Human Resources Managers on Safety and Workers’ Compensation delivery and sustainment.
Travel to Telecare sites (approximately 20-25%)
Duties and responsibilities may be added, deleted and/or changed at the discretion of management.
The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
The employee is occasionally required to stand, walk, bend, squat, kneel, reach and lift and carry items weighing 10 pounds or less as well as to frequently sit and do simple grasping. The position requires manual deviation, repetition and dexterity and to occasionally drive. Visual requirements include computers and books exposure.
EOE AA M/F/V/Disability
Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pay Transparency Policy Statement
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.