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Director of Human Resources - Behavioral Health

Alameda, California, United States

Director of Human Resources - Behavioral Health

  • 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 130 programs and over 4,000 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.

Telecare is proud to have been recognized by The Bay Area Business Times as the 9thBest Place To Work In the Bay Area for 2020! This is the 18th time we have made the list!

This position is based at our corporate headquarters in Alameda, CA. We will consider remote Candidates as well.

Employment Status:Full-Time

POSITION SUMMARY

The Director Human Resources works across all Telecare functions to lead delivery of Telecare workforce strategies and drive effective implementation of key HR programs, policies, and practices. This individual is a member of the HR Leadership Team and has responsibility for a significant portion of the HR organization, as a manager of managers. The Director HR works in close contact with other business leaders to ensure broad understanding of business objectives and key strategic priorities, and closely partners with other HR Leadership Team members to support development and implementation of HR solutions.

QUALIFICATIONS

Required:

· BA/BS degree in Business Administration, Human Resources, Psychology, Organizational Development, or related field

· Experience in multiple functions of HR (e.g. Compensation, Benefits, Talent Management, Employee Relations, Learning and Development, HR Operations and Technology, Organizational Development, and/or Change Management)

· Fifteen (15) years of progressive HR experience, including Five (5) years as a strategic HR Business Partner

· Five (5) years of experience working in an organization with a high percentage of non-exempt, hourly employees

· Ability to travel (25%)

· Five (5) years of experience managing a team of 20 or more employees

· A valid California Driver 's License and a driving record acceptable to Telecare’s insurers

· Applicant must be finger printed, and receive clearance from the Department of Justice

· 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. If the position requires driving, valid driver license, a motor vehicle clearance and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual or local requirements may apply

Preferred:

· Master’s degree in a related field

· Labor / union negotiations experience

· Multi-site healthcare industry experience in the state of California

· Ten (10) years of supervisory management experience

· HR certification, such as SPHR, SHRM-SCP, or HCS

ESSENTIAL FUNCTIONS

· Demonstrate the Telecare mission, purpose, values and beliefs in everyday language and contact with internal and external stakeholders

· Provide strategic HR leadership across Telecare that contributes directly to the successful achievement of business objectives

· Heavily contribute to the enterprise HR Strategy; align HR solutions to business issues and objectives

· Ensure delivery of HR services through regional HR leaders, including succession planning, workforce planning, performance reviews, employee and labor relations, employee engagement, culture development, and change management support

· Utilize data to provide analysis, insights and solutions to business leaders on key workforce-related topics

· Coach leaders on ways to increase productivity and maintain an effective and engaging work environment

· Develop and maintain HR policies and procedures; ensure compliance with federal, state, and local legislation

· Coordinate and oversee employee relations investigations; partner with external legal counsel

· Participate in periodic union bargaining activities, including setting strategies and conducting negotiations

· Ensure compliance with required HR activities, such as Annual Desk Audits

· Coordinate activities with other functions/departments, including talent acquisition, compensation and benefits, employee safety and workers’ compensation, learning and development, payroll, finance, operations, and business development

· Lead a distributed team of 20 or more regional HR leaders and HR generalists

· Oversee and manage department budget; provide backup support to Chief Human Resources Officer

Duties and responsibilities may be added, deleted and/or changed at the discretion of management.

PHYSICAL DEMANDS

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 walk, stand, twist, reach, pull, lift, and carry items weighing 10 pounds or less and do simple grasping, driving, bending, and regular sitting. Visual requirements include computers and books exposure.

EOE AA M/F/V/Disability

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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)

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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.