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HR Compliance Manager - Behavioral Health Corporation 901

Alameda, California, United States

HR Compliance Manager - Behavioral Health Corporation 901

  • 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 155 programs and over 4,300 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.

Employment Status: Full-Time

Days: Monday-Friday

Hours: 8:30am-5pm

POSITION SUMMARY

The HR Compliance Manager leads and drives HR compliance for the organization and partners with key stakeholders to design and implement systems, programs, policies, and processes. Also responsible for oversight and internal controls associated with recruitment, employee relations, labor law, background checks, regulatory requirements, policies, and procedures. Provides guidance on compliance matters, and partners with the Employee Relations Manager to address non-compliance.


QUALIFICATIONS


Required:


• Bachelors' degree in Human Resources, Risk Management, or related field and five (5) years ' experience as a Human Resource Generalist


• Ability to troubleshoot and solve problems


• In depth understanding of healthcare standards and best practices


• Ability to work at a high level of autonomy to manage multiple ongoing issues and complex employee relations and compliance matters with minimum supervision


• Knowledge of state and federal employment law and applications


• Excellent knowledge of reporting procedures and record keeping


• A valid state issued Driver 's License and a driving record acceptable to Telecare 's insurers


• Out of state travel may be required


• Applicant must be fingerprinted 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. 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: Knowledge of state and federal employment law and application. In depth understanding of healthcare standards and best practices. Experience managing the implementation of compliance systems, programs and policies associated with legal and regulatory changes. Excellent oral and written communication skills.


ESSENTIAL FUNCTIONS

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

• Establish and maintain strong working relationships through an environment fostering communication and service delivery.

• Prepare executive reports for senior leadership and external regulatory agencies.

• Provide recommendations on process improvement in all aspects of HR compliance related policies, procedures and/or processes across the organization.

• Manage the implementation of new compliance systems, programs, and policies associated with legal and regulatory changes.

• Lead and collaborate with relevant departments and key stakeholders in the design and implementation of compliance programs, systems, and policy updates.

• Evaluate the efficiency of systems to ensure it continues to align with business needs.

• Identify any potential non-compliant issues and determines the root cause and provide recommendations for resolution.

• Stay abreast of all employment, labor and regulatory changes and ensure applicable HR systems, policies, handbooks, documents, and trainings are updated.

• Partner with employee relations in compliance-related or employee relations investigations as needed.

• Serves as key contact for HR compliance matters.

• Draft, modify and implement HR policies.

• Works closely with management and leadership teams to coach and develop skills pertaining to compliance matters.

• Manages the employee background check process.

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

Position requires driving for company business such as trainings, offsite meetings, etc.

SKILLS

• Excellent verbal and written communication, leadership, and planning skills

• Ability to develop and facilitate training

• Ability to effectively organize work and proficiency in Microsoft Word and Excel

• Ability to effectively interact and communicate with multiple levels of discipline

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 sit, bend, squat, kneel, crawl, climb and lift and carry items weighing 50 pounds or less as well as to frequently walk, stand, twist, reach and do simple and power grasping. The position requires manual deviation, repetition and dexterity and to occasionally drive and be exposed to uneven walking ground as well as Hazardous Exposure (Blood Borne Pathogens, Hospital Waste, Chemical & Infectious). 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)

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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.