Career Center

General Statement

This position is responsible for the overall leadership and management of Human Resources to include benefit administration, recruiting and selection, classification and compensation, performance coaching, employee relations, credentialing and privileging, organizational career path training and workforce development, equal employment opportunity, occupational health, and workers’ compensation.  Reports to the Chief Executive Officer. 

Essential Functions

Provides leadership and strategic direction for developing, administering, and communicating Human Resources, and Occupational Health programs to meet overall community health center needs and objectives; to meet legal requirements, to promote cost effectiveness, to be responsive to both management and employees, and to attract, retain, and develop a highly qualified, motivated, and effective workforce.  

Establishes, implements, and evaluates internal systems to effectively meet workforce development goals and diversity, inclusion, and equity objectives in the workplace; develops and evaluates policies and procedures to effectively carryout departmental operations in Human Resources; promotes staff collaboration, innovation and critical thinking in developing solutions and approaches to departmental issues.  

Facilitate the orientation process for new hires that welcomes them to the organization. Also engage Chiefs and Department heads to develop and execute an on boarding for all new hires based on organization and department rules and standards; clarifying of departments responsibilities and expectations; culture introduction and expectations to attract and retain talent; ensure an engaging connection with other members of the team; and establishing a process to check back on new employees during the beginning months.

Keeps informed of current developments in the field of Human Resources, particularly new legislation, professional trends, and technological advances. Promote positive candor, engagement, and productivity with the adoption and execution of organization wide quarterly, simi-annual, and annual employee performance reviews.

Conduct structured Employee Exit interviews and report findings to the Chief Executive Officer.

Develop and supervise the company training & development program, including organizing the simulation labs for internal employees and potential external candidates.

Performs other duties as assigned.

Education & Experience

Requires a bachelor’s degree in business administration, Public Administration, Human Resources or a related field with 7-10 years of progressive supervisory experience or an equivalent combination of education and experience. Master’s degree preferred and professional designation is highly desirable.

Required Knowledge

• Human Resources – Thorough knowledge of human resources and modern business principles, theories, and practices to include EEO, FLSA, FMLA, ADA and related laws and regulations. General knowledge of organizational development including training principles and practices. Knowledge of recruitment, selection, and employee engagement. 
• Employee Benefits – Considerable knowledge of all pertinent federal and state regulations, filing and compliance requirements to include HIPAA, COBRA, Section 125, Medicare, Social Security and Department of Labor requirements. Knowledge of benefit contract language and plan designs.
• HIPAA – Considerable knowledge of the federal Health Insurance Portability and Accountability Act (HIPAA) to ensure privacy and safeguard patient information.
• Workers’ Compensation– Thorough knowledge of Workers’ Compensation laws. Knowledge of administrative regulations, medical and legal terminology related to workers’ compensation matters.
• Occupational Health – Knowledge of OSHA regulations, general and specialized practices, and processes for contemporary Occupational Health administration, including EEO regulations and the determination of accommodations for disabilities. Knowledge of federal HIPAA regulations.
• Credentialing & Privileging – Responsible for assessing and confirming the license or certification, education, training, and other qualifications for employees according to the Federal Tort Claims Act (ACT) deeming requirements for federally qualified community health centers. Coordinate with the Chief Medical Officer the process to authorize a health care provider the specific scope and content whereby authorized to perform a specific set of patient care services based on an evaluation of the individual’s credentials and performance.
• Management of Personnel – Knowledge of leadership techniques, principles, and procedures to assign, schedule, supervise, train, and evaluate the work of assigned staff. Knowledge of office systems, practices, and administration.
• Customer Service – Thorough knowledge of principles and processes for providing customer services. This includes setting and meeting quality standards for services and evaluation of customer satisfaction. 
• Technology – Thorough knowledge of current trends and practices related to the use of technology in Human Resources.

Required Skills

• Performance Standards – Monitoring/assessing performance of yourself, other individuals, or the organization to make improvements or take corrective action. Motivating, developing, coaching, and directing people as they work, identifying the best people for the job. 
• Critical Thinking – Using logic and reasoning to understand, analyze, and evaluate complex situations and then to research information to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to the situation. Applies general rules to specific problems to produce answers that make sense.  Combines pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).  
• Judgment/Decision Making – Evaluating the best method of research and then exercising appropriate judgment in establishing priorities and resolving complex matters. Considering the relative costs and benefits of potential actions to choose the most appropriate one.
• Interpersonal Relationships - Deals with people beyond giving and receiving instructions. Maintains high morale among all department employees. Shares knowledge with supervisors and staff for mutual and departmental benefit.  Develops and maintains cooperative and professional relationships with executive leadership, providers, managers, supervisor in other departments, representatives from organizations, and the public.  Tactfully and effectively handles requests, suggestions and complaints from other departments and people. Excellent skills to effectively negotiate contracts, development agreements, agreements of sale and related agreements. 

Required Abilities

• Coordination of Work – Utilize Applicant Tracking system, Learning Management, Performance Management and Workforce Analytics to build a connected and productive workforce. Conduct reviews, engagement surveys, and goal tracking. Execute orientation Auto-Enrollment, train managers on content delivery, and skill development.  Generate Hiring Reports, to include temporary positions.  Identify and monitor workforce trends to identify opportunities and advise executive leadership as to appropriate action to take for staying competitive in the marketplace.
• Ability to establish and implement effective administrative and management programs and procedures. Ability to plan and organize daily work routine.  Establishes priorities for the completion of work in accordance with sound time-management methodology.  Performs a broad range of coaching and training responsibilities over others.  Highly developed ability to evaluate plan alternatives in relation to culture sensitivity, trends, costs, social pressures, and needs. 
• Communication – Excellent ability to effectively communicate complex ideas and proposals to include preparation of reports, agendas, and policies. Excellent ability to listen and understand information and ideas presented verbally or in writing. Ability to handle a variety of human resources issues with tact and diplomacy and in a confidential manner. 

Physical Demands

• Requires the ability to exert medium physical effort in sedentary to medium work.
• Some lifting, carrying, pushing and/or pulling of objects and materials of light weight (10-20 pounds).
• Tasks may involve extended periods of time at keyboard or workstation.

About Virginia Community Healthcare Association

Virginia Community Healthcare Association (VCHA) is a non-profit membership organization that serves as the primary care association for Virginia’s thirty community health centers and look-alike health centers. Membership in VCHA is open to all Federally Qualified Health Centers (FQHCs) and Federally Qualified Health Center Look-Alikes operating delivery sites in Virginia. VCHA supports our health centers in their mission to provide access to health care regardless of geographic location or ability to pay.

Connections working at Virginia Community Healthcare Association