Human Resources Administration
- Direct and oversee human resources administration operational functions and employee lifecycle processes.
- Ensure the consistent administration of policies, procedures, employment practices, and regulatory requirements.
- Maintain accurate workforce records, documentation systems, reporting structures, and compliance requirements.
- Lead process improvement initiatives that enhance efficiency, service delivery, and employee experience.
- Provide CHRLO with monthly reports to ensure alignment with strategic and division plan.
Recruitment and Talent Acquisition
- Provide operational leadership and oversight of the full recruitment lifecycle, including workforce requisition planning, sourcing, screening, selection, offer management, pre-employment activities, and onboarding transition.
- Partner with department directors and hiring managers to define staffing needs, position requirements, selection criteria, and timely hiring plans aligned with organizational priorities.
- Develop recruiting strategies, talent pipelines, employer-brand initiatives, and sourcing partnerships that attract qualified candidates and support hard-to-fill positions.
- Ensure recruitment and selection practices are consistent, equitable, well documented, and compliant with applicable employment laws, policies, and organizational standards.
- Optimize applicant tracking, candidate communication, interview, and hiring workflows through technology, automation, and responsible use of AI.
- Monitor recruitment performance through metrics such as vacancy rate, time-to-fill, time-to-hire, source effectiveness, offer acceptance, candidate experience, cost-per-hire, and quality of hire.
Workforce Management and Organizational Effectiveness
- Develop and implement workforce planning strategies aligned with organizational priorities.
- Develop dashboards, scorecards, and workforce reports to support decision-making.
- Assist in identifying workforce risks and opportunities and recommending corrective action plans to CHRLO.
- Support organizational restructuring and workforce optimization initiatives.
AI Governance, Risk, and Compliance
- Ensure proposed People Services AI use cases are submitted through COA’s AI intake, risk assessment, and governance approval process before use.
- Identify HR AI use cases involving sensitive data, vendors, automation, or decision support that require privacy, security, compliance, legal, or vendor review.
- Maintain documentation of approved HR AI use cases, business purpose, data involved, human review steps, controls, training, testing, and sustainment plans.
- Partner with AI Integrator, Privacy, Security, Legal, TIS, and People Services leadership to ensure HR AI initiatives comply with COA policy, contractual obligations, privacy/security expectations, and audit readiness requirements.
- Assist in annual open enrollment planning, implementation, communication, and employee education.
- Collaborate with HR Manager in analysis of benefits utilization, compliance requirements, vendor performance, and employee satisfaction
- Support recommendations from HR Manager regarding benefit design, cost containment strategies, and wellness initiatives for CHRLO approval.
- Escalate concerns involving bias, discrimination, profiling, or inappropriate reliance on AI.
Human Resources Technology and Artificial Intelligence
- Lead the administration and optimization of HRIS, workforce management, payroll, benefits, and compliance platforms.
- Evaluate, recommend, and implement AI-enabled solutions that improve workforce productivity, employee experience, and operational effectiveness.
- Collaborate with Information Technology, compliance and operational leaders on digital transformation initiatives.
- Develop policies, procedures, governance standards, and workforce guidelines for responsible AI utilization.
- Utilize automation and technology solutions to improve efficiency and reduce administrative burden.
- Monitor emerging workforce technologies and recommend innovative solutions that support organizational goals.
- Ensure workforce technology, HIPAA and HI-TRUST platforms maintain data integrity, security, confidentiality, and regulatory compliance.
- Lead workforce technology adoption, training, and change management initiatives across the organization.
Payroll Administration
- Provide leadership and oversight of payroll operations.
- Ensure payroll processing is accurate, timely, and compliant with applicable laws and regulations.
- Oversee payroll audits, reporting requirements, tax compliance, and payroll controls.
- Collaborate with Finance to maintain payroll system accuracy and integrity.
- Ensure appropriate administration of leave payments, retirement contributions, deductions, garnishments, and benefit-related payroll functions.
- Identify opportunities to streamline payroll operations through automation and technology enhancements.
Benefits Administration
- Provide operational oversight and administration of employee benefits programs.
- Serve as the backup liaison with insurance carriers, benefit brokers, retirement vendors, wellness providers, and third-party administrators.
- Lead annual open enrollment planning, implementation, communication, and employee education.
- Monitor benefits utilization, compliance requirements, vendor performance, and employee satisfaction.
- Ensure compliance with all applicable benefits-related regulations and reporting requirements
Compliance, Privacy, and Information Security
- Ensure compliance with federal, state, and local employment laws and regulations.
- Maintain workforce practices that support HIPAA privacy and security requirements.
- Partner with Compliance, Information Security, and Technology leaders to support HITRUST-aligned workforce security practices.
- Participate in audits, risk assessments, policy reviews, and corrective action planning.
- Ensure workforce information is appropriately protected and managed according to organizational standards.
- Maintain awareness of emerging workforce, privacy, cybersecurity, and compliance requirements.
- Ensure compliance with all applicable benefits-related regulations and reporting requirements
Education
Master’s degree in human resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or related field required.
Experience
- Seven (7) or more years of progressive Human Resources leadership experience.
- 5 years of supervisory or management experience.
- Experience managing HR operations, workforce administration, payroll, benefits, and performance management programs.
- Experience leading recruitment operations and talent acquisition strategies, including hiring-manager partnerships, candidate sourcing and selection, applicant tracking systems, and recruitment performance reporting.
- Experience implementing HR technology platforms, workforce management systems, or and AI-enabled business solutions.
- Experience utilizing workforce analytics and data-driven decision-making methodologies.
- Experience within the healthcare, nonprofit, social services, government, or other highly regulated environments preferred.
Certifications Preferred
- SHRM-CP, SHRM-SCP, PHR, or SPHR
- Change Management Certification
- AI for Human Resources Certification
- HR Technology or Workforce Analytics Certification
