MANAGER OF HUMAN RESOURCES
Under the general supervision of the Director of Human Resources, the Manager of Human Resources is responsible for the day-to-day management of PPIL’s core human resource (HR) functions, for administering special projects, and for coordinating strategic internal processes and communications in conjunction with the Director of HR. The Manager of Human Resources also takes a leadership role in developing organizational culture by managing and supporting the assessment of organizational needs and the design, implementation, and evaluation of programs. An Employee Relations Specialist, and an HR Specialist (co-managed with the Benefits and Compensation Program Manager) report directly to this position.
1. Stewards a positive employment experience for PPIL staff.
2. Assists in the planning, implementation, evaluation and administration of all HR programs, including employment, employee relations, and training.
3. Acts as advisor and coach on HR and organizational culture issues for all level of employees throughout the agency.
4. Champions staff learning and development, as well as knowledge-sharing and cross collaboration to build capacity and address capacity gaps across all levels of the agency.
5. Champions promotion of Diversity, Equity and Inclusion in every facet of the organization. Promotes and supports PPIL’s learning and development, and Diversity, Equity & Inclusion initiatives.
6. Along with the Director of HR, ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors and conducting mediation.
7. Advises supervisors regarding potential personnel problems and recommends corrective action. Assists staff regarding employment or personnel concerns.
8. Leads the management of the affiliate-wide annual employee performance review.
9. Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings. Investigates all claims of discrimination or harassment. Ensures that all employment practices are lawful and consistently interpreted by all managers in accordance with the affiliate’s Personnel Policies.
10. Assists in overseeing and ensuring the administration of health, welfare, and retirement benefits, including participating in the negotiation of group contracts. Monitors employee satisfaction with benefits. Negotiates reinstatement of benefits with returning employees. Presents proposals for revisions of/additions to benefits offerings.
11. Acts as the accountability partner for the Revenue Cycle Management team in ensuring the credentialing process is completed for providers per the Elements of Performance.
12. Oversees PPIL’s Leave of Absence Program and manages accommodations requiring specialized attention, particularly those arising under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA) and/or state and local leave laws.
13. Coordinates special presentations for supervisory staff to assure that staff have been provided all IL State, Federal, PPFA, and other mandated training.
14. Demonstrates an understanding of and commitment to remain informed about PPIL protocols, policies, and procedures.
15. Demonstrates an understanding of and commitment to PPIL core values of access, activism, care, confidentiality, diversity, excellence, integrity, respect, self-determination, and stewardship; practice these values in relations with internal and external customers.
1. Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures. Develops and ensures compliance with the agency’s HR diversity goals and practices and PPFA’s accreditation standards.
2. At the request of the Director and Senior Director of HR and/or Senior Leadership Team, manages special projects and/or programs.
3. Analyzes and offers termination recommendations, escalates decision making process as necessary, prepares documentation and consults with Director of HR and affiliate and external legal counsel as appropriate.
4. Reviews personnel policies for revision. Assists managers in interpretation of policies.
5. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
6. Other duties as assigned.
The physical demand characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to stand, walk, talk, read, see and hear. The employee is frequently required to use hands and fingers to type, handle, or feel and reach. The employee is regularly required to sit. The employee must occasionally lift and/or move up to 25 pounds.
Supervisor: Director of Human Resources
Status: Full-time. Exempt from the overtime provisions of the wage and salary administration regulations.
Qualifications: High School Diploma or equivalent required. Bachelor’s degree in related field or equivalent experience required. PHR Certification or SHRM-CP certification a plus. Masters degree in human resources and/or organizational development/organizational behavior a plus. Related experience considered in lieu of education.
Three to six years of core HR function experience with increasing responsibility required.
Excellent change management skills required.
Ability to maintain strict confidentiality with all employee personnel information. Excellent organizational skills, attention to detail and ability to prioritize multiple tasks. Excellent interpersonal and communication skills are required, as is the ability to network in the community and interact with diverse groups.
Planned Parenthood works affirmatively to include diversity among its workforce and does not discriminate in the selection of its staff based on factors including but not limited to race, color, religion, sex, national origin, age, sexual orientation, gender identity, disability, income, marital status or any other characteristic protected under federal, state or local law. We know that BIPOC and women identifying candidates are less likely to apply to jobs unless they meet every requirement. Please do not be deterred if your past experience doesn’t align perfectly with every qualification in the job posting. We encourage you to apply anyway! You may be exactly who we are looking for!
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