Mary Free Bed Summary

We have the great privilege of helping patients and families re-build their lives. It’s extraordinarily meaningful work and the reason we greet the day with optimism and anticipation. When patients “Ask for Mary,” they experience a culture that has been sculpted for more than a century. Our hallmark is to carefully listen to patients and innovatively serve them. This is true of every employee, from support staff and leadership, to clinicians and care providers.

Mary Free Bed is a not-for-profit, nationally accredited rehabilitation hospital serving thousands of children and adults each year through inpatient, outpatient, sub-acute rehabilitation, orthotics and prosthetics and home and community programs. With the most comprehensive rehabilitation services in Michigan and an exclusive focus on rehabilitation, Mary Free Bed physicians, nurses and therapists help our patients achieve outstanding clinical outcomes. The growing Mary Free Bed Network provides patients throughout the state with access to our unique standard of care.

Mission Statement

Restoring hope and freedom through rehabilitation.

Employment Value Proposition

At Mary Free Bed, we take pride in our values-based culture:

· Diversity, Equity, and Inclusion. Our Commitment to providing an inclusive environment for patients, families, staff, and community, through embracing Diversity, Equity, and Inclusion T.O.G.E.T.H.E.R.

· Focus on Patient Care. A selfless drive to serve and heal connects all MFB employees.

· Clinical Variety and Challenge. An inter-disciplinary approach and a top team of professionals create ever-changing opportunities and activities.

· Family Culture. We offer the stability of a large organization while nurturing the family/team atmosphere of a small organization.

· Trust in Each Other. Each employee knows that co-workers can be trusted to make the right decision for our family, patients, staff, and community.

· A Proud Tradition. Years of dedicated, quality service to our patients and community have yielded a reputation that fills our employees with pride.

Summary

The Director of Human Resources is responsible for day-to-day oversight for general human resources through best-in-class HR initiatives in employee relations, performance management, care for our staff, learning and leadership development and human resources information systems, ensuring compliance with employment laws and regulations, and related operations. The director is a key member of the HR leadership team, and as our HR Director, you must be an experienced professional with a deep knowledge of all matters concerning HR departments. You should be able to manage programs and lead staff while also possessing a strong strategic mindset as the director will work across the

organization as a business partner with leaders and employees to support the business outcomes of the business unit. The director will design life-cycle initiatives that reinforce the hospital culture for a high value employee-centered work environment aligned with our core values. As a trusted ally to leaders and all employees, you will help to execute, implement, and support employee experience initiatives and strategies.

Essential Job Responsibilities

Employee Relations and Engagement

· Foster a positive and inclusive workplace culture that promotes employee engagement and satisfaction.

· Address employee concerns, conflicts, and provide guidance and solutions as needed with a strong drive to create a positive team environment.

· Develop and execute care for our employee recognition and retention programs.

· Guide and support leaders through performance management process, including guidance on performance improvement plans, individual development plans, and terminations.

Compliance and HR Policies

· Ensure compliance with federal, state, and local employment laws and regulations.

· Maintains HR Policies, recommends changes as needed, and chairs the hospital’s policy committee in alignment with best practices.

· Ensures HR general operations are administered in accordance with MFB policies, procedures, guidelines, and expectations.

· Conduct regular HR audits to assess and mitigate risks.

· Collaborate with key leaders in readiness for Joint Commission, including maintaining personnel files in compliance with Joint Commission standards and all other legal requirements and ensure files are in a constant state of “survey readiness.”

Performance Management

· Devise and implement performance management processes, including goal setting, performance reviews, and development plans.

· Provide coaching and guidance to managers on performance-related issues.

· Develop and deliver training programs to enhance employee skills and development.

· Provides necessary education and training to managers and employees including leader orientation, performance management and legal updates.

· Be a driver to oversee people leaders on completing compliance-based activities such as 30/60/90-day reviews, and annual performance evaluations.

HR Analytics and Reporting

· Utilize data and analytics to make informed HR decisions and drive improvements.

· Support HR leadership by collaborating on the data needs required for leaders to analyze and report HR metrics.

· Identify trends and opportunities for enhancing HR processes as a stakeholder in HR systems, supporting requirements gathering and testing as needed.

· Oversee HRIS (Human Resources Information Systems) performance that requires systems to maintain accurate reports on identified HR data and analyze data to identify trends and opportunities for improvement.

Team Leadership

· Grow, lead, and develop a high-performing HR team.

· Delegate responsibilities and provide mentorship to HR staff.

· Foster a collaborative and supportive work environment within the HR department.

· Drive performance by partnering and maintaining a professional working relationship with leaders throughout the organization to achieve organizational goals.

· Collaborate with DEI+B (Diversity, Equity, Inclusion & Belonging) Director on the development and implementation of programs and education that promote and increase DEI (Diversity, Equity, and Inclusion) (Diversity, Equity, and Inclusion) across MFB Network.

· Performs other HR-related special projects as assigned.

· Leadership Must-Haves will be followed for patient and staff interactions:

o Embrace Diversity, Equity and Inclusion, by:

Treating everyone with dignity and respect

Opening more doors to opportunities for underrepresented cultures

Growing talent and people

Evaluating and eliminating disparities

Taking action against injustices, bias and racism

Honoring our differences and how to collaborate

Educating staff, patients and the communities we care for

Restoring Hope and Freedom, together

o Rounding

o Thank You Notes

o Employee Selection/Peer Interviewing

o Key Words at Key Times

o AIDET® + Promise

o Standards of Behavior

 

Essential Job Qualifications

· Bachelor's degree in human resources, related field, or equivalent experience.

· 5-7 years of progressively responsible professional Human Resource experience which includes at least 3 years of experience in people management and coaching a team of HR professionals, and 4 years generalist background in Human Resources and successful demonstration of skills and knowledge as presented above, including employee relations and a combination of general HR life-cycle areas.

· Comprehensive knowledge of human resources processes and life-cycle practices used in the market.

· Strong knowledge of employment laws, regulations, and best practices.

· High level of confidentiality and integrity.

· Excellent interpersonal skills and demonstrated ability to influence leaders at all levels and establish collaborative partnerships.

· Proven project management and organizational skills with the ability to prioritize and drive projects to completion, with performance outcomes for managing multiple priorities and prioritize work effectively and efficiently.

· Expert technical knowledge of employment law (EEO, OFCCP (Office of Federal Contract Compliance Program) regulations)

· Proven ability and competence in leveraging information technology in support of office automation software and HRIS applications.

· Ability to understand business goals and recommend innovative approaches, policies, and procedures to effect continual improvements in organizational objectives, productivity, and development of HR within Mary Free Bed.

· Ability to successfully monitor the “pulse” of employees to ensure a high level of care for our employee.

· Success in creating and driving effective employee relations initiatives supporting standards of behavior.

· Comfortable with high-volume workload; not afraid to “roll-up your sleeves.”

· Strong internal and external customer services skills.

· Talent to manage multiple priorities simultaneously oriented on results while retaining all information.

Preferred Job Qualifications

· Master's degree in human resources, Business Management or equivalent experience.

· SHRM-CP, SHRM-SCP, PHR, or SPHR certifications.

· At least one-year experience in a health care related field, including Joint Commission preparation experience.

· Multi-site facility experiences.

Physical Requirements for Essential Job Qualification

Levels:

· None (No specific requirements)

· Occasionally (Less than 1/3)

· Frequently (1/3 to 2/3)

· Majority (More than 2/3)

Remain in a stationary position: Majority

Traverse or move around work location: _____

Use keyboard: Majority

Operate or use department specific equipment: _____

Ascend/Descend equipment or ladder: _____

Position self to accomplish the Essential Functions of the role: _____

Receive and communicate information and ideas for understanding: Frequently

Transport, position, and/or exert force:

Up to 10 pounds: Occasionally

Up to 25 pounds: _____

Up to 50 pounds: _____

Up to 75 pounds: _____

More than 100 pounds: _____

Other weight: Up to___ pounds _____

Other: _____

The above statements are intended to describe the general nature and level of work being performed by employees in this classification. If you require a reasonable accommodation to perform the essential functions of this position, you must request accommodation in writing, within 182 days after you know or should know of the need for accommodation.

Mary Free Bed is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, age, genetic information, veteran status, disability, or other legally protected characteristic.