Pioneer Medical Center

Director of Human Resources

Pioneer Medical Center is a 25-bed critical access hospital, essentially the county hospital for Sweet Grass County, Montana: Population 4200. We are in a beautiful valley along the Yellowstone River, between three mountain ranges, just north of Yellowstone National Park. We serve our neighbors (ranchers, skilled trades people and active retirees) and the many tourists who come here on their way to Yellowstone and Glacier National Parks, or to fish the Yellowstone, hike, bike, hunt or just get away from overcrowded places. Big Timber is a vibrant and welcoming small town, an hour from Bozeman and Billings. Our schools are highly rated, with high community support.

Pioneer Medical Center has an immediate opening for a full-time Director of Human Resources to join our hospital & clinics' care team and Senior Leadership Team.

PURPOSE/DISTINGUISHING CHARACTERISTICS

Administers and oversees Human Resources and Payroll policies, practices, and programs for the organization. Responsible for the areas of employee relations, recruitment and new employee orientation, benefit programs, employee records, workers’ compensation reports, and payroll. Implements human resources practices and objectives and supports all departments. Serves on the Leadership Team and assists and advises senior management on human resources issues.

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ESSENTIAL JOB FUNCTIONS

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NO. DESCRIPTION

1. Supports and models behaviors consistent with Pioneer Medical Center’s mission, vision, values, code of business conduct and service expectations. Meets all mandatory organizational and departmental requirements. Maintains competency in all organizational, departmental and outside agency standards as it relates to the environment, employee, patient safety or job performance.

2. Recruiting – coordinates the recruiting process; prepares and/or assists with preparation of job postings; advertising, schedules and attends interviews, as necessary; conducts pre-employment screening, background, and reference checking; and maintains job opening files for all hires.

3. New Employee Orientation – plans and prepares new employee orientation packet, including all necessary forms; conducts new employee orientation; and assures that all necessary new hire, payroll, and benefits paperwork is completed and returned in a timely manner.

4. Performance Management – Advises managers in instances of employee performance and conduct deficiencies and fosters ongoing coaching and development; coordinates succession planning; administers and coordinates the performance appraisal/review program and enters completed evaluations into the appropriate recordkeeping system.

5. Recordkeeping – maintains all employee personnel, confidential, and related files; files all workers’ compensation reports and maintains records; completes OSHA log and files annual report; completes and files annual EEO-1 report and maintains all records pertaining to applicant flow procedures; and tracks and assures all necessary documentation is completed for personnel transactions such as hires, promotion, transfers, performance reviews, terminations and other related human resources metrics and statistics.

6. Employee Relations – determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale; conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments; and gathers data. Responsible for participating in a range of activities related to employee relations and staffing functions (i.e., progressive discipline, leadership training/guidance, coaching, employee concerns, understanding of MT Employment Law, ADA, FMLA, etc.). Assists in the development and administration of Employee Relations Program. Develops and maintains strong business partnerships with Leadership. Provides advice and counsel to managers and supervisors regarding personnel practices, policies, and employment law. Ensures the application of Pioneer Medical Center programs and processes are in compliance with company policies and all applicable laws.

7. Compensation – coordinates, implements, and monitors the compensation programs and pay practices for salary administration. Utilizes existing salary structures and current market data to price new jobs while addressing and considering internal equity. Participates in the development, design and administration of competitive salary structures and compensation procedures/policies which are fiscally responsible. Manages the salary survey process including completing and submitting surveys and analyzing data from survey sources to determine competitiveness, both internally and externally. Serves as the point of contact for all compensation-related questions. Designs and prepares ad hoc compensation related reports for management, audit or reporting purposes. Counsels, educates, and communicates with staff and Leadership on various compensation programs.

8. Training – provides necessary education and materials to management and employees, including manuals, standardized reports, and HR policies; coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment; and prepares separation notices and related documentation and conducts exit interviews.

9. Other HR Duties- maintains knowledge of legal and regulatory requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and required reporting are in compliance; works closely with management to formulate and recommend best Human Resources policies and objectives; and keeps CEO informed of significant problems that may jeopardize the achievement of objectives or create risk for the organization, and those which are not being addressed adequately at the management level.

10. Benefit/Employee Programs – Responsible for oversight of the maintenance and retention of records of benefit plan participation; administers benefit programs such as health insurance, life and disability insurances, vacation, sick leave, leaves of absence and other employee welfare programs. Responsible for conducting RFPs to ensure competitive and cost-effective benefit offerings.

11. Payroll – Ensures pay practices meet legal/regulatory requirements and oversees the organization’s employee time and attendance program; prints out bi-weekly time and attendance reports for employees to review; corrects and edits time entries, as needed; enters new employees into the system and issues badges for use with time system; enters sick, vacation, and other leaves into the system; prepares any necessary manual entries for additional pay amounts; and submits all information to payroll vendor for payroll processing.

12. Performs other duties as assigned or needed to meet the needs of the department/organization. Ensures appropriate cross-training to ensure adequate back-up for all HR, benefit, and payroll related functions.

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KNOWLEDGE OF:

• Pioneer Medical Center policy and procedures, both organizational and departmental

• Personal computers, hardware, and software

• Microsoft Office Programs (i.e., Windows, Outlook, Word, Excel, etc.)

• Code of Conduct

• Compliance Program

• HIPAA and confidentiality requirements

• Patient’s/resident’s rights

• Patient safety standards

• Customer service techniques

• Regulatory standards

• Health care environment and trends

• Demonstration of leadership skills and empowerment principles

• Organizational/departmental policies, procedures, and standards

• Maintains flexibility to adapt to a variety of workload assignments

• Budgeting and fiscal controls

• Human resource management

SKILL IN:

• Advanced written and verbal communication skills

• Application of leadership skills

• Adherence to human resource management policies, procedures, and guidelines

• Budgeting and fiscal controls

ABILITY TO:

• Incorporate cultural diversity and age-appropriate care into all aspects of communication and patient/resident care; scope of services provided will encompass age groups ranging from infant through geriatric

• Establish and maintain effective working relationships

• Interprets policies, procedures, and standards; identifies non-compliance and takes appropriate action

• Utilize time management concepts to maximize time effectively

• Work independently

COMPLEXITY & DIFFICULTY:

• Decisions that impact human resource management may have legal implications

• Decisions concerning patient/resident care can have impact on business unit and quality of care

• Decisions regarding budgeting and fiscal control have direct impact on the financial viability of the organization

• Accountabilities include planning and development up to a five (5) year scope

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MINIMUM QUALIFICATIONS

• Bachelor’s degree

• Master’s degree preferred

• Three (3) to five (5) years management/leadership and human resource management experience

• Human resource certification, preferred

• Healthcare human resources experience preferable

• Current licensure/certification in the State of Montana, if applicable

• Current Montana driver’s license and the ability to be insured to operate Pioneer Medical Center vehicles

• Or an equivalent combination of education and experience will be considered as it relates to the above

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WORKING CONDITIONS

• Able to perform responsibilities with frequent interruptions and competing priorities. Works with moderate exposure to excessive noise, dust, and temperature.

• Utilization of personal computers for clinical/financial database systems.

Blood Borne Pathogen Category: Category III: Tasks that involve no exposure to blood or body fluids or tissues, and Category I tasks are not a condition of employment.

Airborne Contaminant Category: Category III: Not at risk for exposure to airborne contaminants.

Look through our website, www.pmcmt.org, the Facebook groups "Big Timber Community" and "Big Timber Buzz” or call our Director of HR at 406.932.4603 for more information about the area and this role.

Pioneer Medical Center provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, pregnancy, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.'

Job Type: Full-time

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