Director of HR - McLeod Regional Medical Center - Florence

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    "ExternalDescriptionStr": "<p><strong>Essential Job Responsibilities/Expectations</strong></p>\n<ul>\n <li>Job responsibilities include those listed in competencies document</li>\n <li>Maintain a professional image and deliver exceptional service to patients, visitors, physicians, and staff, consistently demonstrating and promoting McLeod Health Service Excellence Standards and Core Values in all interactions and communications.</li>\n <li>Serve as the primary HR advisor to hospital leadership, providing strategic guidance on employee relations, workforce planning, and organizational development, while acting as a liaison between hospital leadership and HR functional areas (Talent Acquisition, Compensation, Benefits, Organizational Learning) to coordinate comprehensive HR support for hospital operations, ensuring consistency and efficiency across all HR processes.</li>\n <li>Align hospital and system-wide objectives with actionable HR strategies, evaluating and advising on long-range initiatives, new programs, and regulatory changes that impact talent attraction, engagement, development, and retention; ensure compliance with evolving laws and regulations.</li>\n <li>Lead conflict resolution, mediation, and investigations, applying policies fairly and consistently; protect organizational and employee interests by enforcing adherence to federal, state, and local legal requirements, monitoring legislative changes, and advising leadership on necessary actions.</li>\n <li>Develop, implement, and enforce HR policies and systems that promote organizational effectiveness through performance management, coaching, feedback, and continuous improvement; foster open communication and trust between staff and leadership to create a positive employee relations environment.</li>\n <li>Provide coaching and guidance to leaders on managing performance, reducing legal risk, and promoting team health; partner with leadership to identify development needs and deliver targeted training programs that support growth and organizational health.</li>\n <li>Monitor HR metrics and manage sensitive employee matters, including EEOC charges, unemployment claims, and litigation; analyze trends to recommend data-driven improvements;</li>\n <li>Hires, guides, directs and evaluates the work of the HR Partner team at the facility which serves as an internal resources for leaders and employees by providing advice and counsel on human resources related issues, policies, and practices including but not limited to employee services, HR policies, internal reviews, leave of absence, open enrollment, hardship, analysis, mediation, third party inquiries, and employment/legal risk management.</li>\n</ul>\n<p><strong>Job Requirements</strong></p>\n<p><strong>Qualifications /Training:</strong></p>\n<ul>\n <li>Minimum 7–10 years of progressive HR experience, with at least 5 years in a leadership role focused on employee relations.</li>\n <li>Knowledge of Federal and State employment laws, Regulations, and other rules relative to employee relations, compensation and benefits including but not limited to FMLA, FLSA, ADA, ADEA, EEOC, NLRA, ERISA, section 125 of the IRS Code.</li>\n <li>Proficiency of MS Office, including Word, Excel, PowerPoint and Access.</li>\n <li>Prior experience in healthcare or hospital environments is strongly preferred due to regulatory complexity and workforce dynamics.</li>\n</ul>\n<p><strong>Licenses/Certifications/Registrations/Education:</strong></p>\n<ul>\n <li>Bachelor’s and/or Master’s in Human resources or related field or 10 years of HR Generalist experience.</li>\n</ul>",
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