Creve Coeur, Missouri
Texas
Durham, North Carolina
Durham, North Carolina
Posted: 03-Mar-23
Location: Durham, North Carolina
Salary: Open
Categories:
Internal Number: 229416
Duke University Hospital is consistently rated as one of the best in the United States and is known around the world for its outstanding care and groundbreaking research.
Duke University Hospital has 1,048 licensed inpatient beds and offers comprehensive diagnostic and therapeutic facilities, including a regional emergency/trauma center; a major surgery suite containing 65 operating rooms; an endo-surgery center; a separate hospital outpatient surgical department with nine operating rooms and an extensive diagnostic and interventional radiology area.
For 2021-2022, U.S. News and World Report ranked Duke University Hospital nationally in 11 adult specialties: cancer, cardiology & heart surgery, diabetes & endocrinology, ear, nose & throat, gastroenterology & GI surgery, gynecology, neurology & neurosurgery, ophthalmology, orthopedics, pulmonology & lung surgery, and urology.
Duke University Hospital is also ranked first in North Carolina and first in the Raleigh-Durham area.
In addition to its hospitals, Duke Health has an extensive, geographically dispersed network of outpatient facilities that include primary care offices, urgent care centers, multi-specialty clinics and outpatient surgery centers.
Hybrid 3 days onsite 2 days remote - Must be able to travel to DUH, DRAH and DRH.
General Description of the Job Class
The Human Resources Generalist serves as the Human Resources (HR) lead within the DUHS Hospital Medicine Programs. In this capacity, the HR Generalist is responsible for providing the overall direction of human resources operations and support across the three Hospital Medicine Program (HMP) sites. This includes serving as consultant strategist for the following areas: hiring, orientation, and onboarding; compensation; performance management; training and organizational development; rewards and recognition; work culture and retention; diversity; policy development and interpretation; dispute resolution/mediation communication; and HR/Payroll transactions. Assures the program's personnel actions and activities are compliant with relevant Federal, State, and institutional policies and support the institution's equal opportunity and diversity goals. The HR generalist will also be a leader in developing and maintaining a professional and engaging culture, integrating HR best practices within the HMP, and serve as an active participant in the institution's community of HR professionals.
Duties and Responsibilities
Operational Effectiveness & Metrics
Provide subject matter expertise and consultation on operational effectiveness, change management, and matters that require analysis and interpretation of complex policies/procedures.
Oversight responsibility for HR staff, systems, and processes/transactions (e.g., payroll, API, PTO, LOA, Children's Tuition Benefit, Reasonable Accommodations, etc.) to ensure that HR effectively supports core HM goals, priorities, and strategic initiatives. Review and approve Paid Time-Off.
Establish effective communication channels internally and externally to promote HR related programs; collaborate effectively with HM Sr. Administrative Director to ensure HR communications are optimal and disseminated through appropriate channels.
Liaison with the DRH/DUH/DRaH CHROs and DUHS Corporate HR specialty consultants in compensation, performance management, employee relations, benefits, workers compensation, unemployment benefits, information systems, and employee records, as appropriate.
Provide direct HR service delivery, not limited to but including employee relations consultation, HR policy interpretation, workforce development recommendations, and employee trainings (as needed).
Responsible for management of HR staff including: make hiring recommendations; salary setting; assign work; instruct and train in method and procedures; check and approve work; conduct performance evaluations; recommend salary adjustments; make recommendations regarding unsatisfactory employees; make recommendations to terminate unsatisfactory employees; and maintain staff records.
Compensation
Physician Compensation Plan
Administer HMP compensation plan and ensure alignment with agreements and practices.
Leads the compensation plan update process by comparing and evaluating benchmark data, summarizing and analyzing comparative data from various sites and making decisions on comparative data points.
Presents compensation plan options to leadership, and facilitates the review and update process.
Drafts updates to the compensation plan.
Ensures updated plan is finalized in time for required physician notification period and issues appropriate notices prior to notification deadline
Payroll
Provide oversight of departmental payroll functions, including various types of API and i-Form transactions, as well as ensuring compliance with institutional and departmental policies and expectations. Provide work direction to the administrative assistants performing this work.
Apply knowledge of contractual terms of employment agreements to ensure alignment with payroll actions.
Apply knowledge of complex federal grant regulations impacting effort and payroll to administer grant based payroll actions.
Oversee PTO processes including calculation and deduction of PTO utilized for LOA and processing PTO deductions calculated by Physician Practice Scheduler during 6-month scheduling period. Provide work direction to HR specialist performing PTO entry and PTO payouts for physician terminations and retirements.
Work Culture and Retention
Promote and cultivate a strong work culture of safety, engagement, retention, and wellness by integrating HR service delivery; apply independent judgment and discretion to develop, implement, measure and report on employee engagement, safety, and retention initiatives (physicians & APPs) for DUH, DRH, and DRAH HM Programs including trending of data over time. Partner with HM leadership to ensure actions and plans align with desired culture.
Diversity Plan Administration & Recruitment
Promote workforce diversity, management/employee input/evaluation and staff wellness in HR service delivery. In collaboration with HMP senior leadership, participate in workforce planning initiatives; and conduct HR planning, modeling, and retention activities.
Educate, coach, and develop resources for medical directors/hiring managers on recruitment processes and interviewing techniques.
Perform other related duties as required.
Experience
Experience working in health care is preferred.
Work requires three years of business and/or administrative experience, with exposure to human resources activities, to acquire knowledge of human resources policies and procedures necessary to manage the personnel activities of a department or division.
Work generally requires skills, knowledge, and abilities typically acquired through the completion of a Bachelor's Degree in Human Resource, Management, Business Administration or related field.
A master's degree in a business related field may be substituted for 2 years of experience.
OR ANY OTHER EQUIVALENT COMBINATION OF RELEVANT EDUCATION AND/OR EXPERIENCE
Licensure, and/or Certification
SHRM or a healthcare-related HR certification is strongly preferred.
Knowledge, Skills, and Abilities
HR/Business Acumen: Demonstrate HR operational leadership by effectively demonstrating reasonable knowledge of healthcare and considerable knowledge of HR practices/policies related to employment, labor relations - EEO/AA, diversity, compensation and program evaluation to elicit credibility with all levels of management and faculty.
Knowledge of the different policies, practices, and processes across the different DUHS hospitals is preferred. Ability to efficiently function in an environment with differing processes, policies, and procedures and differentiate and adapt when institutional practices and processes are inconsistent across sites.
Experience developing and maintaining reports and metrics related to human resources functions including turnover, retention, etc. Experience collecting, analyzing, and reporting on HR related data sets, and developing action plans based on trends and findings.
Interpersonal & Communication Skills: ability to relate well to people with superior interpersonal and influential skills; ability to quickly establish and build effective relationships.
Excellent consultation, coaching, and facilitation skills.
Conflict Resolution: ability to negotiate and balance priorities and expectations of demanding stakeholders, and resolve challenges across all levels of the organization while demonstrating respect and being honest, even when the truth is difficult.
Judgment: demonstrated ability to use discretion, think strategically, and act decisively upon information and make decisions that achieve optimal results. Proven ability to function in an autonomous manner.
Ability to work with and embrace diverse cultural groups and individuals and develop initiatives or programs to promote diversity and inclusion.
Ability to conceptualize and execute creative solutions based on business needs, not relying solely on past experiences but leveraging different perspectives to build new ways of doing things.
Strategic management skills to facilitate both the establishment of a team- and a goal-oriented environment, providing vision and encouraging innovation and staff empowerment through active communication and delegation, building confidence and enthusiasm, compelling others to action, promoting diversity of thought, and celebrating achievements.
Experience with a variety of data processing software and relational database systems for data retrieval, analysis and reporting. Intermediate to advanced skills with MS Word, Excel, Power Point and Access. Experience with API and i-Forms preferred.
Must be able to develop spreadsheets, dynamic presentations, and documents.
Experience developing and maintaining reports and metrics related to human resources functions including turnover, retention, etc. Experience collecting, analyzing, and reporting on HR related data sets, and developing action plans based on trends and findings.
Must be willing and able to travel across sites and work from different rotating work locations. Access to reliable transportation is required.
Minimum Qualification
Education
Work requires organizational, analytical, and communication skills acquired through the completion of a bachelor's degree program
Master's Degree - strongly preferred
Experience
Work requires two years of business, administrative, and/or supervisory experience with exposure to supervisory or human resource policies and practices related to employee relations.
A master's degree in a related field may be substituted for 2 years of experience.
Proficient in Microsoft Office (Outlook, Access, Excel, Powerpoint, Word)
Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.
