Deputy Director of Human Resources – Hospital (#EB5000)
$70.02-$85.10 Hourly / $12,135.98-$14,751.36 Monthly / $145,631.78-$177,016.34 Yearly

Under administrative direction from both the Hospital Chief Executive Officer and the County Director of Human Resources, plans, organizes, administers and directs a variety of complex hospital human resource-related functions, including policy implementation and interpretation, recruitment planning, classification, compensation, employee benefits, employee/labor relations, equal employment opportunity (EEO), staff development and training; and does other related work as required.

The Deputy Director of Human Resources – Hospital is a single position class that is exempt from the San Joaquin County Civil Service system and is an at-will position.  The incumbent of this class is responsible for directing hospital human resources-related functions by providing senior management support to hospital administration and managers and serving as the hospital liaison regarding personnel-related matters with Central Human Resources.  The incumbent interfaces extensively with Central Human Resources and external agencies, and is expected to model a strong professional work ethic and administrative leadership skills consistent with the expectations of both the Hospital Administration and Central Human Resources. 

• Provides advisory recommendations to management staff regarding employment law, memorandums of understanding, labor contracts, county rules, regulations, and ordinances, Joint Commission requirements and other healthcare-related human resources mandates; participates in developing and implementing related policies and procedures.
• Serves as the hospital liaison with Central Human Resources regarding civil service recruitments, classification, compensation, employee benefits, employee and labor relations, Fair Employment and Housing Act compliance, Americans with Disabilities Act compliance, EEO-related matters, staff development and training.
• Serves as the hospital’s senior management representative with employee labor organizations regarding grievances, complaints, and disciplinary actions; investigates and responds to grievances, complaints, and other highly sensitive human resource-related matters with direction from Central Human Resources.
• Provides advisory recommendations and direction to management staff regarding employee performance management, progressive discipline, formal discipline, supervision, and leave management administration; evaluates, advises, and administers employee discipline and corrective actions in consultation with Central Human Resources.
• Researches, plans, and develops opportunities for staff development and training for managers and staff.
• Develops procedures and systems for continuous quality improvement of human resource operations and effective employee and customer relations.
• Directs and participates in the preparation and administration of the division budget and operating objectives; prepares a variety of statistical, narrative and other reports; prepares correspondence.
• Participates on committees as assigned; attends meetings; may represent the hospital and the department with outside agencies and the public.
• Conducts special projects, reports, research and prepares correspondence as assigned by both hospital administration and County human resources.

DESIRABLE QUALIFICATIONS

Education: Graduation from an accredited four-year college or university with a master’s degree in public or business administration, human resource management, healthcare administration, or closely-related field.

Experience:  Five (5) years of professional human resources experience at a management level that includes administrative or analytical experience involving human resources-related fiscal, personnel, procedural, operational, and organizational matters in a healthcare or public employment setting.  

Principles and practices of public personnel administration including recruitment, classification, compensation, employee benefits, labor relations, equal employment opportunity, and staff development; principles and practices of hospital administration;  federal, state and local laws pertaining to employment; the Joint Commission accreditation and other healthcare survey requirements; practices, terminology, and requirements of healthcare occupations; county government functions and organizations.

Understand, interpret and apply rules, regulations, and procedures; direct operations, functions, and projects; plan, assign, and coordinate the activities of subordinates, including subordinate managers; provide appropriate and effective leadership; exercise good judgement and make sound managerial decisions; exercise analytical and critical thinking; analyze complex problems and recommend appropriate solutions; express oneself clearly and concisely, orally and in writing; establish and maintain effective working relationships with elected officials, department heads, employees and their representatives, professional groups, and the public.