Chief Human Resources Officer (CHRO), Regular, F/T

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Job Title: Chief Human Resources Officer

Department: Human Resources 

Reports To: Chief Executive Officer 

Salary Level: DOE

FLSA Status: Exempt

Approved By: Chief Executive Officer

Approved Date: 2024

GOALS FOR POSITION: Serving as a member of the Executive Leadership Team, helps create innovative and effective recruitment strategies, including compensation and wage adjustments; participates in all accreditation efforts, and provides input on KMC construction projects as part of the planning team; leads human resources policy implementation, oversight, review and revisions; advises executive leadership and management on policy interpretation and implementation; oversees staff training and human resources investigations; leads retention programs for professional and contracted staff; ensures that duplicate credentialing records are retained in personnel files.

SUMMARY: Oversees all human resources staff, functions, and responsibilities to ensure compliance with all legal and policy requirements and reduce liability while maintaining a positive and respectful work environment for all employees; monitors human resources issues related to quality of patient care and works with KMC leadership to resolve them quickly and effectively.

FUNCTIONS & RESPONSIBILITIES:
  1. Policy Administration

  2. Administers all KMC human resources policies and advises CEO and managers on provisions of departmental policies that relate to human resources issues.

    1. In coordination with the CEO, ensures that KMC Personnel Policies and Procedures are reviewed by the Governing Board on a regular basis; recommends amendments based on changes in applicable tribal or federal law.

    2. Interprets KMC human resources policies for leadership and managers and helps managers formulate a course of action to address specific issues, including disciplinary action and employee grievances.
    3. Designs, plans, and oversees Human Resources investigations consistent with human resources best practices and KMC policies; serves as liaison with independent investigators when they are retained by KMC due to perceived or actual conflict of interest; ensures that a Human Resources employee is designated as the primary point of contact of employees who are being investigated.
    4. Establishes and oversees a comprehensive human resources records system that is compliant with applicable tribal and federal law, accreditation standards, and KMC policy. Administers standard operating procedure to ensure that personnel files include:
  3. Documents required by Joint Commission standards (e.g. waived and competency testing documentation for medical and lab staff),
  4. Credentialing documentation and that separate personnel files are maintained for employee medical records.
     

E. As part of the KMC Executive Leadership Team, responsible for helping to prepare for, achieve, and maintain accreditation by The Joint Commission.

  1. Recruitment and Retention
  2. Administers KMC’s compensation program and at least annually, recommends updates to the CEO and the Governing Board for approval.
    1. Negotiates contracts with providers and other contracted employees and oversees retention programs for professional and contracted employees.
    2. Serves as lead KMC negotiator with locum tenens companies and assists medical managers in hiring locum medical staff.
  3. Staffing and Operations
  4. Coordinates with CEO and managers to ensure minimum staffing in public areas of the clinic.
    1. May contact on call workers to ensure coverage or temporarily assign HR staff to assist in case of an unexpected absences or emergencies, e.g. to answer calls.
    2. In case of a declared emergency, assists CEO in planning and operations functions.
  5. Employee Education and Training
  6. Designs, oversees and budgets staff training and education programs including new employee orientation, increase staff capacity, ensure compliance, and improve KMC operations.
  7. Collaborates with CEO and managers in planning routine trainings (IHS and Healthstream) and new trainings targeted to resolve specific organizational issues as they arise.
SUPERVISORY RESPONSIBILITIES
  1. Supervises the Recruitment and Retention Specialist; Human Resources Generalist; Human Resource Manager; Housing Coordinator; Floating Support Clerk; may also supervise on-call staff that may periodically be retained to assist with records compliance maintenance.
  2. Participates in Executive Leadership, Manager, and Staff meetings.
EDUCATION and/or EXPERIENCE:

Minimum of a bachelor’s degree in Human Resources, Business Administration, or Public Administration or related field or equivalent amount of experience; Master preferred; minimum of 7 years’ experience in Human Resources administration including employment labor relations, wage administration and supervisory experience) and education and training; Minimum of 5 years as an executive, director, or manger role; Tribal experience highly desirable. 

 

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