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Director of Human Resources


    POSITION SUMMARY.  The Director of Human Resources is responsible for providing strategic HR leadership to the organization, and is directly responsible for the overall administration, coordination, and evaluation of the organization’s Human Resources function.  This position reports to and works closely with the President/Chief Executive Officer.

    JOB DUTIES and ESSENTIAL FUNCTIONS.  A qualified individual must be able to perform the essential functions of the job as listed, with or without accommodation.  (An Asterisk (*) Identifies an Essential Function) 

    1 . Responsible for strategies establishing and maintaining a highly engaged workforce, motivating employees, fostering an environment with high levels of teamwork, accountability, communication and vision to employees. (*)

    a.            Works closely with executive leaders and management to advise, counsel, and provide coaching and resolution to address employees’ performance. Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions).

    b.            Collaborates with Delivery Operations leadership regarding the performance of shared resources and provides feedback on annual reviews. 

    c.             Leads and motivates subordinates advancing employee engagement and developing a high-performing team.   

    2.            Organizational and Resource Development (*) - Provide technical assistance to leadership and management staff related to organizational and individual development activities.    

    a.            Provides guidance on annual mandatory training for all MediQuant team members. 

    i.  Ensures annual training is conducted with management team on interviewing and selection, performance reviews, improvement plans, and termination procedures. 

    b.            Provides guidance to HR Generalist and approves responses to inquiries regarding policies, procedures, and programs. 

    3.            Directs the functional areas of Human Resources including, but not limited to retention, personnel records, employee relations, job evaluation, compensation management, benefits administration, organizational development, workers compensation, safety, training, AAP/EEO and special projects. (*)

    a.            Benefits Programs and Administration. (*)  Design and administer group programs, including retirement, group medical, employee leave, disability, life, and paid time off plans.  Select, supervise, and maintain relations with benefits consultants, and brokers.

    b.            Recruiting and staffing. (*)  Develops staffing strategies and implementation plans and programs to direct recruitment and retention activities, and select and maintain relations with employment agencies, recruiters, and outplacement firms.  Oversee employee relations and new employee orientation.  Collaborates with appropriate staff to project staffing needs and budget implications.  

    c.             Employee compensation. (*)   Serve as advisor to team responsible for the compensation strategy of the organization.  Design and administer progressive and proactive compensation programs to motivate, encourage and reward effective performance that contributes to the goals of the organization as set forth by the President/CEO.  

    i               Direct related programs, including job evaluation and analysis, performance management, rewards and recognition and salary administration.  Periodically benchmark compensation structure against relevant market data to ensure internal equity as well as market competitiveness.

    d.            Compliance, reporting and policy adherence. (*)  Formulate and implement policies and procedures to ensure compliance with federal, state, and local regulations related to employment practices and benefit programs.  Remain current with changes in human resource and employment law, and manage the organization’s relationships with federal, state, and local regulatory agencies.

    4.            Develops, updates, and manages policies and procedures. Develops organizational strategies by identifying and researching human resource issues; contributes information, analysis, and recommendations to organization’s strategic direction.

    5.            Diversity & Inclusion.  Develops and maintains strategies to recruit, retain and promote staff from diverse backgrounds.  Design programs that foster a culture of consideration, connectedness, acceptance, and inclusion among staff.


    Critical Thinking                Professionalism and Composure 

    Exceptional Interpersonal and Oral Skills                Flexibility 

    Collaborator/Team Building         Initiative-taking 

    Strong Documentation Skills        Initiative 

    Leadership          Sound Decision-Making 

    Business Acumen             Problem Solving/Analytical Skills 

    Performance Management          Decision Making 

    Supervisory Responsibilities:  HR Generalist, Senior Technical Recruiters 

    Required Education and Experience 

    1.            Bachelor’s Degree in Business, Organizational Development, Human Resources, or related field plus seven to 10 years of generalist experience with demonstrated strength in strategic human resource planning and implementation. 

    a              Key areas of competence should include organizational development, compensation and benefit program design and administration, employee relations, legal compliance, and staffing.  

    2.            Exceptional people skills and experience working as part of a multidisciplinary team. 

    3.            The ability to work in a complex, fast-paced, and diverse environment requiring significant collaboration.  

    4.            Strong planning and organizational skills, detail orientation, self-direction, and an ability to manage multiple priorities simultaneously and think strategically in the design and execution of human resource programs.  

    5.            Demonstrated effectiveness in written and verbal communication.  Excellent facilitation and interpersonal skills to effectively deal with all levels of personnel.  The ability to clearly communicate complex issues to a variety of audiences.

    6.            Ability to apply key legal precedents, policies, and practices to protect the interests of the Foundation and individual employees.

    7.            Considerable word processing, database, spreadsheet, and presentation experience.  Ability to utilize technology and other means to conduct research.

    8.            Decisiveness and a demonstrated ability to exercise sound judgment under pressure.

    9.            Demonstrated ability to maintain strict confidences and manage sensitive information.

    10.          Senior-level Human Resource professional certification 

    Additional Eligibility Qualifications 

    1.            MBA in Business, Human Resources, or Leadership preferred. 

    2.            Able to actively mediate employee-manager relationship issues to resolve conflict.   

    3.            Establishes relationships with team members and provides a direct, appropriately confidential line of communication to senior leadership. 

    4.            Pro-actively participates in evaluating the success of organizational goals; ensures department goals are measurable. 

    Work Authorization/Security Clearance.  In compliance with Federal employment laws, MediQuant will verify the identity and employment authorization of each person hired.  

    AAP/EEO Statement.  MediQuant, Inc. is an equal opportunity employer. 

    Work Environment.  This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. While performing some duties of this job, the employee is exposed to dust or other airborne particles. The noise level on the job site is typical of an office environment.  

    Physical Demands.  While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit for extended periods of time, stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to climb or balance; and stoop, kneel, crouch or crawl. The employee must occasionally lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.  

    Position Type and Expected Hours of Work.  This is a full-time position, and hours of work and days are typically Monday through Friday, 8:30 a.m. to 5 p.m. Some flexibility in hours is allowed, but the employee must be available during the “core” work hours of 9:00 a.m. to 3:30 p.m. and must work 40 hours each week to maintain full-time status. Occasional evening and weekend work may be required as job duties demand. 

    Travel.  Incumbent may travel up to 20% of the time, regularly experiencing out-of-the-area and overnight travel.  

    Compliance.  Employee shall comply with all MediQuant policies, state and federal laws, regulations, and contractual obligations when accessing MediQuant or client Confidential Data, Confidential Information, and Information Assets. 

    Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job.


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