Human Resources Business Partner jobs at Millennium Physician Group

We are seeking a strategic, hands-on IT Business Partner to support and advance the technology needs of Femwell's Ancillary Services division, which includes outpatient Imaging Centers, Maternal Fetal Medicine (MFM) clinics, a pathology laboratory (MediPath), and other specialty care centers. While the primary focus of this role will be on Imaging and MFM, the IT Business Partner will also provide cross-functional support to the full Ancillaries portfolio. This individual will act as a liaison between the Ancillaries operations teams and the Corporate IT department, working closely with office managers at key sites and operational leaders across departments to triage issues, identify root causes, and drive improvements to systems and workflows. This role requires strong communication, problem-solving, and leadership skills, as well as deep familiarity with healthcare IT systems. Essential Job Functions Technology Strategy & Leadership • Collaborate with Ancillaries leadership and Corporate IT to develop and execute IT strategies aligned with business goals. • Support technology planning for new site launches, system upgrades, and service line integrations. • Serve as a strategic partner and advisor to department heads, clinical leadership, and office management teams. Systems & Infrastructure Oversight • Manage and support core systems including PACS/RIS, Maternal Fetal Medicine platforms such as AS Software, EHR/EMR integrations, laboratory information systems (LIS), imaging modalities, and telecommunications. • Ensure seamless interoperability between ancillary systems and referring practices. • Oversee physician-facing technologies including diagnostic viewing systems, image/report delivery tools, and portals. • Work collaboratively with ancillary site-level IT staff while aligning initiatives with Corporate IT standards and architecture. Stakeholder Liaison & Process Optimization • Build strong relationships with office managers and operational leads at Imaging, MFM, MediPath, and other ancillary sites. • Triage technical and workflow-related issues, facilitate root cause analysis, and coordinate cross-functional solutions. • Identify and implement system enhancements to improve efficiency, data accuracy, and clinical operations. Cybersecurity & Compliance • Ensure HIPAA and HITECH compliance across all ancillary IT environments. • Partner with Corporate IT on security protocols, backup, disaster recovery, and data protection strategies. IT Operations & Support • Provide support and oversight for local IT resources, help desk operations, and third-party vendors serving ancillary locations. • Monitor technology performance, escalate unresolved issues, and guide adoption of IT best practices across sites. • Facilitate training and communication with non-technical end users Other Essential Tasks/Responsibilities/Abilities Must be consistent with Femwell's core values. Excellent verbal and written communication skills. Professional and tactful interpersonal skills with the ability to interact with a variety of personalities. Excellent organizational skills and attention to detail. Excellent time management skills with proven ability to meet deadlines and work under pressure. Ability to manage and prioritize multiple projects and tasks efficiently. Must demonstrate commitment to high professional ethical standards and a diverse workplace. Must have excellent listening skills. Must have the ability to maintain reasonably regular, punctual attendance consistent with the ADA, FMLA, and other federal, state, and local standards and organization attendance policies and procedures. Must maintain compliance with all personnel policies and procedures. Must be self-disciplined, organized, and able to effectively coordinate and collaborate with team members. Extremely proficient with Microsoft Office Suite or related software; as well as Excel, PPT, Internet, Cloud, Forums, Google, and other business tools required for this position. Education, Experience, Skills, and Requirements • Bachelor's degree in Information Technology, Computer Science, Health Informatics, or a related field. • Advanced degree or professional certifications (e.g., CPHIMS, PMP, CompTIA) preferred. Experience: • 3+ years of IT leadership or healthcare IT experience, preferably in outpatient or multispecialty clinical environments. • Direct experience with PACS, RIS, HL7, EHR/EMR integration, and MFM platforms such as AS Software. • Familiarity with imaging modalities (ultrasound, mammography, X-ray, MRI) and LIS systems. • Strong understanding of HIPAA, HITECH, and cybersecurity in clinical healthcare settings. Skills: • Exceptional communication and stakeholder management skills. • Proven ability to triage complex issues, lead root cause investigations, and optimize clinical workflows. • Technically proficient with strong problem-solving, vendor management, and project coordination skills. • Able to bridge the gap between clinical operations and technical infrastructure. Preferred Experience: • Experience supporting women's health or OB/GYN-focused practices. • Implementation of new outpatient or diagnostic center technologies. • Experience with cloud-based imaging, remote access solutions, or distributed multisite infrastructures.

Tallahassee Memorial Healthcare (TMH) is a private, nonprofit community-based healthcare system that provides care to a 22-county region in North Florida and South Georgia. We are a career destination with over 6,000 colleagues who reflect the diversity of our community. TMH is the region's healthcare leader and top provider of advanced care with a 772-bed acute care hospital and the region's only: Level II Trauma Center Primary Stroke Center Level III Neonatal Intensive Care Pediatric Intensive Care The most advanced cancer, heart and vascular, orthopedic & surgery programs in the Panhandle. Our system also includes a psychiatric hospital, multiple specialty care centers, six residency programs and more than 50 affiliated physician practices. Qualifications Required Education: Bachelor's degree in HR, business, or related field. HR may accept directly related professional work experience in lieu of the required education on a year to year basis. Experience accepted in lieu of education will not be applied to the minimum experience level required below (i.e., the same experience will not be counted twice). Other Training or Special Skills: Intermediate to advanced proficiency in Excel and Word required. Healthcare experience desired. Familiarity of company's HRIS system or a similar HRIS system a plus. Preferred Education: Master's degree in HR, business, or related field. Required Experience: None Required Certification/License/Registry: None Preferred Certification/License/Registry: One or more of the following credentials: Certified Compensation Professional (CCP) from World at Work Professional in Human Resources (PHR) from the Human Resources Certification Institute (HRCI) Senior Professional in Human Resources (SPHR) from HRCI Society for Human Resource Management-Certified Professional (SHRM-CP) from the Society for Human Resource Management (SHRM) and/or Society for Human Resource Management-Senior Certified Professional (SHRM-SCP) from SHRM Responsibilities Your Role: The Compensation Analyst: provides professional support in the development, implementation and maintenance of wage & salary administration conducts job analysis participates in compensation surveys provides recommendations/cost analyses to ensure market competitiveness maintains company's market pricing/benchmarking software tool and serves as an internal resource to HR and organizational management regarding compensation policy and pay practices. Reports To: Director/Comp and Benefits Supervises: None

Schweiger Dermatology Group is one of the leading dermatology practices in the country with over 570 healthcare providers and over 170 offices in New York, New Jersey, Pennsylvania, Connecticut, Florida, Illinois, Missouri, Minnesota, and California. Schweiger Dermatology Group provides medical, cosmetic, and surgical dermatology services with over 1.5 million patient visits annually. Our mission is to create the Ultimate Patient Experience and a great working environment for our providers, support staff and all team members. Schweiger Dermatology Group has been included in the Inc. 5000 Fastest Growing Private Companies in America list for seven consecutive years. Schweiger Dermatology Group has also received Great Place to Work certification. To learn more, click here. Schweiger Dermatology Group's Ultimate Employee Experience: * Multiple office locations, find an opportunity near your home * Positive work environment with the tools to need to do your job and grow * Full time employees (30+ hours per week) are eligible for: * Medical (TeleHeath included), HSA/FSA, Dental, Vision on 1st of the month after hire date * 401K after 30 days of employment * Your birthday is an additional personal holiday * Company Sponsored Short Term Disability * Pre-tax savings available for public transit commuters * Part-time employees (less than 30 hours) are eligible for: * Dental and Vision on 1st of the month after date of hire * 401K after 30 days of employment * Employee discounts on Schweiger Dermatology Group skin care products & cosmetic services Job Summary: The HRBP serves as a strategic partner to business leaders, providing guidance on HR-related issues and driving HR initiatives that align with business objectives. Schedule: Full Time, Monday - Friday - must be available 9:00am - 5:00pm PST Travel: While primarily a remote position, additionally, this position may require on-site support as well as in-person team meetings. Mileage and travel accommodations are eligible for reimbursement in accordance with company policy. Essential Functions: * Develop and maintain strong working relationships with Ops leaders to understand their objectives and challenges and provide strategic HR guidance and support. * Drive talent management initiatives, including workforce planning, talent acquisition, and succession planning. * Provide coaching and support to managers on a wide range of employee relations issues, including performance concerns, disciplinary actions, and conflict resolution. * Collaborate with HR Centers of Excellence (COEs) to deliver HR programs and initiatives, such as talent acquisition, compensation and benefits, learning and development, and diversity and inclusion. * Facilitate all HR functions for support area(s) including but not limited to onboarding and offboarding of staff and providers. * Oversee and manage HR Generalist(s) that support HRBP regions. * Analyze HR data and trends to identify areas for improvement and recommend solutions to enhance organizational effectiveness. * Serve as a change agent by proactively identifying areas for HR process improvement and driving the implementation of change initiatives. * Ensure compliance with all applicable HR laws and regulations, as well as company policies and procedures. * Act as a liaison between employees and management, ensuring effective communication and resolution of employee concerns. * Lead HR projects as assigned, demonstrating project management skills and the ability to deliver results on time and within budget. * Support M&A efforts with items such as employee meetings, new hire paperwork, and onboarding processes ensuring a smooth transition. * Other duties as assigned by supervisor on an as-needed basis, contributing to the overall success of the HR team and the organization. Qualifications: * Bachelor's degree required; Master's degree preferred. * 5+ years of progressive HR experience, with at least 2 years in a business partner or similar role. * Certification from national recognized institution preferred (PHR/SHRM-CP). * Strong knowledge of HR laws and regulations. * Excellent communication and interpersonal skills. * Ability to work effectively in a fast-paced, dynamic environment. * Working knowledge of HIPAA & OSHA compliance. * 3+ years of recent California labor laws experience Salary Range $85,000 - $90,000 Schweiger Dermatology Group, is an equal opportunity employer and does not discriminate in its hiring process with applicants, whether internal or external, because of race, creed, color, age, national origin, ancestry, religion, gender, sexual orientation, gender identity, disability, genetic information, veteran status, military status, application for military service or any other class per local, state or federal law. Schweiger Dermatology Group does not require vaccination for COVID-19 in order to be considered for employment; however, some state guidelines may require that we keep record of your vaccination status on file.

Join a leading medical technology company that is passionate about advancing women's health and well-being! We are seeking a talented and strategic partner for a critical and exciting role within our organization-one that will help shape the future of our people and culture in support of our mission. As a Director-level Human Resources Business Partner, you will report directly to the VP, Human Resources, and serve as a strategic HR partner to leaders within the R&D teams of the Diagnostic Solutions Division. In this role, you will advise on key organizational and business priorities-including engagement, change management, talent management, culture, team effectiveness, and leadership development. As an individual contributor, you will collaborate with Centers of Excellence across HR-such as Talent Acquisition, Data & Analytics-to develop and implement people strategies that elevate our culture, enhance organizational health, and drive employee engagement. You will also work closely with regional HR teams to ensure consistent execution of HR initiatives globally, while tailoring approaches to meet local needs and cultural differences. This is a fully onsite role based in San Diego, CA. Essential Duties and Responsibilities Developing trust and leadership to be seen as a fellow business leader with all client organizations. Creating an open environment for feedback and engagement with employees at all levels of the organization. Aligning the business and HR strategy with emphasis on identifying and developing the key talent management levers, which will enable business success Applying knowledge of Hologic's business strategies to proactively anticipate business needs based on industry trends Consulting with business leaders to attract, and engage top talent, in an extremely competitive recruiting environment. Identifying recognition and robust career development opportunities within the business and HR organization. Partnering with corporate HR team to drive the development and implementation of integrated solutions that enable performance and ensure operational excellence. Advising client organizations on human resources implications of proposed tactical plans and suggests contingency plans and trade-offs for mitigating risks. Recommending processes and tools and best practices to when addressing employee relations issues to ensure consistency across business functions and improve knowledge sharing. The ideal candidate possesses the following skills and abilities: Proven ability to balance enterprise focus and functional requests. Strategic planning, organizational development, employee relations, and consulting skills to serve as a trusted advisor to major business segment leaders. Excellent analytical, judgment and influencing skills ensure your ability to broker effective corporate HR services for your client organization. Proven expert knowledge in human resources functions; initiates and leads human resources strategy discussions and generates plans for implementation in accordance with Hologic objectives. High energy, fast-paced sense of urgency to meet the demands of the client organizations. Able to quickly respond to difficult situations or inquiries with professionalism. Responsibility for company-wide HR related programs for assigned client groups, e.g., salary review, workforce planning, succession planning, and talent management - and proactively leverages these programs for the best interests of the business Capability to maintains key matrix relationships with HR Group Function, Regional HR, Client management and Corporate functions (IT, Finance, others) Understands core development processes; experience in organizational development HR Technical/Functional Knowledge Expected Qualifications Domain HR Abilities: Has advanced HR abilities and is able to drive change and organizational effectiveness by partnering with clients in organization design, career planning, workforce planning, leadership coaching, change management, key talent retention and team development Manage Execution: Conveys clear expectations for assignments; delegates enough of own work to others; Monitors progress of others and redirects efforts when goals are not being met; continually looks for ways to improve processes, products, and/or services Motivate Others Conveys trust in people's competence to do their jobs; Creates a feeling of energy, excitement, and personal investment; Inspires people to excel and do their best work; Rewards people for good performance and coaches when performance needs improvement Build Realistic Plans Develops realistic plans, action steps, and timetables for projects and assignments; Identifies specific action steps and accountabilities; Prepares realistic estimates of budget, staff, and other resources Focus on Customer Needs Meets commitments to customers/clients; Continually searches for ways to improve customer/client service; Impresses customers with exceptional service or work; Seeks feedback from customers. Removes barriers to customer service Establish Trust Treats people fairly; Shows consistency between words and actions; Accepts responsibility for own mistakes; Encourages discussion of ethical considerations before decisions are made Promote Teamwork Promotes teamwork among groups; Discourages “we versus they” thinking; Facilitates the discussion and resolution of different views; Involves others in shaping plans and decisions that affect them; Contributes to the efforts of the team's work Share the Vision Executes plans and develops strategies for achieving vision; Articulates the strategies to team(s) and others; Manages people in a constructive manner to achieve strategic goals Make Sound Decisions Makes timely decisions based on accurate logic; Looks beyond symptoms to identify causes of problems and drives team to routinely perform root cause analyses; Makes decisions in the face of uncertainty; Takes all important issues into account when making decisions, including impact on people. Considers enterprise impacts in decision making. Required Education and Experience BA/BS required; MBA/Master's preferred 10+ years professional experience in human resources, 5+ years experience managing small teams; virtual team management preferred in a global setting 5+ years HR Business partner support for large teams The annualized base salary range for this role is $151,000 to $268,500 and is bonus eligible. Final compensation packages will ultimately depend on factors including relevant experience, skillset, knowledge, geography, education, business needs and market demand. Why Hologic? We are committed to making Hologic the company where top talent comes to grow. For you to succeed, we want to enable you with the tools and knowledge required and so we provide comprehensive training when you join as well as continued development and training throughout your career. If you have the right skills and experience, apply today! #LI-RF1 #LI-Onsite #LI-Director Agency and Third Party Recruiter Notice: Agencies that submit a resume to Hologic must have a current executed Hologic Agency Agreement executed by a member of the Human Resource Department. In addition Agencies may only submit candidates to positions for which they have been invited to do so by a Hologic Recruiter. All resumes must be sent to the Hologic Recruiter under these terms or they will not be considered. Hologic, Inc. is proud to be an Equal Opportunity Employer inclusive of disability and veterans.

Revolution Medicines is a clinical-stage precision oncology company focused on developing novel targeted therapies to inhibit frontier targets in RAS-addicted cancers. The company's R&D pipeline comprises RAS(ON) Inhibitors designed to suppress diverse oncogenic variants of RAS proteins, and RAS Companion Inhibitors for use in combination treatment strategies. As a new member of the Revolution Medicines team, you will join other outstanding Revolutionaries in a tireless commitment to patients with cancers harboring mutations in the RAS signaling pathway. The Opportunity: Reporting directly to the Chief Human Resources Officer (CHRO) with a dotted line to the SVP Head of Europe, this individual will play a key role in building employee and organizational excellence as a key member of the corporate human resources leadership team and the European leadership team. The ideal candidate will have worked within a US-based company with global and multicultural environments, applying both senior level human resources expertise as well as hands-on experience to build the regional organization. Being a relationship builder and problem solver working in a fast-paced environment are key attributes for this position. Partnering with corporate human resources and providing human resources guidance in achieving the European organizational strategy to meet business goals are top priorities. The European office will be located in Basel, CH. As a strategic partner and trusted advisor to the SVP Head of Europe, as well as to the European Leadership Team and their respective teams, work to build the region via strategic thought partnership and effective operational human resources approaches to meet our go to market strategy. Partner and collaborate with the CHRO and corporate human resources team, as well as with regional and local external human resources service delivery partners, to proactively engage with the business in achieving the short and long-term goals by driving scalable workforce planning & talent strategy. Provide expert insight, coaching, and development with people, process, productivity and organizational issues to positively influence performance and business outcomes. Oversee and lead the European human resources function as follows: Facilitate recruitment strategy, partnering with talent acquisition and hiring managers to attract, recruit, and retain excellent talent to meet our go-to market goals. Partner with the European Leadership Team and corporate's culture, engagement, and leadership team to drive and build employee engagement & culture. Build, lead, manage and develop human resources team in partnership with corporate human resources. Champion total rewards programs by partnering with corporate's total reward's team to build, lead and sustain local compensation and benefits practices and related program questions. Develop and lead various initiatives: Global initiatives and projects driven by corporate to support alignment and effective implementation at the local office. Regional employee onboarding and engagement including all supporting activities. Champion a consistently fair and inclusive work environment in compliance with all relevant regional laws, regulations and the company's standards. Navigate employee issues to determine effective interventions and resolutions. Required Skills, Experience and Education: University degree in business, human resources or relevant field with minimum of 15+ years of progressive business partner and human resources leadership experience with advanced degree (MBA, PhD, MD, or equivalent) in a relevant field with 10+ years of experience (preferred); Prior experience in biotech or pharmaceutical company (preferred). Proven experience working directly with executive leaders as their dedicated human resources lead and business partner, as well as expertise as a people leader having worked within a US-based company. Expertise in collaborating with marketing, market access, sales, clinical, regulatory, medical and other core business supporting functions, including corporate human resources partners. Demonstrate strong business acumen, a comprehensive understanding of the link between human resources and business strategy. Visible champion, role model, and leader in demonstrating and advocating for the company's core values. Demonstrated success in change management and guiding leaders and colleagues through changes and times of growth and demonstrated ability to lead and influence among a business team. Experience in supporting startup atmosphere and collaborating with cross-functional teams in an international setting. Strong strategic thinking, analytical, and problem-solving skills with excellent communication, presentation, and interpersonal skills. Sound knowledge in human resources policy related to the administration of entitlements and benefits and employment conditions. Strong organizational skills that include project management and organizational planning capabilities. Experience within a global and multicultural environment and willingness to travel internationally, at times frequently, throughout Europe and occasionally internationally. Preferred Skills: Experience as an HRBP at a similarly sized biotech company with rapid growth into commercialization. Experience defining, building, and leading processes across a regional human resources function to support cross-functional effectiveness and corporate partnership. Experience partnering with commercial operations on customizing commercial and medical affairs field policies. Revolution Medicines takes protection and security of personal data very seriously and respects your right to privacy while using our website and when contacting us by email or phone. We will only collect, process and use any personal data that you provide to us in accordance with our CCPA Notice and Privacy Policy. For additional information, please contact privacy@revmed.com.

Rezolute is a late-stage rare disease company focused on significantly improving outcomes for individuals with hypoglycemia caused by hyperinsulinism (HI). Our antibody therapy, RZ358 (ersodetug), is designed to treat all forms of HI and has shown substantial benefit in clinical trials and real-world use for the treatment of congenital hyperinsulinism (cHI) and tumor hyperinsulinism (tumor HI). We are seeking a Director, Human Resources will lead and execute key people strategies while serving as a trusted advisor and business partner to senior leaders within the organization. This role blends strategic HR business partnering with core HR responsibilities to drive a high-performance culture, employee engagement, and talent development. The ideal candidate will be an influential leader who can operate at both the strategic and operational levels. Key ResponsibilitiesStrategic HR Business Partnering Serve as a strategic advisor to functional leaders, aligning HR initiatives with business goals. Partner closely with leadership to drive organizational effectiveness, talent strategy, workforce planning, and change management efforts. Guide leaders in performance management, coaching, succession planning, and employee relations matters. Employee Engagement & Culture Lead initiatives to build and sustain a positive, inclusive, and high-performance culture. Develop and implement employee engagement surveys and action plans. Promote programs that foster recognition, morale, and employee satisfaction. Employee Development, Reviews & Goal Setting Oversee the performance management cycle, including goal setting, feedback, and reviews. Partner with managers to build development plans and career pathing for employees. Support leadership in identifying high-potential talent and addressing development gaps. Compensation & Total Rewards Collaborate with leadership and external partners to manage compensation structures and total rewards programs. Provide guidance on salary benchmarking, merit cycles, promotions, and incentive programs. Ensure pay equity, transparency, and alignment with business objectives. Training, Development & Compliance Design and manage compliance and skills-based training programs across the organization. Ensure compliance with federal, state, and local employment laws, including training requirements. Lead onboarding and orientation processes to ensure a consistent and engaging new hire experience. Policy Development & HR Operations Maintain and update employee handbooks, HR policies, and standard operating procedures. Ensure consistency and compliance across all HR practices and employee relations. Partner with legal and compliance teams as needed to ensure best practices. Other Human Resource Responsibilities Collaborate closely with Talent Acquisition to drive headcount planning and deliver a best-in-class candidate and onboarding experience as the company scales. Support integration of new functions and capabilities (e.g., Commercial, Medical Affairs, Market Access) and associated change management initiatives. Provide day-to-day HR support to managers and employees, resolving employee relations issues with a proactive and empathetic approach. Use data and metrics to assess organizational health and drive continuous improvement in employee experience and engagement Qualifications Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred. 10+ years of progressive HR experience, including 3+ years at a Director or senior HRBP level. Demonstrated success in a fast-paced, growing company (biotech/pharma industry preferred). Strong knowledge of U.S. employment laws and HR compliance. Proven ability to influence, coach, and build relationships with leaders at all levels. Excellent communication, organizational, and problem-solving skills. Comfortable working in both strategic and hands-on capacities. Rezolute (RZLT) currently anticipates the base salary for the Director of Human Resources role could range from $220,000 to $245,000 and will depend, in part, on the successful candidate's geographical location and their qualifications for the role, including education and experience. This position will also be eligible for an annual performance bonus in accordance with the terms of the applicable plan (depending, in part, on company and individual performance and at the Company's discretion on an individual basis). The compensation described above is subject to change and could be higher or lower than the range described based on current market survey data and the qualifications, education, experience and geographical location of the selected candidate. Rezolute offers competitive compensation, stock options and a rich benefits package. Qualifying employees are eligible to participate in benefit programs such as: - Health Insurance (Medical / Dental / Vision)- Disability, Life & Long-Term Care Insurance- Holiday Pay- Tracking Free Vacation Program- 401(k) Plan Match- Educational Assistance Benefit- Fitness Center Reimbursement We are an Equal Opportunity Employer and do not discriminate against applicants due to race, ethnicity, gender, veteran status, or on the basis of disability or any other federal, state or local protected class. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Job Description Responsibilities *Office will be on-site* *Travel throughout Los Angeles required* Artificial Intelligence; Advanced Technology; The very best in patient care. With decades of expertise, we are Leading Radiology Forward. With dynamic cross-training and advancement opportunities in a team-focused environment, the core of our success is its people with the commitment to a better healthcare experience. When you join us as a Human Resources Business Partner - Generalist, you will be joining a dedicated team of professionals who deliver quality, value, and access in the 21st century and align all stakeholders- patients, providers, payors, and regulators to achieve the best clinical outcomes. You Will: Provide day-to-day HR support to employees and managers in assigned business units, ensuring timely and professional responses to questions on policies, procedures, and programs. Advise managers on employee relations matters, performance management, and progressive discipline, escalating complex issues to senior HR leadership or HR Compliance as appropriate Conduct initial fact-finding for workplace concerns or complaints, documenting details and referring to HR Leadership or HR Compliance for further action when required. Partner with COEs on the delivery of HR programs in areas such as compensation, benefits, training, and talent development. Conduct Site Visits at least 2 times per week to ensure collaboration with site managers and employee engagement Partner with managers to identify training and development needs, coordinate participation in learning programs, and monitor completion. Coordinate, support, and conduct new hire orientation Monitor employee engagement and retention, escalating concerns to the HRBP Manager when appropriate. Ensure compliance with federal, state, and local employment laws and regulations, as well as internal policies. Maintain HR data accuracy and confidentiality in HR systems and employee files. Provide training to managers and staff on HR-related topics such as harassment prevention, performance feedback, and workplace policies. Participate in HR projects and initiatives to improve processes and enhance employee experience. You Are: Genuinely passionate about customer service and exercise sound judgement and an ability to remain professional in all situations Able to demonstrate high level of attention to detail, excellent organizational skills and have the ability to multitask Able to thrive in a fast-paced environment, have a knack for prioritizing work with a structured approach, and enjoy providing world class customer service To Ensure Success In This Role, You Must Have: Must be experienced with FMLA, ADA, as well as other HR and employment laws. Demonstrate a high-level of integrity, confidentiality, business ethics, depth of knowledge, and a pro-active approach to customer service in furtherance of department and corporate objectives. Must have planning, organizational, analytical, problem-solving, leadership, negotiation, facilitation, and presentation skills. Outstanding oral/written communication, organizational, Microsoft Office and computer skills required. Must be knowledgeable of all federal and state labor laws and essential Human Resource policies and practices. Must be curious, detail-oriented and able to work effectively both independently and with others. Must have current knowledge and proficiency using a computer and general HRIS software. At least 3 years of HR experience in a corporate or multi-site environment. Bachelor's Degree in human resources, organizational development, business management/administration, healthcare administration and/or professional certifications in human resources is a plus. Healthcare industry is highly preferred. We Offer: Comprehensive Medical, Dental and Vision coverages. Health Savings Accounts with employer funding. Wellness dollars 401(k) Employer Match Free services at any of our imaging centers for you and your immediate family.

Job DescriptionDescription: New Horizons is a nonprofit agency seeking a HR Director who is eager to teach, want meaningful work that offers opportunities for growth, and believe that their efforts can make a difference in the lives of the people we serve. Now under new leadership, New Horizons offers competitive pay, amazing benefits, and comprehensive training. Lead HR strategy, workforce planning, and organizational development Oversee recruitment, onboarding, credentialing, and staff training compliance Build a positive culture grounded in accountability, engagement, and communication Serve as a trusted advisor to leadership on employee relations and performance Manage HR policies, benefits, compensation programs, and regulatory compliance Ensure personnel files, training records, and credentialing meet CARF and state requirements Partner with Quality & Compliance teams to support accreditation, surveys, and audits Drive retention initiatives and staff development programs Requirements: Our ideal candidate will have: Bachelor's degree in HR, Business, Healthcare Administration, or related field 7+ years of progressive HR experience (healthcare or behavioral health preferred) Strong knowledge of CARF, OSHA, HIPAA, FMLA, ADA, and employment law Experience managing complex employee relations and leading organizational change Strong communication, coaching, and leadership abilities SHRM-CP/SCP or PHR/SPHR preferred New Horizons champions and welcomes all applicants as Equal Employment Opportunity Employer. Help us continue to grow and expand upon our diversity!

Directly responsible for planning, organizing, directing & controlling all facets of the Human Resources & Employee Health departments. Actively participates on the Administrative Team. Monitors & advises the Executive Team Members on all issues as it relates to and impacts Human Resources & Employee Health, the Medical Center and the provision of total patient care. Works collaboratively & cooperatively with all colleagues, divisions and with members of the Medical Staff to accomplish the strategic goals and to achieve & enhance the Mission of the Medical Center. Fosters and maintains an atmosphere that encourages professionalism. Promotes efficiency through sound & effective cost measures with a primary focus on providing quality health care. The incumbent ensures compliance with all federal, state, local laws and TJC requirements as it relates to the area of human resources. This position plans, organizes and directs all aspects of human resources. This position requires the full understanding and active participation in fulfilling the Mission of Garfield Medical Center. It is expected that the employee will demonstrate behavior consistent with the Core Values. The employee shall support Garfield Medical Center's strategic plan and the goals and direction of the Performance Improvement Plan (PIP). Dimensions This position reports directly to the Chief Executive Officer. The incumbent directs the human resources staff at Garfield Medical Center. The incumbent is responsible for the human resources function for approximately 1,100 union and nonunion employees. Responsibilities Nature and Scope (Essential Functions) The incumbent ensures the effective implementation of facility personnel and labor/employee relations plans and programs. Plans, directs, and administers corporate and facility policies and procedures in areas of employment, salary administration, labor/employee relations, benefits, workers' compensation, and training and development. Plans and recommends new programs and improvement of existing programs. Initiate change or modification to existing policies to ensure compliance with laws, regulations, competitive practices and operational objectives. Administrate union contracts, grievance, arbitration and administrative proceedings and participate in collective bargaining negotiations, This position counsels with all levels of facility management concerning personnel and/or labor/employee relation matters. Directs and determines termination of employee is conducted in a fair and appropriate manner. The incumbent ensures that disciplinary action is administered consistently with federal, state local laws, appropriate collective bargaining agreement and company policies and procedures. Administrate the workers' compensation program to obtain planned results, and meet budget guidelines. The incumbent is responsible for the handling of claims. Claims management dictates working with the industrial clinic, claims adjuster(s), attorney and injured worker to ensure expected results are achieved in the most efficient and cost-effective manner. The incumbent must attend training to ensure knowledge of changing regulations, laws and TJC requirements. This position must attend facility and corporate meetings. Accountability 1. The incumbent is responsible for overseeing the HR Department. 2. The incumbent is responsible for ensuring the effective implementation of personnel and labor/employee relations. 3. This position is responsible for planning, directing, and administrating corporate and facility policies and procedures. 4. The incumbent is responsible for employment issues, salary administration, labor/employee relations, benefits, workers compensation, training and development. 5. Administers collective bargaining agreement(s). 6. Directs the grievance and arbitration process to initiate a favorable outcome in an efficient and cost-effective manner. 7. This position is responsible for participating in contract negotiations. 8. The incumbent is responsible for the supervision of the facility human resources staff. 9. This position counsels all levels of facility management concerning personnel, wage and hour, and or labor/employee relation issues. 10. This position is responsible for managing workers' compensation claims in order to achieve a positive outcome. 11. The incumbent is responsible for implementing programs and training to minimize the frequency and severity of employee injuries. 12. This position is responsible for ensuring the facility complies with all federal, state, local laws and company policies and procedures related to employment and employee relations. 13. The incumbent is responsible for the training and development of employees in order to achieve successful succession planning. 14. The incumbent is responsible for ensuring equal opportunity employment is exercised at all times. 15. The incumbent is responsible for the proper recruiting of qualified personnel in order to meet the needs of the facility. 16. This position is accountable for the implementation of programs and policies that will minimize employee turnover in order to meet expected retention goals. 17. The incumbent must abide by all legal regulations, company policies and procedures. 18. This position is responsible for resolving conflict of interest issues. 19. The incumbent is responsible for demonstrating the highest level of integrity and making ethical decisions. 20. This position is responsible for maintaining human resources TJC requirements. 21. The incumbent oversees the AQMD program. 22. The incumbent oversees the administration of benefit programs, recruitment and leaves of absence at the facility. Qualifications Qualifications 1. Bachelor's degree in business administration, human resources management or related area, or a combination of education and experiences, from which comparable knowledge and abilities can be acquired, is necessary. 2. Eight years of directly related management experience is required. Previous experience in the healthcare industry desired 3. 3 years hospital human resources experience as a generalist. 4. Must have prior union/labor relations experience. 5. Must have knowledge of federal, state and local labor laws. 6. Must be computer literate and knowledgeable with HR/Payroll computerized information systems. 7. The incumbent must have general mathematic skills. 8. Must have general knowledge of budgeting. 9. The incumbent must have TJC experience. 10. The incumbent must have excellent human relation skills. 11. The incumbent must have excellent written and oral communication skills.

Full-time Description New Horizons is a nonprofit agency seeking a HR Director who is eager to teach, want meaningful work that offers opportunities for growth, and believe that their efforts can make a difference in the lives of the people we serve. Now under new leadership, New Horizons offers competitive pay, amazing benefits, and comprehensive training. Lead HR strategy, workforce planning, and organizational development Oversee recruitment, onboarding, credentialing, and staff training compliance Build a positive culture grounded in accountability, engagement, and communication Serve as a trusted advisor to leadership on employee relations and performance Manage HR policies, benefits, compensation programs, and regulatory compliance Ensure personnel files, training records, and credentialing meet CARF and state requirements Partner with Quality & Compliance teams to support accreditation, surveys, and audits Drive retention initiatives and staff development programs Requirements Our ideal candidate will have: Bachelor's degree in HR, Business, Healthcare Administration, or related field 7+ years of progressive HR experience (healthcare or behavioral health preferred) Strong knowledge of CARF, OSHA, HIPAA, FMLA, ADA, and employment law Experience managing complex employee relations and leading organizational change Strong communication, coaching, and leadership abilities SHRM-CP/SCP or PHR/SPHR preferred New Horizons champions and welcomes all applicants as Equal Employment Opportunity Employer. Help us continue to grow and expand upon our diversity! Salary Description Starting at $75,000

Human Resources Director- Seeking a professional to plan, organize and manage the Agency's Human Resources Department, personnel systems and human relations functions. Supervises the Human Resources Assistant.Essential duties: Oversees recruitment and selection, classification and compensation, personnel records maintenance functions & employee benefits administration; Develops personnel policies and administrative procedures; Maintains up-to-date job classification system and job descriptions; Provides technical support, information, and assistance to the Management Team and CHS Board; Monitors Federal and State legislation on employment matters and ensures compliance; Conducts investigations related to grievances, claims of harassment, discrimination, and related subjects; Facilitates conflict resolution; Participates in disciplinary proceedings and makes recommendations regarding the disciplinary process; Conducts salary and benefit reviews, organizes and analyzes the results and prepares reports and recommendations; Supervises and coordinates benefits administration; Manages employee leaves of absence and Workers' Compensation and unemployment claims; Reviews current benefits packages for enhancements and cost cutting measures; Participates in meetings with benefits providers to discuss rates and other changes; Assesses training needs and participates in the preparation of an annual training plan; Participates in developing training programs; Ensures and documents that mandatory training requirements are met; Establishes and ensures proper administration of personnel policies and procedures; Oversees the preparation of Personnel Action Forms for action by the Finance Department and coordinates with Finance on matters of pay and leaves; Supervises and assigns work to Human Resources Assistant; Attends Board meetings and makes presentations; Facilitates the Personnel Committee of the Board; Develops & prepares a Department budget; Maintains confidential personnel records and other human resources files; Participates in selection, supervision, evaluation, and job development of Human Resources Department staff; Implements effective employee evaluation and performance improvements processes; Develops plans and procedures for improving Human Resources Department services; Represents the Human Resources Department with the community, other nonprofits, and other government agencies; Represents Human Resources with Agency staff; Develops and implements an Injury and Illness Prevention Program; Maintains policies and procedures that comply with CARF standards of excellence.Minimum qualifications: Graduation from an accredited four-year college or university, plus five years of progressively more responsible and varied experience in human resources, preferably public personnel, including three years of experience in a supervisory, managerial, or administrative position. A combination of training and experience which would likely provide the required knowledge and abilities may be qualifying.The Human Resources Director must be able to plan, organize, and coordinate the Agency's employment and employee relations functions. Provide supervision, training, and work evaluation for staff. Formulate, implement, and evaluate personnel and human relations systems and procedures. Interpret, explain, apply, and enforce a variety of laws, rules, and regulations. Develop and implement human resources programs. Prepare and manage the department budget. Research, collect, and analyze information related to personnel administration functions. Prepare a variety of reports and presentations. Effectively represent the Agency's Human Relations Department with a variety of individuals, community organizations, and other governmental agencies. Establish and maintain cooperative working relationships.Salary $112,268 - $136,462 a year D.O.E. Additional 5% if bilingual (Spanish). Generous benefits package including dental and vision coverage. AA/EOE.****************** E04JI8000gud40836na

The Role The Human Resources Business Partner (HRBP) is a critical role on Green Thumb's People Team. This role will be based out of and support our Production facility(ies) as we look to rapid and sustainably scale. The HRBP aligns business objectives, HR strategy and talent to scale our rapid growth. The HR Business Partner executes HR programs, policies, and practices for the designated employee population, communicating proactively with the site General Manager and site Leadership to execute solutions that supports the local and national goals of the organization. Essential functions: Talent and Performance Management: Identify talent needs, risks, and gaps. Strategize with business leaders and make recommendations to maximize our team's performance through developing and defining career paths/opportunities, engagement, talent development and succession planning, and performance evaluations. Support the implementation of new solutions to close gaps and build bench strength. Culture Champion: As a member of the People team, you are part of the heartbeat of Green Thumb; you will assist in how to scale and enhance our culture as it relates to employee engagement and becoming a best place to work in the cannabis industry. Employee Relations: Serve as a confidential resource to employees and managers to support and escalate employee relations issues in partnership with Employee Relations. Complete thorough investigations of issues and advise business leaders appropriately. Change Management: Advise, and when necessary, lead in change management initiatives in your site and across the business. Clearly understand the strategic move and assist with a communication plan, presenting recommendations to mitigate risks and ensure success in the change. Implement & Execution Programs and Processes: Bring innovative thought to the creation, planning, roll-out and the maintenance of programs and processes for a consistent and scalable approach. Relationship Management: Create and maintain strong and trusting relationships across the organization; partner cross-functionally with the site(s) management and leadership team, internal People team to ensure that the team can grow, scale, and exceed business objectives. Employment Law and Leave Policies/Administration: Well-versed in federal and state employment law and fluent in leave policies and administration for our employees. Partner with our Total Rewards team to help our employees understand their role in the leave process. Project Management Support: There will be one-off projects, process improvements, and ability to partner with other Centers of Excellence, specifically with Talent Acquisition, Total Rewards, Talent & Org Development and Employee Relations. Manage Administrative Routines: Ensure that all routines are completed timely and efficiently for your site(s), including new hire orientation, employee roundtables, processing pay and position changes, employee data maintenance, safety record keeping, state badging requirements, etc. Safety & Compliance: Be aware of hazards in the workspace. Retain and understand department specific training. Report safety incidents/ concerns and comply with follow-up actions. Be compliant with area safety requirements, state regulations and PPE requirements. Follow GMP, biosecurity, sanitation or other quality and compliance requirements. Perform record keeping accurately and completely as directed by a lead or supervisor. Maintain and calibrate tools, equipment and machinery as directed by a lead or supervisor. Report and escalate safety & quality concerns. Working Conditions While performing the duties of this job, the employee is regularly required to perform reaching, grasping, bending, stooping, talking, hearing, seeing and repetitive motions. Must be able to sit and/or stand for extended periods of time while maintaining focus. Ability to work in a fast-paced, changing, and challenging environment Work involves daily exposure to allergens (such as cannabis, tree nuts, and coconut oil). Qualifications Bachelor's degree in business, Human Resources, Organizational Development required; SPHR, PHR, SHRM-CP, SHRM-SCP Certification, preferred. 7+ years of experience as a strategic HR Business Partner experience; Hands-on business experience with premier, market-leading companies with COE structures. Experience supporting a production, distribution or high-growth, fast-paced and complex work environment. Experience with large population of hourly employees. Experience leading in union environments strongly preferred. Excellent communication skills and demonstrated ability to influence and confidently interface with all levels of the organization. Highly motivated, self-directed, able to work with minimal supervision. Effective organization and planning skills as well as solid analytical, quantitative, and problem-solving skills - our systems and processes are manual and at times, administrative - must be able to keep up with proper documentation, filing and follow-up. Strong business acumen and proven ability to integrate HR and business strategies: understanding of business/financial metrics and experience with managing the challenges associated with selected business partnerships, mergers/acquisitions, and organizational restructuring. Demonstrated leadership capabilities and coaching skills. Operationally strong, detail obsessed. Sees the big picture and understands how things connect. Must be able to operate at both strategical and tactical levels and appreciate that sorting the details is a requirement. Track record of partnering with the leadership team and hands-on execution. Additional Requirements Must be at a minimum of 21 years of age. Must possess valid state ID. Must possess a valid driver's license. Must be able to obtain, and maintain, state badging requirements to work in the cannabis industry (requires background check and state review)

The Role The Human Resources Business Partner (HRBP) is a critical role on Green Thumb's People Team. This role will be based out of and support our Production facility(ies) as we look to rapid and sustainably scale. The HRBP aligns business objectives, HR strategy and talent to scale our rapid growth. The HR Business Partner executes HR programs, policies, and practices for the designated employee population, communicating proactively with the site General Manager and site Leadership to execute solutions that supports the local and national goals of the organization. Essential functions: * Talent and Performance Management: Identify talent needs, risks, and gaps. Strategize with business leaders and make recommendations to maximize our team's performance through developing and defining career paths/opportunities, engagement, talent development and succession planning, and performance evaluations. Support the implementation of new solutions to close gaps and build bench strength. * Culture Champion: As a member of the People team, you are part of the heartbeat of Green Thumb; you will assist in how to scale and enhance our culture as it relates to employee engagement and becoming a best place to work in the cannabis industry. * Employee Relations: Serve as a confidential resource to employees and managers to support and escalate employee relations issues in partnership with Employee Relations. Complete thorough investigations of issues and advise business leaders appropriately. * Change Management: Advise, and when necessary, lead in change management initiatives in your site and across the business. Clearly understand the strategic move and assist with a communication plan, presenting recommendations to mitigate risks and ensure success in the change. * Implement & Execution Programs and Processes: Bring innovative thought to the creation, planning, roll-out and the maintenance of programs and processes for a consistent and scalable approach. * Relationship Management: Create and maintain strong and trusting relationships across the organization; partner cross-functionally with the site(s) management and leadership team, internal People team to ensure that the team can grow, scale, and exceed business objectives. * Employment Law and Leave Policies/Administration: Well-versed in federal and state employment law and fluent in leave policies and administration for our employees. Partner with our Total Rewards team to help our employees understand their role in the leave process. * Project Management Support: There will be one-off projects, process improvements, and ability to partner with other Centers of Excellence, specifically with Talent Acquisition, Total Rewards, Talent & Org Development and Employee Relations. * Manage Administrative Routines: Ensure that all routines are completed timely and efficiently for your site(s), including new hire orientation, employee roundtables, processing pay and position changes, employee data maintenance, safety record keeping, state badging requirements, etc. Safety & Compliance: * Be aware of hazards in the workspace. * Retain and understand department specific training. * Report safety incidents/ concerns and comply with follow-up actions. * Be compliant with area safety requirements, state regulations and PPE requirements. * Follow GMP, biosecurity, sanitation or other quality and compliance requirements. * Perform record keeping accurately and completely as directed by a lead or supervisor. * Maintain and calibrate tools, equipment and machinery as directed by a lead or supervisor. * Report and escalate safety & quality concerns. Working Conditions * While performing the duties of this job, the employee is regularly required to perform reaching, grasping, bending, stooping, talking, hearing, seeing and repetitive motions. * Must be able to sit and/or stand for extended periods of time while maintaining focus. * Ability to work in a fast-paced, changing, and challenging environment * Work involves daily exposure to allergens (such as cannabis, tree nuts, and coconut oil). Qualifications * Bachelor's degree in business, Human Resources, Organizational Development required; SPHR, PHR, SHRM-CP, SHRM-SCP Certification, preferred. * 7+ years of experience as a strategic HR Business Partner experience; Hands-on business experience with premier, market-leading companies with COE structures. * Experience supporting a production, distribution or high-growth, fast-paced and complex work environment. * Experience with large population of hourly employees. * Experience leading in union environments strongly preferred. * Excellent communication skills and demonstrated ability to influence and confidently interface with all levels of the organization. * Highly motivated, self-directed, able to work with minimal supervision. * Effective organization and planning skills as well as solid analytical, quantitative, and problem-solving skills - our systems and processes are manual and at times, administrative - must be able to keep up with proper documentation, filing and follow-up. * Strong business acumen and proven ability to integrate HR and business strategies: understanding of business/financial metrics and experience with managing the challenges associated with selected business partnerships, mergers/acquisitions, and organizational restructuring. * Demonstrated leadership capabilities and coaching skills. * Operationally strong, detail obsessed. Sees the big picture and understands how things connect. Must be able to operate at both strategical and tactical levels and appreciate that sorting the details is a requirement. * Track record of partnering with the leadership team and hands-on execution. Additional Requirements * Must be at a minimum of 21 years of age. * Must possess valid state ID. * Must possess a valid driver's license. * Must be able to obtain, and maintain, state badging requirements to work in the cannabis industry (requires background check and state review)

SUMMARY/JOB PURPOSE: The HR Business Partner partners with leadership at all levels of the organization advising them on HR trends/initiatives in a collaborative manner with client groups as they work towards organizational business objectives. ESSENTIAL DUTIES AND RESPONSIBILITIES * Provide HR Business partnership to proactively improve every HR element of the client groups * Responsible for all areas of HR Generalist administration, policy interpretation, employee complaints, corrective action procedures, and hiring/terminations support. * Manage and resolve complex employee relations issues * Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required * Act as a coach and advisor to managers/leaders in assigned client group(s). * Assist in the creation of human capital strategies that meet the needs of the overall business strategy * Design, plan, and implement a range of HR projects and programs, including performance and development, talent management, employee engagement survey and HR policy and procedures * Supportive role in change management initiatives, helping to ensure thorough and effective planning, communication, execution, and follow-up throughout the organization * Support compensation initiatives and tasks as needed, including: job analysis, design & documentation, job benchmarking and job grading * Mentor HR Partners * Take the lead on process mapping for HRBP-related tasks/processes SUPERVISORY RESPONSIBILITIES: * There are no supervisory responsibilities for this job. EDUCATION/EXPERIENCE/KNOWLEDGE & SKILLS: Education/Experience: * Bachelor's degree (B.A/B.S.) from four-year college or university and a minimum of eight years related experience and/or training, or * Master's degree (M.A./M.S.) and a minimum of six years related experience and/or training. * Or equivalent combination of education and experience. Experience/The Ideal for Successful Entry into the Job: * Progressive functional experience in human resources. * A demonstrated history of success in supporting client groups in a consultative role. * In-depth knowledge of organizational development, process management, and change management. * Experience conducting effective, thorough and objective investigations and providinge appropriate management recommendations * Previous experience managing a team of direct reports. Knowledge/Skills: * An excellent communicator, both written and verbal, with the ability to educate and influence through formal and informal communications. * Recognition of the importance of being highly responsive to the needs of senior management, colleagues and staff. * Understanding of related employment laws, concepts and practices related to the administration of a variety of human resources programs. * Complete understanding and wide application of technical principles, theories and concepts in the field of specialty, as well as general understanding and knowledge of other related disciplines. * Use independent judgment and initiative within established policies and procedures. * Establish and maintain effective working relationships with a variety of individuals from various socioeconomic, ethic and cultural backgrounds. * Ability to simultaneously manage multiple complicated tasks. WORKING CONDITIONS: * Environment: primarily working indoors, performing clerical work or meeting with clients JOB COMPLEXITY: * Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. May also work on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. * Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. * Networks with key contacts outside own area of expertise. #LI-HG1 If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The base pay range for this position is $141,500 - $201,000 annually. The base pay range may take into account the candidate's geographic region, which will adjust the pay depending on the specific work location. The base pay offered will take into account the candidate's geographic region, job-related knowledge, skills, experience and internal equity, among other factors. In addition to the base salary, as part of our Total Rewards program, Exelixis offers comprehensive employee benefits package, including a 401k plan with generous company contributions, group medical, dental and vision coverage, life and disability insurance, and flexible spending accounts. Employees are also eligible for a discretionary annual bonus program, or if field sales staff, a sales-based incentive plan. Exelixis also offers employees the opportunity to purchase company stock, and receive long-term incentives, 15 accrued vacation days in their first year, 17 paid holidays including a company-wide winter shutdown in December, and up to 10 sick days throughout the calendar year. DISCLAIMER The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

Department: Jackson Health System - HR Workforce Compliance Shift details: Full-Time, Days Why Jackson: Jackson Health System is a nationally and internationally recognized academic medical system offering world-class care to any person who walks through our doors. For more than 100 years, Jackson has evolved into one of the world's top medical providers for all levels of care, no matter if it's for a routine patient visit or for a lifesaving procedure. With more than 2,000 licensed beds, we are also proud of our role as the primary teaching hospital for the University of Miami Miller School of Medicine. Here, the best people come together to deliver Jackson's mission for our diverse communities. Our employees are committed to providing the best CARE by demonstrating compassion, accountability, respect, and expertise in everything we do. Summary * The Director of HR Workforce Compliance is responsible for developing, implementing, and overseeing a comprehensive workforce compliance program across the health system. * This includes designing systems, policies, and audit frameworks to ensure adherence to all federal, state, and local regulatory requirements, accreditation standards, and internal policies related to licensure, certifications, clearances, onboarding documentation, I-9s, and ongoing eligibility. * The Director works collaboratively across facilities to ensure standardization, continuous readiness, and a culture of accountability, supporting both employed and non-employed workforce populations including volunteers, students, and contractors. Responsibilities Systems, SOPs, and Regulatory Readiness Design and implement centralized systems, workflows, and dashboards to ensure organization-wide compliance with all regulatory, accreditation, and internal HR standards. Develop and maintain detailed standard operating procedures (SOPs) outlining compliance processes, escalation protocols, notification timelines, and responsibilities for employees, HR teams, leaders, and non-employed personnel. Ensure continuous readiness for external regulatory surveys (e.g., Joint Commission, AHCA, CMS) and internal audits by coordinating system-wide preparation and corrective action planning. Compliance Program Leadership Establish a system-wide framework to monitor and track licensure, certifications, background screenings, I-9s, required learning, and health clearance documentation. Implement and manage workforce compliance for non-employed populations, including volunteers, students, interns, and contractors. Collaborate with HR Directors and operational leaders across facilities to enforce consistent compliance standards and processes. Audit Planning and Execution Develop and lead an internal compliance audit plan to identify risks, ensure timely remediation, and demonstrate ongoing adherence to applicable regulations. Conduct regular employee file reviews and system audits; track audit results and report findings and trends to HR leadership. Policy Development and Risk Mitigation Write, revise, and enforce workforce compliance policies in coordination with Legal, Risk, Employee Health, and HRIS. Monitor federal, state, and local legislation and regulatory changes; assess potential impacts to workforce compliance processes, eligibility standards, and documentation requirements, and recommend timely adjustments to policy, systems, and training. Act as the primary HR compliance resource for regulatory inquiries, surveyor visits, and workforce eligibility reviews. Training, Communication, and Culture Create and deliver compliance education to HR teams, department leaders, and workforce members on policies, regulatory requirements, and documentation standards. Lead communication strategies to drive accountability and promote a culture of transparency and compliance. Leadership and Collaboration Manage and develop a team of compliance professionals responsible for monitoring, alerts, audits, and reporting. Serve as a key liaison to Legal, Internal Audit, Risk, Employee Health, and facility HR teams. Lead or support enterprise-wide HR compliance projects and initiatives aligned with strategic goals. Performs all other related job duties as assigned. Experience * Generally requires 7 to 10 years of related experience. * Leadership experience is required. Education * Bachelor's degree in Human Resources, Healthcare Administration, Public Health, or related field is required. * Master's degree or JD is preferred. Credentials * CHC (Certified in Healthcare Compliance) or CHPC (Certified in Healthcare Privacy Compliance) is preferred. * SHRM-CP/SHRM-SCP or HRCI PHR/SPHR is preferred. Jackson Health System is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, age, or any other status protected by law.

Leixir is seeking a hands-on, execution-oriented Director of HR to lead HR operations across its US-based dental labs. This leader will drive HR operational excellence, ensure multi-state compliance, strengthen employee relations, manage benefits and payroll governance, and support managers with consistent HR processes. This role requires someone who is both strategic and deeply operational, with strong experience in multi-state HR, compliance, benefits, investigations, ADP/payroll systems, and daily HR management in a fast-paced, multi-site environment. Objectives of this Role Oversee, refine, and execute employee standards and procedures, improving existing HR systems and processes. Maintain and enhance employee benefits programs, including compensation structures, health insurance, PTO/vacation policies, and other personnel packages. Support recruitment efforts and prepare employees for success through structured orientation and training programs. Ensure legal compliance by monitoring federal and state HR requirements, conducting investigations, and maintaining compliant, audit-ready records. Identify and recommend improvements to HR SOPs, including organizational restructuring opportunities and morale-strengthening initiatives. Daily and Monthly Responsibilities Support departments in developing and delivering HR strategies aligned with business direction. Plan, monitor, and appraise HR activities, organize management-employee conferences, resolve grievances, and coach managers on discipline and performance matters. Maintain up-to-date HR policies and management guidelines by preparing, updating, and recommending new or revised procedures. Build strong relationships with external partners (benefits brokers, payroll providers, legal counsel) to ensure smooth HR operations. Handle confidential and sensitive matters with the highest level of discretion. Key Responsibilities 1. HR Operations & Compliance Leadership Lead end-to-end HR operations across all US entities. Ensure strict compliance with federal, state, and local labor laws across multiple states. Maintain policies aligned with state-specific rules (wage/hour, PTO, meal/rest breaks, safety compliance, employee classification). Conduct HR audits and partner with legal counsel for risk mitigation. 2. Employee Relations, Investigations & Discipline Primary contact for employee relations, performance management, and corrective action. Lead investigations related to harassment, discrimination, misconduct, and policy violations. Standardize disciplinary processes across labs. Train managers on documentation standards and ER best practices. 3. Payroll, Benefits & PTO Governance Oversee payroll governance in partnership with Finance, payroll team based out of India, and ADP or equivalent payroll systems. Ensure accurate payroll inputs (new hires, FMLAs, terminations, bonuses, RIF calculations). Lead annual benefits enrollment with brokers and ensure accurate benefits administration. Manage PTO corrections, reconciliation, and communication. 4. Attendance Management & Workforce Discipline Implement consistent attendance policies across all labs. Ensure enforcement, documentation, and communication of attendance and discipline frameworks. Support lab leaders on absenteeism and scheduling challenges. 5. HR Business Partnering for US Labs Partner with Lab GMs and supervisors on workforce planning, ER issues, and day-to-day HR support. Create consistency across labs in onboarding, policies, documentation, and training. Support lab audits, quality issues, operational escalations, and staffing needs. 6. Support Critical HR Cycles Lead HR components of restructuring, RIF processes, and change management. Ensure documentation, communication protocols, and legal compliance. Support performance reviews, talent discussions, and workforce planning. 7. HR Systems, Reporting & Process Improvement Ensure accuracy and hygiene of HRIS data. Strengthen dashboards for headcount, attrition, PTO, compliance, and hiring. Enhance HR workflows, SOPs, templates, and communication standards. Optimize utilization of ADP / HRIS systems across labs. Required Experience Education & Background Bachelor's degree required. Masters preferred. 8-12+ years of progressive US HR experience, including 3-5 years in an HR Manager/Director role supporting multi-site operations. Experience in healthcare, manufacturing, dental labs, medical devices, or similar environments preferred. Technical Expertise Deep knowledge of multi-state employment laws. Strong experience with ADP Workforce Now or similar HRIS/payroll platforms. Benefits administration, annual enrollment, and payroll coordination experience. Strong ER investigations and disciplinary process expertise. Skills & Leadership Attributes Hands-on, detail-oriented operator. High judgment and excellent documentation discipline. Strong partnership skills with legal, finance, and operations. Ability to coach managers and influence outcomes. Strong communication and professionalism. Thrives in fast-paced environments with competing priorities. Low-ego, high-ownership leadership style. What Success Looks Like HR operations become consistent, compliant, and well-documented across all labs. ER cases resolved promptly with strong manager partnership. Payroll, PTO, and benefits cycles run smoothly and accurately. Attendance and discipline processes standardized and predictable. State laws followed rigorously, reducing legal and HR risk. Lab leaders experience HR as a reliable, responsive strategic partner. HR shifts from reactive to proactive through strong governance and process discipline.

Salary Range: $120,000 - $125,000 Annually Under the direction of the Chief Executive Officer, the Director of Human Resources is responsible for the overall administration, coordination and evaluation of the human resources function. DUTIES AND RESPONSIBILITIES: Responsible for annually reviewing the agency's policies, procedures and practices on personnel matters, making recommendations for improvement, communicates changes in personnel policies and procedures and ensures compliance. Responsible for maintaining knowledge of industry trends and employment legislation and ensures agency's compliance. Responsible for assuring agency compliance with federal and state legislation pertaining to all personnel matters. Responsible for maintaining responsibility and oversees all employee benefits administration. Responsible for assisting executive management in the annual review, preparation and administration of agency wage and salary program. Responsible for the personnel recruitment process, and coordinating or conducting exit interviews to determine reasons for separations. Responsible for consulting with legal counsel as appropriate, or as directed by the CEO, on personnel matters. Responsible for working directly with department managers to assist them in carrying out their responsibilities on personnel matters. Responsible for recommending, evaluating and participating in staff development for the agency. Responsible for developing and maintaining a human resource system that meets agency personnel information needs. Responsible for supervision of the human resource department staff and responsible for the performance management and hiring of the department staff. Responsible for following all Agency safety and health standards, regulations, procedures, policies, and practices. Responsible for participating on committees and special projects and seeks additional responsibilities. Performs other duties as assigned. REQUIREMENTS: Bachelor's degree with major or emphasis in Human Resources required. Five (5) to ten (10) years' progressively responsible Human Resources experience required. Excellent verbal, written communication and presentation skills required Proficiency in all Microsoft Office programs required. Ability to work well with others in a professional manner in a team oriented working environment required. Valid California driver's license, access to an automobile, and state-required auto liability coverage required. PHR-CA certification preferred. Bilingual in English and Spanish preferred.

SUMMARY/JOB PURPOSE: Responsible for driving overall employee benefits, immigration, relocation, HR compliance and other programs strategy and effective execution of the programs. Responsible for leading, developing and implementing best in class solutions for benefits delivery and administration, managing vendor relationships, collaborating with cross-functional stakeholders and business leaders, monitoring plan performance, participating in strategy and innovation sessions, owning and driving process improvement in various areas, developing benefit policies and communications, and assisting with other project-based work, as needed. Overall responsibility for advancing and continuously improving employee benefits, operational practices and procedures, immigration & relocation, systems, policies and compliance. Develop and participate in HR projects to accomplish HR initiatives that are aligned with business objectives. ESSENTIAL DUTIES/RESPONSIBILITIES: General Lead, manage, mentor and support team members managing employee benefits, immigration & relocation and HR compliance. Ensure our processes, programs and systems remain in compliance. Be an escalation point for identified issues and concerns related to HR programs, policies, processes and/or system administration. Benefits Responsible for the strategic direction, planning, alignment, design and financial oversight of the benefit plans and programs, including, but not limited to, medical, dental, vision, life, disability, COBRA, Leave of Absences, Flexible Spending Accounts (Section 125), that is consistent with the Company's values. Manage and oversee all benefits related third party vendors including contract negotiation, benefits administration and service levels; including but not limited to medical claims administration, dental claims administration, life insurance and disability vendors, etc. Manage the 401(K) programs, in accordance with federal regulations and established Company procedures, including 5500, SAR, non-discrimination testing and managing Investment Review Committee. Evolve and scale the practices related to leave of absence (LOA), reasonable accommodation to support company growth while ensuring our actions embody how we care for our employees. Ensure all benefit plans are in compliance with all current federal and state regulations/guidelines including government reporting and participant disclosures (5500s, SARs, SMMs, HIPAA, SPDs, etc.). Lead and direct annual benefits renewal and conduct open enrollment, including hosting presentations and health fairs. Partner with broker to develop analysis of key program metrics to understand trends, as well as potential valuable changes that could be made to benefit offerings. Conduct annual assessments and ROI to ensure cost effectiveness. Develop engaging and informative communication and marketing programs designed to keep employees and management knowledgeable about company benefit plans. Partner with other functions in areas such as legal, finance, risk management, and facility management departments, to build new programs, manage risk to the company, and understand legal implications to policy or design changes. Commit to growing and mentoring junior team members. Cultivate potential, provide thoughtful guidance, and create a learning-rich environment for the team. Immigration & Relocation Align mobility initiatives with long-term business goals, anticipate future workforce needs, and navigate complex regulatory landscapes with foresight and agility. Collaborate with our talent acquisition leaders and people leaders to ensure these programs support our talent strategy and long-term organizational growth. Oversee our immigration & relocation programs, ensure the programs are competitive and meet the needs of the business and employees. Manage vendor relationships. Evaluate the effectiveness of the programs using various metrics. Labor Laws and Regulations Compliance Proactively ensure that HR policies and practices are consistently applied and meet relevant labor law and other regulatory requirements and provide recommendations. Ensure consistency of written policies and employee informational materials with each other, as well as with state and federal regulations. SUPERVISORY RESPONSIBILITIES: Supervises staff, including hiring, scheduling and assigning work, reviewing performance, coaching, and recommending salary increases, promotions, transfers, demotions, or terminations. EDUCATION/EXPERIENCE/KNOWLEDGE & SKILLS: Education: Bachelor's degree in related discipline and 13 years of related experience; or Master's degree in related discipline and 11 years of related experience; or PhD degree in related discipline and 9 years of related experience; or Equivalent combination of education and experience. Experience: Minimum 13 years professional level Human Resources experience. Minimum 5 years direct people management responsibility. Minimum of 10 years of benefits experience. Minimum of 2 years of Immigration and relocation experience preferred. Knowledge, Skills and Abilities: Strong PC skills with advanced level required, including MS Office (Word, Excel and PowerPoint), and HRIS (Workday) experience required. Demonstrates strong executive presence-capable of influencing across all levels of the organization, representing the company with poise and clarity, and navigating complex, high-stakes environments. Ability and passion for people management; ability to guide, coach, engage and grow junior team members to form a high functioning team. Strong planning, organizing, teamwork, and results orientation required. Ability to effectively balance multiple priorities under pressure and understands when to right size, where appropriate. Ability to manage ambiguity with confidence and deliver decisions that earn buy-in. Demonstrates strong willingness to collaborate and ability to be a strategic thought partner. Exceptional communication skills, including public speaking, executive briefings, and stakeholder engagement. Effective presentation and communication skills to stakeholders and leadership, both verbal and written. Cultivate strong cross-functional relationships and drive consensus on critical initiatives. Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Work Environment/Physical Demands: Our office is a modern, open-plan space that foster collaborations and creativity. Teams work closely together, sharing ideas and solutions in a supportive atmosphere. We provide all necessary equipment, including dual monitors and ergonomic chairs, to ensure a comfortable workspace. #LI-MB1 If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The base pay range for this position is $195,000 - $277,000 annually. The base pay range may take into account the candidate's geographic region, which will adjust the pay depending on the specific work location. The base pay offered will take into account the candidate's geographic region, job-related knowledge, skills, experience and internal equity, among other factors.In addition to the base salary, as part of our Total Rewards program, Exelixis offers comprehensive employee benefits package, including a 401k plan with generous company contributions, group medical, dental and vision coverage, life and disability insurance, and flexible spending accounts. Employees are also eligible for a discretionary annual bonus program, or if field sales staff, a sales-based incentive plan. Exelixis also offers employees the opportunity to purchase company stock, and receive long-term incentives, 15 accrued vacation days in their first year, 17 paid holidays including a company-wide winter shutdown in December, and up to 10 sick days throughout the calendar year. DISCLAIMER The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

Join AMFM Healthcare as our Director of Human Resources! AMFM Healthcare is a leading provider of evidence-based mental health treatment with programs spanning California, Washington, Virginia, and Minnesota. We are committed to delivering compassionate, individualized care through a network of specialized programs that support people across all stages of life and levels of need. Our mission is to provide high-quality mental health treatment in settings that foster healing, connection, and long-term wellness. Every program under the AMFM umbrella is grounded in clinical excellence, integrity, and a deep respect for the personal stories of those we serve. Our Programs Include: A Mission for Michael: Our flagship program offers intensive, highly personalized residential mental health treatment in small, home-like environments. With a 6-8 client ratio per home, we provide 24/7 support from a multidisciplinary clinical team, incorporating traditional therapy, experiential modalities (art, music, equine), and a deep focus on each client's lived experience. Mission Connection: A flexible, hybrid program designed to meet clients where they are-both literally and clinically. This outpatient service combines in-person and telehealth care for adults with primary mental health diagnoses such as anxiety, depression, and mood disorders. Mission Connection ensures consistent, personalized support that fits into the client's real life. Mission Prep: A dedicated adolescent program that works with teens and their families to create sustainable change. Focused on treating primary mental health challenges, Mission Prep offers a blend of proven therapies and innovative interventions in a supportive, home-like setting. Family involvement is central to the treatment process, helping lay the foundation for long-term success and resilience. From residential programs to hybrid and outpatient care, AMFM Healthcare is proud to offer a full continuum of mental health treatment options, delivered by passionate professionals who believe in treating the whole person-not just the diagnosis. To learn more about our programs and philosophy, visit: 🌐 ********************** 🌐 ***************************** : The Director of Human Resources (DOHR) serves as both a strategic leader and hands-on partner who directly manages all day-to-day aspects of the Human Resources leadership and their teams to drive organizational success. The DOHR serves as the primary liaison with the VP HR and the HR team members. The DOHR will balance business objectives with a strong commitment to fostering a supportive, inclusive, and high-performance workplace in a multi-state, fast-paced HR department in a growing organization. This role will have primary focus on managing talent acquisition strategies and processes, training/enforcement of HR processes, policies, and procedures, project management as assigned, with focus and oversight of the performance management, payroll/timekeeping, and workers compensation programs. Job Title: Director of Human Resources (DOHR) Status: Full Time, Exempt Reports to: Vice President of Human Resources (VPHR) Location: Hybrid. Will be required to work out of our corporate office in San Juan Capistrano, CA, with an option for one remote day per week. QUALIFICATIONS: Successful completion of the ADP Selective Screening Services background check as well as any other state, federal or company required background/record check. Education Requirement: Bachelor's degree or higher from accredited college in Human Resources, business management, or related field. Experience Requirement: 10+ years of experience in HR leadership role. Physical Requirements: Ability to work on a computer/keyboard, use electronic systems, communicate with others through written and verbal formats, sit for prolonged periods of time, listen/hear, read, reading comprehension, lifting up to 10 lbs. Knowledge, Skills, and Abilities: Ability to operate standard office machines and equipment, including telephones, computers, copy machines, fax machines, calculators, scanners, and shredders, and the use of computer software including Microsoft Office, Adobe Acrobat, and G Suite products. Ability to maintain professional, constructive, and cooperative working relationships with others, maintaining them over time, while performing day-to-day administrative tasks such as maintaining information files and processing paperwork. Ability to collaborate within a team, with staff, and with all levels of leadership with a high degree of professionalism, discretion and integrity. Ability to speak English to communicate verbally and in writing professionally and respectfully to convey essential information; must be able to utilize the proper linguistic syntax and spelling. Ability to maintain integrity, self-control, and confidentiality when working with others, while being dependable and cooperative. Ability to motivate, develop and direct others as they work. Ability to maintain composure, keep emotions in check, avoid aggressive behavior when in difficult situations, and utilize interpersonal, negotiation, and conflict resolution skills. Ability to use sound judgment and decision making when looking at potential actions to choose and find the most appropriate solution. Ability to think strategically and the judgment and flexibility to balance big picture priorities with day-to-day operational needs. Skilled in talking to others to convey information effectively, and the ability to listen to others and use logic and reasoning to find alternative solutions or conclusions when dealing with problems. Knowledge of principles and procedures related to human resources, including talent acquisition, training, employee/employer relations, performance management, and HRIS systems, specifically in CA as well as other states in the United States. Knowledge of business and management principles involved in strategic planning, resource allocation, leadership techniques and coordination of people and resources. Knowledge of the laws, legal codes, government regulations, rules and orders that pertain to all aspects of HR in a multi-state setting. Knowledge of clinical, medical, licensing requirements, and miscellaneous services provided to the clients or related to the mental health environment. Possess organizational skills, has attention to detail, and excellent time management skills with a proven ability to meet deadlines. Knowledge of principles and processes for providing customer and personal services. This includes needs assessment, meeting quality standards for services, and evaluation of satisfaction for employees and leadership members. DUTIES AND RESPONSIBILITIES: The DOHR will be assigned projects, based on their level of expertise, that include any, or all, the following job responsibilities. The is not designed to cover or contain a comprehensive list of activities, duties, or responsibilities that are required of the employee; they may change, or new ones may be assigned at any time with or without notice. Oversee and manage the daily activities of the HR department, providing direct leadership to the HR Manager, Payroll Manager, and Talent Acquisition (TA) Manager, providing indirect leadership of all HR team members in collaboration with the VP HR. Provide guidance to the HR team, fostering a culture of collaboration, innovation, continuous improvement, and mentor, inspire, facilitate professional development, training and act as a backup to teams as necessary. Provide coaching, training, and support to all levels and members of leadership regarding HR best practice, policies and procedures. Partner with the VP HR to support growth initiatives, acquisitions, and organizational change and assist leadership with changes management. Partner with TA Manager regarding corporate recruitment strategies to attract top talent across all roles in a fast-growing organization. Oversee recruitment efforts and onboarding of employees at all levels and locations. Participate in talent acquisition processes, including interviewing and hiring as needed. Develop, implement, and maintain standardized hiring practices, including s, interview processes, and onboarding programs. Build partnerships with industry networks, schools, and professional organizations to expand talent pipelines. Partner with, discuss, and coordinate recruitment strategies with clinical/operations department heads to identify skill gaps and design targeted talent acquisition strategies to support talent need. Support succession planning and career path development across the organization. Develop, implement, and maintain HR policies, procedures, handbooks or addendum. Train and develop leadership team members reading HR topics or new programs. Assist with special projects assigned to support company growth and new initiatives. Lead continuous process improvement for efficiency. Partner with the Payroll Manager and interface with Finance/Accounting to ensure accurate payroll practices and compliance. Monitor, enforce and train leadership regarding payroll policies or procedures. Monitor compensation structures to ensure competitiveness within industry and suggest changes as needed to keep pay structures competitive. Ensure s are up to date and compliant with all local, state and federal regulations, and that the pay scales are aligned with the s, ensuring pay transparency and equity. Oversee, design, update, implement and manage the performance management system and process. Assist leadership with performance management feedback to employees and assist with organizational goals/performance design as well as strategies for employee engagement and performance. Organize, distribute and assist leadership with execution of employee annual performance reviews, disciplinary actions, and performance improvement plans. In coordination with the HR Manager, serve as the trusted advisor in the company regarding HR issues, ensuring fair and consistent application of company policies, including initiating and leading investigations related to workplace issues, and ensuring thorough documentation and resolution to issues. Provides support and guidance to HR staff and leadership team members when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations. Assist with creating, maintaining, or reporting on key HR metrics, general reports to inform decision-making, and collaborate with clinical/operational leadership to provide HR or payroll metrics as requested. Ensure compliance with federal, state, and local employment laws and regulations in CA and in a multi-state environment. Communicate policies to employees and leadership and ensure compliance. Oversee the workers compensation program, return to work program, assist the HR Manager with claims management and investigations, claims reviews, promote safety and wellness, assist with disciplinary actions with Relias and Samsara driving notifications/disciplines, and address workplace health and safety concerns in coordination with the Compliance team. Oversee and assist the HR team with daily administration of employee benefits, including health insurance plans, time off programs, leave of absence programs, 401(k) plan, and all other benefits. Suggest legal updates or changes required in order to keep benefits compliant. To perform this job successfully, an individual must be able to perform each essential job function assigned satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The job description is not designed to cover or contain a comprehensive list of activities, duties, or responsibilities that are required of the employee; they may change, or new ones may be assigned at any time with or without notice. Benefits for full time employees: Medical, Dental, and Vision plans through Anthem or Kaiser. FSA/HSA Accounts. Life/AD&D insurance through Anthem, 100% paid for by the employer. Other benefits include: 401k plan with employer match. PTO, Self Care Day, and Floating Holiday. Educational Assistance Reimbursement Program. Employee Assistance Program. Health and Wellness Membership. Application Instructions: Please submit your resume directly through this online job posting to be considered. We thank you for your interest in joining our team. We are committed to providing reasonable accommodations to ensure equal opportunities for all candidates. If you require assistance or an accommodation due to a disability during the application process or while employed, please contact our HR department. We believe in creating an inclusive work environment where every individual can thrive. AMFM Healthcare is committed to providing equal employment opportunities to all employees and applicants without regard to race, ethnicity, religion, color, sex (including childbirth, breast feeding and related medical conditions), gender, gender identity or expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age, protected medical condition, genetic information, disability, or any other protected status in accordance with all applicable federal, state and local laws.