CHIEF HUMAN RESOURCES OFFICER

CLASSIFICATION/STATUS: Exempt, Full Time, Permanent

IMMEDIATE SUPERVISOR: Chief Executive Officer

SUPERVISORY RESPONSIBILITIES: Associate Director of Workforce Development, Associate Director of Organizational Development, Recruiting Manager, Senior OD Consultant/LMS Manager, Credentialing Coordinator

OVERSIGHT AREAS/DEPARTMENTS: Human Resources Department and Vendors

FLEXIBLE WORK: Hybrid option

PAY RANGE: $129,000- $199,000/year

WHO YOU ARE: YOUR ROLE & IMPACT

The mission of Charles River Community Health (CRCH) is to partner with individuals and families so they can thrive and lead healthier lives by delivering the comprehensive, integrated, and equitable primary healthcare that matters most to them. We are a Community Health Center providing medical, pharmacy, dental, behavioral health, optical, and vision services to diverse underserved local communities. We serve over 13,500 patients annually, and 90% of those served are low income, while over 70% need services in a language other than English.

As a member of the Senior Leadership Team and organization with a $21M operating budget and 185 staff, the Chief Human Resources Officer (CHRO) provides strategic leadership in the areas of talent acquisition and talent management, employee engagement and retention, compensation and benefits management and administration, orientation, training, affirmative action, worker’s compensation, unemployment and other related compliance, performance reviews, employment policies and practices, and credentialing. In addition, the CHRO is accountable for putting in place and aligning HR staffing, structures, and systems to support CRCH’s culture change priorities and needs. The CHRO also effectively manages HR software platforms, systems, and vendors that are in alignment with budget goals, and is also forward thinking to meet CRCH’s current and future strategic priorities. The CHRO also staffs the Board of Directors’ Personnel Committee. This position also works closely with the CFO and Finance staff on implementing the financial aspects of processing payroll and administering employee benefits.

Given CRCH’s size, the vision and expectation of our Senior Leadership Team is to be nimble and comfortable continually moving between strategy and details, pivoting as needed to respond to a changing and fluid healthcare landscape. In addition, each SLT member is expected to be collaborative and supportive, and champion organizational initiatives, needs, and change management efforts, setting a tone and culture of innovation, streamlining and automating where needed to improve departmental and organizational performance through improved efficiency and effectiveness. SLT will also be champions of the organization's mission, vision, and strategic priorities, and embrace a culture of diversity, equity, and inclusion, with a focus on health equity. The CHRO must also be a leader of staff growth and professional development, as this is of importance to stabilize services and quality of care for patients for years to come.

PRIORITIES FOR THE NEXT 12-18 MONTHS

Based on current and planned organizational initiatives, the CHRO will be expected to lead or be a key partner in the following mission-critical projects:

• Support CEO and SLT with driving remaining culture change priorities – The CEO and SLT together with HR have made good progress on implementing items to improve the organizational culture to recruit and retain the staff we need, and also increase accountability, and make decisions that meet patient, provider, organization and community needs. We have a robust communication program, pay bands for each role that were transparently shared with staff, and a flexible work schedule for each role based on priorities raised by staff. We need a new CHRO to champion completion of remaining items, including mechanisms to increase cross-departmental communication and ways for staff to get to know co-workers across the organization, additional communication around staff changes and time to fill vacancies, and continued focus on meeting primary care staffing needs. Particular focus is needed to ensure provider staff is supported and heard.

• Recruit and retain providers and support staff for success in value based care that is also budget friendly – CRCH experienced the Great Resignation in late 2021/early 2022 more acutely than other health centers, and is now back to nearly full staffing. However, continued focus is needed to minimize provider and support staff turnover so we have the care teams in place needed to succeed in value based care, where CRCH is paid a fixed amount per patient for primary care services. Given the significant increase in staff we’ve hired, the CHRO also needs to be mindful of budget and ability of CRCH to sustain personnel expense in this highly competitive workforce market.

• Strengthen middle management so CRCH meets strategic priorities around value based care and best care experience – Several clinical and non-clinical directors do not have the management bench strength needed to oversee their departments in a way that supports clinical, quality, financial, HR and operational needs, and therefore overly taxes SLT, and CRCH does not perform as well as we’d like in value based care and patient care experience measures. The CHRO and HR team need to partner with SLT to provide training and other supports so SLT can focus on strategic priorities and not get so involved in the day-to-day management of departments or employee relations issues. The CHRO will also work with our Associate Director of Workforce Development to launch improved training to ensure managers are set up for success and are engaged.

• Assess and begin building provider quality compensation program – It is expected that the model for primary care provider compensation may be changing as CRCH moves to different models of how we are reimbursed for patient care services from fee-for-service to value-based models. The CHRO will work with the CCO, CEO and the board’s Personnel Committee to assess existing models and put in place at CRCH a system that provides opportunities for additional provider compensation that help CRCH meet quality metrics in alignment with our strategic priorities.

• Determine how to re-launch DEI Program that is sustainable – The community health center movement is rooted in racial and social justice. However, with so many priorities CRCH has had a hard time launching and sustaining a Diversity Equity and Inclusion program. We have implemented a few small steps but need a plan that is realistic for our size organization and also responsive to employee, SLT and community expectations.

YOUR RESPONSIBILITIES

The following is a high level summary of the scope of duties under the CHRO role:

• Strategic oversight of CRCH’s culture change program, focusing on promoting an empowered and engaged workforce, and moving key action items to completion.

• Strategic oversight of hiring, payroll and benefits, and be the relationship manager for CRCH’s payroll and benefits vendor. Accountable for the strategy, design, communication, and the administration of employee compensation, including setting and regularly assessing pay ranges for all positions in alignment with available data.

• Strategic oversight of employee performance review program, tools, and systems.

• Strategic oversight of credentialing program including participation on Credentialing Committee.

• Strategic oversight of employee training and learning management systems and programs to ensure career development pathways and organizational compliance

• Provide executive-level support for high-level and escalated employee relations issues. Successfully address DUA and MCAD claims with support from outside counsel as needed.

• Strategic oversight of data, tools, and systems for successful employee exit/off-boarding to improve future retention and mitigate organizational risk.

• Further develop and implement CRCH’s DEI plan and its evolution going forward to meet current KPIs and establish future goals and metrics.

• Provide senior leadership support to the Board's Personnel Committee and facilitate Board's annual performance evaluation of the Chief Executive Officer.

  • Attend monthly Board of Directors meetings and support Board Committees as designated

• Accountable for HR’s annual operating and capital budget performance and related procurement

• Accountable for HR’s performance on established goals and objectives.

YOUR QUALIFICATIONS, COMPETENCIES, TRAITS

• Bachelor’s degree in related field required; Master’s degree preferred or equivalent work experience.

• 10+ years experience in HR with increasing responsibility. Clinical credentialing experience preferred.

• Knowledge of payroll and HR information systems required. Experience with Paylocity preferred. Strong Microsoft Office skills.

• Experience working with diverse cultures highly desired, with strong commitment to DEI and health equity.

• Strong commitment to maintaining confidentiality and supporting policies of the health center.

• Strong interpersonal and communication skills.

• Trustworthy individual with high degree of integrity.

• Problem solver.

• Well organized and detailed oriented.

WHO WE ARE & WHAT WE DO

Charles River Community Health’s mission is to partner with individuals and families so they can thrive and lead healthier lives by delivering the comprehensive, integrated, and equitable primary healthcare that matters most to them.

CRCH is a comprehensive practice providing medical, pharmacy, dental, behavioral health, optical, and vision services to diverse underserved local communities. We serve over 13,500 patients annually, and 90% of those served are low income, while over 70% need services in a language other than English.

We are committed to providing patients with timely access to the right care, at the right place and at the right time, collaborating with other organizations to connect patients with a comprehensive range of services and provide continuity of care, and creating new community partnerships to meet the changing needs of patients and the community.

We value caring for everyone with dignity, respect, and compassion, reducing cultural, financial and other barriers to care, and eliminating health care disparities for our patients. We also advocate for the needs of our patients, the community, and public health causes.

OUR PROMISE

If you are passionate about providing access to quality and compassionate care to the underserved, you will find your career rewarding and impactful. As Chief Human Resources Officer, you will lead a dynamic and fast-paced team with a shared vision to break down barriers in delivering healthcare excellence!

OUR BENEFITS & PERKS

Medical, Dental, and Vision Insurance

Short- and Long-term Disability Insurance;

Life Insurance

Generous Paid Time Off

Flexible Spending Account

Employee Assistance Program

Tickets at Work

Health Reimbursement Arrangement

Travel Reimbursement

Professional Development Opportunities

Solid track record of developing and promoting employees internally!

Charles River Community Health is strongly committed to diversity and a workplace environment that respects, appreciates and values employee differences and similarities. By providing and supporting a work culture that fosters and builds upon diversity and its strengths, CRCH will better serve our local communities and continue to provide quality patient care and services. CRCH is an employment at-will organization and an equal opportunity employer committed to maintaining a work and learning environment free from discrimination on the basis of sex, race, color, religion, national origin, pregnancy, gender identity, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status, political affiliation, genetic information or disability, as defined and required by state and federal laws. Additionally, CRCH prohibits retaliation against an applicant or employee because he or she has engaged in protected activity under the statutes prohibiting discrimination in the workplace.