Agrace is a nonprofit, community health care organization that is nationally recognized as a leader in the hospice industry. Well known for end-of-life care, Agrace also serves people across southern Wisconsin who are aging, seriously ill or grieving.

Agrace has a strong culture of employee engagement. In 2023, Agrace was named the #1 Top Workplace by the Wisconsin State Journal and Energage, and #79 of the top 100 companies in the country among those with an employee base of 500 to 999 workers!

WHO YOU'LL WORK WITH (AND WHAT THEY HAVE TO SAY)

The Director, Human Resources works collaboratively with leaders across the organization, and Human Resources Staff. The Director, Human Resources also serves as a member of Leadership Council and Managment Team.

"Agrace is different than any other place I have ever worked because of the resources that we provide, the kindness that is contagious in the employees, the support, and the show of appreciation for each other is unmatched." -Human Resources Employee, 2023 Annual Engagement Survey

HOW YOU’LL MAKE A DIFFERENCE IN THIS ROLE (ESSENTIAL FUNCTIONS)

The Director, Human Resources is responsible for providing leadership and direction to all aspects of the human resources functions that span the entire employee life cycle to include talent acquisition, employee relations, retention, performance management, total rewards (compensation & benefits), HRIS, change management and organizational design. This position develops and implements programs, policies, and procedures that support Agrace’s mission and goals to be the employer of choice by leveraging the organization’s socially conscious and inclusive culture. The Director, Human Resources serves as a member of Leadership Council and Management Team.

Human Resources Oversight

• Ensure HR operations are conducted in a collaborative manner throughout the agency.
• Conduct operations in a manner that achieves all key performance metrics.
• Develop and implement HR strategies, policies, and practices to advance the organization, fostering and ensuring DEI considerations are embedded in all relevant aspects.
• Oversee the talent acquisition and retention programs that incorporate industry best practices.
• Develop initiatives to continuously enhance Agrace’s employer brand to attract highly qualified applicants.
• Ensure the recruitment and onboarding experiences are standardized and scalable across Agrace’s service area.
• Oversee the effective management of employee relations issues by advising and coaching HR Business Partners and managers in conversations regarding performance expectations, assisting with the development of performance improvement plans (PIPs), disciplinary action and termination.
• Provide consultative support for workforce issues that impact the overall operational strategies of the organization and assist leaders in organizational design.
• Interpret impact of broad scope organizational changes for staff and develops change strategies to ensure successful implementation, support, and retention of staff.
• Analyze and understand current workforce needs using analytics and develops strategies to support objectives.
• Administer all aspects of the total rewards program including compensation and benefits programming to meet the evolving work-life needs of employees.
• Direct compensation analyses and develops recommendations to ensue compensation levels are competitive, retains and rewards high-performing employees.
• Administer and regularly evaluate all employee benefit plans including health and welfare plans, executive benefit plans, Employee Assistance Plan, FMLA and Worker’s Compensation programs to ensure plans are competitive and reflect best practices and follow all state and federal laws and regulations.
• Manage relationships with benefit plan vendors and coordinate annual benefit plan negotiation of contracts, ensure offerings that are affordable and meets the needs of employees.
• Oversee annual enrollment process including the development of the communication plan and employee education.
• Ensure all employment contracts, policies, practices meet state and federal law, adequately protect Agrace, and are of a generally high quality.
• Assist in the preparation of executive and leadership compensation analyses in conjunction with the Vice President, Human Resources.
• Collaboratively work with management and employees to understand their priorities and challenges; define performance gaps, learning needs and organizational issues; and propose and execute solutions that address them.

HR Business Partner for Designated Teams

• Provide consultation and guidance to managers on staffing, employee-related departmental policies and procedures, employee relations/performance management, training, engagement, and staff development initiatives.
• Lead or participate in investigations, unemployment responses and hearings, disciplinary meetings, performance improvement plans, etc.
• Function as liaison for employee benefits questions, leave of absence/ADA needs, or return to work issues.
• Maintain in-depth knowledge of employment-related laws and regulations; evaluates their impact upon operations, and recommends policy and procedural improvements to management, as appropriate.

Manage Staff

• Ensures HR managers are effective and successful.
• Hire, train, engage and retain department staff.
• Assign, direct, and verify the work of direct reports.
• Assess staff performance and provide feedback, coaching, correction, and development opportunities.
• Facilitate HR team cross training to ensure cross functional knowledge and areas of specialty always have back-up for coverage.

Other Duties

• Participate in internal work groups, meetings, and committees relative to position responsibilities.
• Ensure compliance with Agrace policies and protocols, state, federal, and other regulations.
• Develop and adhere to annual department operating budget.
• Assist in development of The Best People objectives within the Annual Operating Plan.
• Lead the development of the departmental Annual Operation Plan.

The above are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.

YOU BRING (EXPERIENCE & QUALIFICATIONS)

• Bachelor’s degree in human resources, business, or related field, or other bachelor’s degree plus equivalent HR management experience with increasing responsibility.
• 5 years’ related experience in HR leadership, or any combination of education and experience that provides equivalent knowledge, skills, and abilities.
• PHR/SPHR certification preferred.

• Technical expertise in all HR functional areas.
• Thorough knowledge of HR employment, benefit and compensation laws and regulations including those such as: FLSA, HIPAA, EEOC, ERISA, OSHA, State Workers’ Compensation, FMLA, ADA/ADAA, ACA and state and federal wage and hour practices for IL and WI.
• Experience with organizational design and change management
• Extensive knowledge of workforce metrics and trends
• Coaching, constructively influencing and consulting with managers and employees
• Experience with market pay analysis, job evaluation and program analysis and design.
• Experience designing and implementing successful benefit programs.
• Experience in employee relations, coaching and providing feedback in a productive manner.
• Ability to analyze, synthesize and measure data to communicate findings at all employee levels.
• Advanced computer skills to include the Microsoft Office Suite including experience using HRIS systems and Payroll Systems.
• Strong problem solving and decision-making skills.
• Excellent interpersonal skills with the ability to influence, educate and present to employees at the management and executive level as well as to the Board, as needed.
• Excellent written and verbal communication skills and listening skills.
• Ability to be flexible and effectively manage priorities, multiple tasks and meet deadlines.
• Ability to work effectively and cooperatively with others
• Experience using industry specific software
• Ability to communicate financial/business/technical/clinical information to all levels of the organization
• Experience developing policy and procedure
• Experience in project management, strategic planning and execution, budgeting, and controlling costs
• Ability to engage staff in Agrace’s strategic and annual operating plans and projects and to ensure strategies and improvements remain in practice
• Ability to maintain confidentiality about patients, families, caregivers, staff, donors, and organizational intellectual property.
• Valid driver’s license, auto insurance, and access to a reliable vehicle
• Ability to use proper body mechanics and standard precautions
• Ability to be flexible in time and task to meet organizational needs

Studies have shown that women, communities of color and historically underrepresented talent are less likely to apply to jobs unless they meet all qualifications. At Agrace we are dedicated to building a diverse, equitable, and inclusive workplace. If you’re excited about this role but your experience doesn’t align perfectly with every qualification, We would still love to talk about roles at Agrace. Join our talent network!

Agrace HospiceCare is an Equal Opportunity Employer and does 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.