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    Vice President, Human Resources - Parsippany, United States - Managed Health Care Associates

    Managed Health Care Associates
    Managed Health Care Associates Parsippany, United States

    1 week ago

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    Description

    Who We Are:
    Managed Health Care Associates, Inc. (MHA) provides care communities access, solutions, and insights to help them run their businesses more effectively.

    Our members include post-acute providers across the care continuum, including long-term care, home infusion, specialty pharmacies, senior living, and other group living facilities.

    Our team of associates is passionate about our common mission of helping people age with grace and championing our core values of being Curious Learners, Selfless Advocates, and Relentless Finishers.


    Who we're looking for:


    MHA is seeking a Vice President of Human Resources to direct and oversee the company's HR function in ways that support our mission, business and strategy.

    In addition to leading strategic human resources initiatives for the company, the VP of HR will partner with our Executive Leadership Team in the ongoing effort to build and promote a highly-effective culture focused on collaboration, integrity and innovation.

    This is a very visible and highly accountable position that reports directly to the CFO. We want a candidate who is a proven leader and strategic thinker, an effectivepeople manager and problem-solver.

    This is an outstanding opportunity for an experienced HR leader who is an innovative, highly driven HR expert and is by nature, highly performance oriented in advancing quality human resources services.

    This role is optimally suited for a leader who focuses on identifying opportunities for organizational improvement and growth and has strong skills in engagement and culture building.

    The ideal candidate will be a collaborative, communicative, transparent and results-oriented HR leader with a proven track record of successfully building a human resources function that is performance driven and employee focused.

    If you are all these, and you have a history of HR success we want to talk to you.


    The goal is to promote the role of HR as a strategic resource and to ensure the long-term success of the organization as a whole.


    What You'll Be Doing:
    Collaborate with leadership to define the organizations long-term mission, vision, goals and culture; identifies ways to support this work through talent management
    Identify key performance indicators for the organizations human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics
    Research, develop, and implement competitive compensation, performance, and employee incentive programs
    Provide guidance and leadership to the Human Resources and Talent Acquisition team while building an open, caring and strong team culture
    Oversight of the Workforce Planning process
    Maintain knowledge of laws, regulations, and best practices in employment law and ensures all procedures comply with legal regulations
    Drafts and implements the organizations human resource budget
    Develop strategic HR plans and policies (recruitment, training, compensation, etc.)
    Oversee the organization's recruitment, interview, selection, and hiring process
    Understanding and experience with Employment Branding and Recruitment Marketing strategies
    Hire, guide and evaluate the work of the HR team including recruiting, generalists, operations and facilities
    Develop and execute on a strategy for diversity, equity and inclusion
    Assume responsibility for labor and employee relations
    Re-engineer processes to ensure maximum HR efficiency in support of our organization
    Analyze the effectiveness of HR operations and introduce best practices
    Prepare reports for the CEO and Senior Leadership Team using business metrics and KPIs


    Competencies:
    At least ten years of human resource management experience required, with proven excellence as the VP of HR
    Experience in strategic planning andimplementation of key organizational programs
    Deep knowledge of HR functions including talent management, performance management, recruiting, compensation, learning & development, HR/TA systems, reporting and DE&I
    Ability to use metrics and dashboards to demonstrate work progress to goals
    Experience managing a Workforce Planning Process
    Knowledge of US labor laws and HR policy to ensure that all procedures are compliant with legal regulations
    Strong experience with MS Office, with demonstrated strengths in Excel and PowerPoint
    Experience working with HRIS and ATS, preferably working knowledge of Ulti-Pro/Ultimate Software
    Aptitude in writing corporate communications, public speaking and the ability to convey complex ideas in a succinct manner
    Well-organized with excellent leadership qualities and the ability to build relationships across the organization
    Experience with organizational design and development
    Strong time management skills and the ability to prioritize
    Trusted advisor to the C-Suite, The Senior Leadership Team and Managers
    Demonstrated understanding of the need for confidentiality
    BS/BA is required, preferred degrees in Human Resources, Business Administration, Management or related fields; MS/MBA preferred but not required
    Six Sigma or PM Certification is preferred
    Certifications in HR including but not limited to PHR, SPHR is preferred


    What's Good to Know:
    10 to 15%
    Hybrid work environment


    Why Join MHA:


    MHA continues to lead by providing purpose-driven and value-based solutions, which preserve the dignity and grace people deserve, regardless of age.

    Let us be the best place you'll ever work

    Our associates enjoy the following benefits, and you can, too.


    Staying Healthy:
    Comprehensive medical, dental, and vision plans with FSA/HSA options
    Fitness reimbursement
    Access to an Employee Assistance Program


    Enjoying Time-Off:
    Paid time off, holidays, floating holiday, paid parental leave, plus your birthday is a day off


    Planning for the Future:
    Life Insurance, short-term & long-term disability insurance
    401K match
    Employee Stock Purchase Plan
    Access to financial and legal advisors


    Learning Continuously:
    E-learning programs
    Tuition Reimbursement
    Ongoing Team Trainings


    Making an Impact:
    Paid volunteer time-off
    Matching Donations

    The Company
    Managed Health Care Associates, Inc.

    (MHA) is a leading health care services and technology company that offers a growing portfolio of services and solutions to support the diverse and complex needs of the post-acute health care provider.

    MHA provides expertise in Group Purchasing, Managed Care and Payer Contracting, Reimbursement Management, Specialty Pharmacy Solutions, Pharmaceutical Data Analytics, Consultant Pharmacy Software and Legislative Advocacy.

    Through the delivery of innovative health care services and solutions, MHA helps members increase operational efficiency, maximize business growth, and provide optimum care for their patients.

    Founded in 1989, MHA was purchased by Roper Technologies, Inc. in 2013. Roper Technologies is a constituent of the S&P 500, Fortune 1000. The Company operates market-leading businesses that design and
    develop vertical software and technology enabled products for a variety of niche markets. To learn more please visit

    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities


    The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

    However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

    41 CFR c)

    #J-18808-Ljbffr
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