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Full Job Description

Position Summary:
This is an exempt position that will be working as part of a multidisciplinary team of professionals. Incumbent is responsible for but not limited to human resources, risk & contract management, performance quality improvement (PQI), and compliance and reporting for the agency. All activities within this position are completed in accordance with agency policy and procedures, federal, state and local laws, accreditation standards and tenets of the Catholic Faith. Incumbent in this position demonstrates sensitivity to the service population’s cultural and socioeconomic characteristics.

Duties and Responsibilities
Human Resources Management:
Recruitment & Selection

• Performs searches for qualified job candidates, using sources such as computer databases, networking, online recruiting resources, social media platforms, media advertisements, job fairs, staffing agencies, or employee referrals.
• Reviews and evaluates applicant qualifications according to established governing bodies guidelines.
• Conducts prescreening interviews for qualified candidates & informs job applicants of details such as duties & responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
• Selects qualified job applicants & schedule face to face or virtual interviews with program staff.
• Coordinates functions relating to the pre-employment and employment process.
• Processes new hires in HR database and continually updates with most up to date information.
• Enters employee required data and upload required documents in funder database (as applicable).

Benefits Administration

• Serves as the Liaison between CCADM and the Archdiocese of Miami, Inc.
• Administers and explains benefits to employees and documents and assist with benefits changes.
• Handles routine issues and questions regarding benefits information, application, enrollments and status changes.

Employee Relations Management

• Assists in planning, recommending, and implementing programs, activities, and functions to foster and improve positive employee relations.
• Assists in coordinating and planning employee activities such as recognition event, United Way Campaign, and other functions.
• Monthly tracks, reviews and approves employees’ annual performance appraisal and evaluation.
• Assists in providing guidance on employee disciplinary actions and approves formal documents.
• Conducts exit interviews for personnel as assigned.

• Assists in reviewing and making recommendations on employee separation.

• Processes employee separation in HR database and notify funders as needed
• Conducts background checks for employees every five years or as needed.

Training and Professional Development

• Recommends, develops, coordinates, and facilitates employee trainings as needed and/or requested.
• Oversees agency training and development systems, activities and practices.
• Ensures employee completes training as required by regulatory bodies.

• Provides training to enhance the skills of Directors and Managers, including quarterly meetings and ongoing workshops.

Risk Management

• Ensures the agency’s risk management policies and strategies are in compliance with applicable regulatory bodies.
• Monthly monitors and analyzes risks through the incident reporting database within the agency programs and report on these risks to the Supervisor.
• Timely follow-up of all incidents with appropriate documentation and recommendations.

• Files, follows-up and monitors all claims (EEOC, Worker’s Compensation, FMLA, ADA, Medical, Insurance, and Legal and other claims) and loss control activities in coordination with the legal team as needed.

Contract Management

• Ensures organizational contract development and management activities are in accordance with regulatory guidelines and enforces organizational principles of integrity and compliance.
• Ensures Master Contract List and filing system for the Agency are properly entered into organizational databases and securely maintained.
• Ensures that all contracts and service agreements are consistent with the organization’s mission and purpose.
• Ensures that all contracts and service agreements are evaluated annually.
• Tracks contracts and agreements to ensure they are current and renewal documents processed in a timely manner.

Performance Quality Improvement

• Responsible for implementing and coordinating the organization’s PQI functions.

• Assists in developing and implementing the Performance Quality Improvement process throughout the agency as outlined in the PQI Plan.

• Coordinates implementation of Quality Assurance and quality improvements initiatives.
• Coordinates, reviews, and approves Tactical Plans for the

• Responsible for facilitating/providing specialized and or on-going training, support and technical assistance to individual roles and responsibilities throughout the agency.

Compliance & Reporting

• Ensures that all functions are in compliance with applicable laws and regulations governing employment practices.
• Assists in the formulation of policies and procedures relative to human resources.
• Assist in developing and maintaining an employee handbook.

• Assist in reviews and makes recommendations for compensation in relation to industry practices and legal and regulatory requirements.

• Maintains employee files and records, assures completeness of files.
• Ensures that all legal documentation including I’9s and W4 forms are kept current and discarded appropriately.
• Completes CCADM vacancy report.
• Weekly, monthly, quarterly, and annually completes all required reports, including personnel turnover and retention reports.
• Maintains a data base of interviewing records for at least one year.

• Maintains a database of job descriptions and required educational & experiential requirements for all positions

• Assist in completing the Annual EEO-1 report

Outreach and Relationship Management

• Gives presentations to community partners, including but not limited to, colleges, local job placement agencies, and job fairs, to increase awareness of the company.
• Develops and distributes materials to be used in recruitment.
• Maintains effective relationships with staffing agencies, social and professional networks to source qualified candidates.
• Develops and manages the internship program.

• Acts as the Liaison between CCADM and Staffing Agencies and Universities.

Leadership

• Examines the programs requirements to determine whether the work processes are serving the intended requirement of the stakeholders.
• Performs gap analyses to compare current program performance to the desired or necessary program requirements.
• Identifies performance problems to close gaps in areas of training and development, organizational development, staffing, outcomes and all other program compliance requirements.
• Prioritizes performance problems and identify possible solutions and growth opportunities.

Additional Duties

• Communicates any problems/concerns of the program to Supervisor in a timely manner

• Performs other duties as assigned by the Supervisor
• Completes all required trainings as per regulatory guidelines, funding, licensing and other trainings as requested by supervisor

Physical Demands

• Work is usually sedentary, but may require long periods of standing, walking and/or bending and some light lifting. The work is mostly performed in a secure office setting.
• Ability to travel to meeting/training locations

Educational & Experiential Requirements:

• Bachelor’s Degree in Human Resources Management with 1 year experience or
• Bachelor’s Degree with 4 years Human Resources experience
• Human Resources Professional Certification is a plus

Reporting to this position:

• N/A

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 60-1.35(c)

Job Type: Full-time

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