Job Description

Cedar Hill Regional Medical Center – Opening April 2025!

When open in early 2025, Cedar Hill Regional Medical Center GW Health will be the first new full-service hospital in Washington, DC in more than 20 years! This teaching hospital will integrate clinical care with existing providers, The George Washington University Hospital, and the Urgent Care Center in Ward 8. This clinical integration will establish a robust system of care for all District residents, but more importantly, it will ensure residents of Wards 7 and 8 have access to high quality care in their community.

This full-service hospital will include 136 beds (with the ability to expand to 184 beds), a verified trauma center, adult and pediatric emergency departments, maternal health and delivery, an ambulatory pavilion for physician offices, clinics, a community space, a 500-car garage and a helipad for emergency transports.

Director of Human Resources

This is an exciting opportunity for an experienced HR Director to be part of our new hospital opening from the ground up and develop the culture from day one!

Under the direction of the CEO, the Director of Human Resources is r esponsible for the daily operation of the Cedar Hill Regional Medical Center Human Resource Department including, HR administration, talent acquisition and retention, onboarding, positive employee relations, compensation and benefits administration, performance management and regulatory compliance. P rovides HR guidance to facility leadership in the areas of coaching, counseling, disciplining and termination; performance appraisals; benefit and compensation issues; policy interpretation and regulatory compliance. Effectively partners with leadership and employees, driving change, shaping culture, and promoting programs and processes that foster an engaged workforce.

Position Requirements:

• Oversee the activities of Human Resources (i.e., on-boarding, leave administration, regulatory, maintenance tracking) and additional assigned areas (e.g., Service Excellence/volunteers/Compliance Officer/workers comp/Employee Health)
• Develops and directs recruitment strategy, hiring and onboarding processes for the hospital.
• Administers and monitors compensation program to maintain internal equity and market competitiveness.
• Leads and directs the 90 day and annual performance management proces.
• Provides guidance to facility leadership and managers in the merit planning process.
• Responsible for human resources regulatory compliance (e.g., Joint Commission, unemployment, EEOC, I-9s, etc.). Responsible for ensuring that areas assigned meet TJC regulatory requirementResponsible for HR file audits and maintenance.
• Provides recommendations and education to leaders and employees on HR process and legal requirements.
• Meets deadlines for all reporting requirements to Corporate, Hospital Leadership and committees.
• Responsible for Skill Survey Post Offer surveys, Stay Initiative, rounding, Dispute Resolution, investigations, and retention.
• Administers and manages annual Employee Engagement Survey (e.g., implementation, action planning, etc.). Partners with executives and leaders to drive staff participation in the engagement survey, in order to meet or exceed established goals. Oversees and manages the action planning process, working with leaders and managers to develop department action plans.
• Demonstrates commitment to employee satisfaction by taking specific steps to create a positive work experience for self and others; actively and effectively "manages up" and communicates successes; demonstrates creativity and consistency in recognizing and rewarding staff. (Measured through staff engagement and turnover.)
• Provides timely feedback to new HR staff through the 90-day evaluation and ongoing follow up.
• Review corrective actions, providing recommendations to leadership on appropriate level of performance management (preventative, written, final, or termination).
• Responsible for investigating Compliance line incident reports and timely follow up, as assigned.
• Assists with or facilitates employee recognition/events (e.g., service recognition, holiday celebration, benefits fairs, etc.).
• Assists with and attends Town Halls. Assists with or facilitates committees as assigned.

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Benefit Highlights

• Challenging and rewarding work environment
• Competitive Compensation & Generous Paid Time Off
• Excellent Medical, Dental, Vision and Prescription Drug Plans
• 401(K) with company match and discounted stock plan
• SoFi Student Loan Refinancing Program
• Career development opportunities within UHS and its 300+ Subsidiaries!

More information is available on our Benefits Guest Website: benefits.uhsguest.com.

Education Requirements:

• Bachelor’s degree in human resources or related field from a fully accredited college/university required. Master’s degree from a fully accredited college/university preferred.
• HR Certification (PHR, SPHR, SHRM-CP or SMRM-SCP) preferred.

Experience:

• 8-10 years of professional HR experience, preferably in an acute healthcare setting. Five or more years of progressive HR leadership or management experience.
• Thorough knowledge of federal and state, labor and employment laws and regulations such as Fair Labor Standard Act, Civil Rights Act, ADAAA, ERISA.
• Knowledge of labor relations and union avoidance tactics.
• Thorough knowledge of The Joint Commission and CMS (Medicare) regulations.
• Experience managing high volume full cycle recruitment process.
• Highly proficient in employee relations, employee engagement and development, education and training, and recognition and retention practices.
• Knowledge of compensation practices.
• Ability to maintain sensitive employee information as confidential.
• Excellent oral and written communication skills. Effective interpersonal skills with ability to manage in an environment with very diverse perspectives and needs.
• Demonstrated proficiency with Human Resources Information Systems (e.g., Lawson HRIS, iCIMS ATS, HealthStream LMS, etc.). Knowledge of Microsoft office (Word, Excel, Power Point).

About Universal Health Services

One of the nation’s largest and most respected providers of hospital and healthcare services, Universal Health Services, Inc. (NYSE: UHS) has built an impressive record of achievement and performance, growing since its inception into a Fortune 500 corporation. Headquartered in King of Prussia, PA, UHS has 99,000 employees. Through its subsidiaries, UHS operates 28 acute care hospitals, 331 behavioral health facilities, 60 outpatient and other facilities in 39 U.S. States, Washington, D.C., Puerto Rico and the United Kingdom.

EEO Statement

All UHS subsidiaries are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates. UHS subsidiaries are equal opportunity employers and as such, openly support and fully commit to recruitment, selection, placement, promotion and compensation of individuals without regard to race, color, religion, age, sex (including pregnancy, gender identity, and sexual orientation), genetic information, national origin, disability status, protected veteran status or any other characteristic protected by federal, state or local laws.

We believe that diversity and inclusion among our teammates is critical to our success.

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At UHS and all our subsidiaries, our Human Resources departments and recruiters are here to help prospective candidates by matching skill set and experience with the best possible career path at UHS

and our subsidiaries. During the recruitment process, no recruiter or employee will request financial or personal information (e.g., Social Security Number, credit card or bank information, etc.) from you via email. Our recruiters will not email you from a public webmail client like Hotmail, Gmail, Yahoo Mail, etc.

If you suspect a fraudulent job posting or job-related email mentioning UHS or its subsidiaries, we encourage you to report such concerns to appropriate law enforcement. We encourage you to refer to legitimate UHS and UHS subsidiary career websites to verify job opportunities and not rely on unsolicited calls from recruiters.

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