Careers

Director of Human Resources

The Director of Human Resources should be able to motivate and support staff to enhance job satisfaction and strengthen relationships between staff members and employers and impact real change in staffing-related areas such as morale, recruitment, and positive associations from community stakeholders.

  • Job Title: Director of Human Resources
  • Direct Supervisor: Chief Operating Officer
  • Compensation: $85,000 - $115,000
  • Location: Victoria

Lorenz Clinic announces an exciting opportunity for a qualified Director of Human Resources to leverage their professional experience and training to further one of the most pressing social missions of our time—expanding access to quality mental health.

The ideal candidate for our Director of Human Resources position will have an expressed interest in furthering the common good and an evidenced history of impacting social change. Superior interpersonal and communication skills, a strong work ethic, and knowledge of labor laws and regulations are required.

About the Clinic System
Lorenz Clinic is a privately held, clinician governed mental health system with four satellite offices and nearly 50 employees. Founded by a systems thinker, the clinic is a group practice focused on the mental health needs of children, families, and adults. While the majority of the clinic’s services are provided under the umbrella of managed care, the clinic has cultivated community partnerships that allow it to service those without insurance.

Located on the edge of the Minneapolis Metropolitan area, our four locations (Victoria, Chaska, Prior Lake, and Rosemount) are located approximately 30-35 miles south/southwest of downtown Minneapolis and St. Paul and provide needed psychological services to both suburban and rural communities.  In addition to its clinical mission, the clinic has a vibrant clinical training program for emerging psychologists that enlivens work at all levels of the organization.

Position Overview
Under general direction, the Director of Human Resources plans, develops, manages, and oversees the administration of Human Resources management, operations, and services. The Director of Human Resources establishes, maintains, and enforces acceptable employment standards in accordance with the professional standard the Leadership Team’s vision. The Director of Human Resources serves in a consultative role to management and clinical staff. They participate in strategic planning and committee activities and influence the strategic direction of the clinic. The Director of Human Resources also monitors employee provider activity and, in collaboration with departmental managers, cultivates a managerial climate marked by employee effectiveness, productivity, and reach.

The Director of Human Resources assists the COO in ensuring the facility meets all employment-related local, state, federal and accrediting-body rules and regulations. This person also supports the Clinical Director’s efforts to coordinate and direct patient care in the facility according to its adopted policies/procedures, state and federal regulations, and accepted accreditation standards.

Ideal Candidates
In addition to the qualifications, knowledge, and skills listed below, ideal candidates for this position will also exemplify the following essential attributes for success:

  • An experienced and preferably credentialed HR Leader with a proven track record of effective HR management within healthcare or social services
  • Someone experienced in the design, implementation, and management of large, complex healthcare programs and/or clinics and who is able to oversee and direct the resources, personnel, and activities of a multidisciplinary team
  • A supportive manager capable of instructing, focusing, and guiding others in accomplishing performance and work objectives.
  • A competent decision maker capable of solving problems and taking appropriate action that is consistent with professional and managerial best practices
  • Someone who possesses an air of confidence and creates a good first impression of the clinic by commanding attention and earning the trust and respect of others
  • A compassionate and emotionally intelligent leader Knowledge & Skills

The most suitable candidates will possess the following knowledge and competencies:

  • Managerial principles and practices including work planning, employee supervision, and resource allocation
  • Principles and practices for maintaining and expanding staffing levels while adhering to budgetary and developmental guidelines
  • Principles and practices of program planning and evaluation
  • Practices and techniques of programmatic analysis and reporting
  • Principles and practices related to credential tracking and cataloging
  • Applicable federal, state, and local laws, rules, and regulations
  • Office administrative practices and procedures including records management and the operation of standard office equipment
  • Computer applications related to the work including Microsoft Office, Zoom, and the Clinic’s Electronic Health Record

Job Duties
1. Philosophy

  • Supports the facility’s ideology, mission, goals and objectives
  • Establishes, maintains, and ensures clinic-wide adherence to Employee Handbook and other relevant policies
  • Follows the facility’s standards for ethical business conduct
  • Conducts self as a positive role model and team member
  • Recognizes patients’ and trainees’ rights and responsibilities and supports them in performance of job duties
  • Respects patients’ rights to privacy, dignity, and confidentiality
  • Participates in facility committees, meetings, in services, and activities as assigned
  1. General
  • Reports to the COO regarding the quality and efficiency of HR-related programs and initiatives
  • Oversees all day-to-day HR operations
  • Serves as member of the Leadership Team
  • Contributes to the clinic’s overall development plan
  • Maintains open line of communication with COO and CEO
  • Supports administrative decisions and activities affecting patient care
  • Serves as the main coordinator of the clinic’s efforts to establish, maintains, and enforce policies and procedures
  • Hosts training activities for staff and volunteers
  • Establishes, interprets, maintains, and provides guidance on HR policies to enhance patient care, clinician retention, and other good business outcomes
  • In cooperation with Leadership Team, ensures adherence to federal and state rules and regulations as well as applicable accrediting-body standards
  • Other duties as assigned
  1. Hiring
  • Assists managers and directors in hiring clinic staff
  • Serves as the main recruitment leader, ensuring adequate staffing levels
  • Prepares job postings for senior clinical or managerial positions
  • Approves all job postings, ensuring compliance with all applicable state and federal laws and human resources best practices
  • Designs and implements screenings for new hires
  1. Communication
  • Communicates effectively and professionally with patients, visitors, clinicians, business associated and co-workers
  • Interacts with others in a positive, respectful, and considerate manner
  • Helps to cultivate a positive reputation for the clinic in the community
  • In cases where instances of problematic employee conduct or performance need to be addressed, the Director of Human Resources either directly issues or assists other managers in issuing verbal and written correctives that are specific, timely, and clearly tied to observable behaviors
  1. Financial Practices
  • Uses facility resources appropriately and avoids wasteful practices
  • Promotes cost containment and efficient use of facility resources
  • Makes recommendations for potential cost-effective improvements
  • Assists in educating HR staff about cost-containment issues
  • Advises and provides actionable recommendations to COO on benefits- and salary-related questions impacting budget
  1. Compliance Program
  • Contributes to the progress and development of the organization’s adopted HR compliance program
  • Performs according to established compliance policies and procedures and ensures same in others
  • Ensures a regular review of personnel and medical files is conducted among HR staff and provides summary to clinic leadership, if appropriate and applicable
  • Following the latest employment law regulations, recommend, implement, and enforce policies and procedures ensuring that practices are consistent with applicable state and federal law as well as update and distribute employee handbooks as necessary
  • Comply with state and federal law during the entire employment cycle to include onboarding and off-boarding procedures
  • Interpret employment laws helping managers navigate through legal risks making sure HR best practices are always applied
  1. Quality-Improvement Program
  • Contributes to the progress and development of the organization’s adopted Quality Improvement Program
  • Performs according to established quality improvement policies and procedures
  • In collaboration with Clinical Director, monitors providers’ participation in quality improvement activities
  • Oversees and ensures continuity in the clinician credentialing and recredentialing process
  • Assists the CEO in ensuring the Clinical Director maintains regular clinical improvement studies as needed to assess clinical staff and adherence to managed care contracts
  1. Safety/Risk – Management Program
  • Serves as the Clinic’s Safety Officer, facilitating meetings and trainings, enforcing safety procedures, and reviewing safety concerns to ensure a safe and productive workplace.
  • Establishes, maintains and adheres to safety policies and procedures in performing job duties and responsibilities
  • In conjunction with department managers, resolves observed or suspected safety violations, hazards, and policy/procedure noncompliance
  • Responds to emergency situations with competence and composure
  • Supports risk management and participates in programs concerning patient and employee safety
  • Promptly and decisively responds to instances wherein staff behavior contributes to risk
  1. Administration
  • Process payroll on a biweekly basis, to ensure accuracy and approvals are received
  • Maintain employee records performing an annual audit to ensure all necessary
    documents are filed or included in the employee file
  • Maintain onboarding process helping new staff assimilate into their roles at the clinic as well as ensure all HR papers are completed and signed
  • Develop and maintain job descriptions as needed to comply with FLSA regulations
    ensuring that all jobs are properly classified
  • Administer benefits and leaves of absences
  • Perform full-cycle recruiting providing guidance and support to hiring managers throughout the recruiting process. Tasks include, but not limited to posting ads, developing interview questions, pre-screen candidates, advise on appropriate hires, conduct background checks and draft offer letters
  • Process and manage all workers compensation claims
  • Respond to and manage all unemployment claims to ensure experience rates do not increase without a legitimate reason
  • Manage internship program ensuring that all internships meet DOL internship guidelines
  • Keep current with all legal trends in HR and advise on those trends
  • Conduct salary assessments as needed and make recommendations to current salary structure ensuring pay is equitable and practical for ASI to administer
  1. Strategy
  • Collaborate with the Leadership Team to create a people strategy that aligns with institutional strategy
  • Create an Employee Engagement & Communications strategy to ensure retention of employees
  • Provide guidance and consultation to managers helping them manage performance concerns, employee relations
  • Review benefits with broker selecting value-added benefits for the entire staff and coordinate annual enrollment meetings as well as communicate benefit changes to staff.
  • Maintain performance appraisal process
  1. Professional Competence
  • Actively participates in continuing education, professional organizations, and other
    learning experiences as requested by administration
  • Participates in facility teaching programs for employees
  • Maintains high level of professionalism and activity within the larger management profession
  • Brings voice of ethical decision-making to all work
  • Welcomes suggestions and recommendations

Requirements

  • A bachelor’s degree or MBA in human resources
  • Several years’ HR experience, especially in healthcare or social services
  • Knowledge of how a medical clinic functions
  • SHRM-CP/SCP or SPHR/PHR certified (preferred)
  • Skilled with computer, email, spreadsheets, documents, and navigating employee benefit websites
  • Excellent verbal communication skills in positive and negative situations
  • Superior written communication and presentation skills
  • Demonstrated, effective application of employment law to everyday HR practices
  • Working knowledge of ADA and FMLA
  • Knowledge of personnel and staffing requirements for each section of the clinic such as accounts receivable, nursing, psychology, business office, etc.
  • Proven track record of directing HR-related programs and/or managing HR staff for effectiveness, productivity, and high ethical standards
  • Cooperative work attitude toward management facility staff, patients, visitors, clinicians, and providers
  • Ability to promote favorable facility image with providers, clinicians, patients, insurance
    companies, referral sources, and general public
  • Ability to lead HR staff in making appropriate decisions and solving problems
  • Demonstrated ability to lead managers through complex employment situations resulting in positive results for the organization
  • Strong communication skills both verbal and written with a proven ability to be assertive yet approachable delivering a positive customer service experience
  • Ability to perform research, analyze and interpret information to make informed decisions and make actionable, employment-related recommendations
  • Ability to quickly analyze complex issues and present a well thought out response plan
  • Knowledge of current principles and best practices of HR management
  • Knowledge of databases and familiarity with payroll processes and applications
  • Able and willing to work flexible hours as needed
  • Ability to temporarily perform the majority of interactions with other staff via videoconferencing, as the Clinic’s Pandemic Preparedness Plan demands
  • Valid Minnesota Driver’s License
  • Dependable home internet capable of carrying teleconferencing meetings without interruption

Job Quality Requirements

  • Accuracy
  • Attention to detail
  • Timeliness
  • Organization
  • Low supervision needed to accomplish tasks

Dependability

  • Attendance
  • Punctuality
  • Ability to meet deadlines

Physical/Mental Requirements

  • Ability to walk/stand/sit for long periods
  • Capability for occasional overhead and low reaching
  • Visual and auditory acuity for timely response and patient care assessment activities
  • Ability to move quickly in response to patient needs
  • Ability to frequently make judgements on/respond to problems
  • Ability to occasionally make judgements on/respond to disasters/emergencies, actual events, or drills
  • Ability to temporarily perform the majority of interactions with other staff via videoconferencing, as the Clinic’s Pandemic Preparedness Plan demands

Working Conditions

  • Well-lit and ventilated, with hazardous and non-hazardous equipment
  • Category 1: may involve occupational exposure to blood and other potentially infectious body fluids and materials
  • Position may require interacting with others over videoconferencing platform for long periods of time

Contacts

  • Patients
  • Patients’ family, significant others, or other designees
  • Clinical staff members
  • Facility personnel
  • Administration
  • Governing body

To Apply: 

Email your resume and cover letter in pdf format addressing your suitability for the role directly to the attention of Colleen Lorenz, COO, at employment@ lorenzclinic.com. Application emails directly will be given preference over those sent via Indeed or any other online job posting system.

 

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