Company Name:
SI Professional Search representing a Fort Worth company

Position Description:
The Senior Director of Human Resources provides executive-level leadership and guidance to the CEO and leadership team. The Senior Director of HR is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. The Senior Director will be responsible for the buildout of the HR Team as necessary.

Job Duties and / or Responsibilities:
• Collaborates with executive leadership to define the company’s long-term mission and goals; identifies ways to support this mission through talent management and HR processes. Help craft and support the company’s mission and vision.
• Identifies key performance indicators for the human resource and talent management functions; assesses the company’s success and market competitiveness based on these metrics.
• Researches, develops, and implements competitive compensation, benefits, performance appraisal processes, and employee incentive programs.
• Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
• Drafts and implements the approved HR budget.
• Performs other duties as assigned.

Minimum Qualifications:
• Able to build and sustain a positive corporate culture.
• Assess and execute employment policies from state to state as they relate to contract workers, co-employment laws and regulations. The company has approximately 300 employees with a majority contract workers.
• Conduct market study for fair wage and salary information.
• Deep knowledge and experience with HR functions to include Talent Management, Recruitment, Benefits, Payroll, Compliance Training, Onboarding/Offboarding
• Knowledge or capacity to execute on human capital management software.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Thorough knowledge of employment-related laws and regulations.
• Knowledge of and experience with varied human resource information systems.
• Proficient with Microsoft Office Suite or related software.

Education and Experience:
• Bachelors degree in Human Resources, Business Administration, or related field required; Masters or law degree highly preferred.
• At least ten years of human resource management experience required. SPHR is good to have. Experience in the construction industry is preferred.

Salary:
Base 135-160k Bonus 15-30% based on revenue, EBITDA and KPIs Potential Equity Incentive

Click here to apply.

Company Name:
Carter BloodCare, Bedford, TX

Position Description:
Do you have what it takes to positively contribute your HR experience, knowledge and skills to an organization that saves lives everyday? Our talent acquisition team is looking for a Bilingual Talent Acquisition Specialist to join us in Bedford, TX. This is an on-site position with the opportunity to work hybrid after 90 days. If you want to join a great team with competitive pay and benefits, apply today and find out what it means to be a part of a life-saving mission each and every day. 

Job Duties and / or Responsibilities:
PRINCIPAL ACCOUNTABILITY

Under the direction of the Manager of Talent Acquisition and Analytics (Manager), the Talent Acquisition Specialist (Specialist) executes the full cycle of talent acquisition practices ( e.g., sourcing, recruiting, screening, guiding the interview and selection process, onboarding). The Specialist develops and implements creative recruiting strategies and initiatives to build a pipeline of qualified and diverse talent pool through various channels. This position also collaborates with Hiring Managers and the talent acquisition team to identify current and future needs.

The Specialist displays a high degree of positive energy to attract potential candidates and create a great candidate experience while representing and growing Carter BloodCare’s brand within the community. This position ensures policies and procedures are followed in compliance with state and federal equal employment opportunity laws.

Regular full-time attendance is required during normal working hours.

Minimum Qualifications:
EDUCATION

-Bachelor’s Degree from an accredited university, with a concentration in Human Resources (HR), Business Administration, or other related fields, preferred

-PHR or SHRM certification, preferred

-Bilingual (Spanish), preferred


EXPERIENCE

3 - 5 years of talent acquisition experience required, preferably with an Affirmative Action employer. An equivalent combination of education and experience may be considered


SKILLS AND KNOWLEDGE

-Excellent working knowledge of Microsoft Office Suite (e.g., Word, PowerPoint, Outlook, Excel)

-Excellent interpersonal skills, including verbal and written communication, and presentation skills

-Excellent knowledge of general HR principles and practices

-Detail-oriented with the ability to ensure accuracy of data

-Excellent organizational skills for coordinating a broad base of employment functions

-Strong analytical and interpretive skills

-Ability to work independently and/or as part of a team

-Knowledge of state and federal employment laws impacting the workplace, including Affirmative Action

Carter BloodCare is an EEO/Affirmative Action employer. Carter BloodCare provides equal employment opportunities (EEO) to all employees and applicants and will not discriminate in its employment practices due to an employees or applicants race, color, religion, sex, sexual orientation, gender identity, age, national origin, genetic, and veteran or disability status. In addition to federal law requirements, Carter BloodCare complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. Carter BloodCare is a Pro Disabled & Veteran Employer.

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

Salary:
Starting rate of $68k can be increased based on the years of directly related experience. Additional compensation available for bilingual (Spanish) skills after testing.

Click here to apply.

Company Name:
City of Burleson, Texas

Position Description:
City of Burleson, Texas
Human Resources Department

Director of Human Resources
Salary range: $129,041 to $193,562
The city offers employees a competitive benefits and wellness package.
Filing deadline: Monday, January 8, 2024.

Are you a visionary HR leader ready to transform and grow a dynamic workforce? Burleson, a vibrant mid-size city just south of DFW, is seeking a Director of Human Resources to revolutionize its HR practices and lead from the front. We're seeking someone with a robust background in Diversity, Equity, and Inclusion (DEI), culture development, and career training - a seasoned professional who's moved beyond transactional HR into developing people.

This role requires a strategic mindset, someone who can manage the vision while rolling up their sleeves to get the work done. If you have experience in a large corporate environment but are prepared to take on a more hands-on role, this is your opportunity. Proficiency in career development, succession planning, project planning, and compensation is crucial. Municipal or government experience is preferred, but exceptional private-sector candidates are welcome.

Job Duties and / or Responsibilities:
As the Director, you'll manage a department poised for growth with a talented team of six human resources professionals that serve approximately 600 city employees. The role involves navigating complex relationships, fostering collaboration among departments, and maintaining emotional intelligence in front-facing engagements, challenging situations, and sensitive matters.

The compensation package is highly competitive, and relocation assistance is offered nationwide. Burleson offers a prime location, affordable housing, and a supportive community. The culture is team-oriented, but there's a strong desire to develop further, recognize achievements, and improve succession planning. The department is on the brink of growth, and we need a leader who can steer this evolution.

Minimum Qualifications:
This isn't just a job; it's an opportunity to shape the future of a city. If you're ready for a challenging yet rewarding role, apply now and be part of Burleson's transformational journey!

To Apply:
Apply at https://www.cpshr.us/recruitment/2279

Contact:
Abby Ackers, Senior Executive Recruiter
CPS HR Consulting
(O) 916.471.3422 | aackers@cpshr.us

To view an online brochure for this position visit: https://online.flipbuilder.com/kper/vfry
City of Burleson website: https://burlesontx.com

The City of Burleson is an equal opportunity employer.

Job Title: OCOK HR Coordinator

Company Name:

Our Community Our Kids

Position Description:

Position Function: The OCOK Human Resources (Talent Acquisition) Coordinator will be responsible for the full preemployment, and minimum standards, for the recruitment of new OCOK Employees. Additionally, the OCOK HR Coordinator will provide additional support to HR Team’s goals and objectives regarding the agency’s talent management strategic plan. The job requires sensitivity to the service population’s cultural and socioeconomic characteristics.

Requirements:

Education: High School Diploma is required. Bachelor’s degree in business-related field preferred. SHRM-CP or PHR is preferred.

Experience: Two years of experience supporting Talent Acquisition / Recruiting functions in Human Resources. Experience with an HRIS Applicant Tracking System is required. Experience with pre-employment processing is required.

Functional: Must be able to handle multiple tasks, be detail-oriented, and work independently. Must demonstrate excellent customer service skills. Strong oral and written communication skills.

Working Conditions: Sitting long periods of time at the computer, receiving and returning phone calls. Occasional travel to recruiting events.

Exposure to Confidential Information: Maintain confidentiality, and follow policies related to personnel records.

Key Expectations/Responsibilities:

Recruitment:

· Provide recruiting, and turnover, metrics to department leadership on a weekly, monthly, annual, or routinely basis

· Responsible for reviewing, and updating agency recruiting plan(s) per Minimum Standards

· Provide phone/email applicant screening as needed by open vacancy

· Support continuous improvement of our recruitment processes and practices

· Responsible for full pre-employment screenings:

o Motor Vehicle Report

o Background Clearance(s)

o TB Test

o Drug Screening

o Reference / Verification of Employment

· Responsible for the successful receipt of all required onboarding documents for each new hire

Human Resource Function:

· Provide clerical and administrative support to the Human Resource Department

· Support audits, monitoring, and accreditation processes

· Responsible for the inactivation of clearances as appropriate

· Manage DFPS CLASS Portal(s)

· Manage the system onboarding of new hires

· Special projects as needed

· All other duties as assigned

Job Duties and / or Responsibilities:

Key Expectations/Responsibilities:

Recruitment:

· Provide recruiting, and turnover, metrics to department leadership on a weekly, monthly, annual, or routinely basis

· Responsible for reviewing, and updating agency recruiting plan(s) per Minimum Standards

· Provide phone/email applicant screening as needed by open vacancy

· Support continuous improvement of our recruitment processes and practices

· Responsible for full pre-employment screenings:

o Motor Vehicle Report

o Background Clearance(s)

o TB Test

o Drug Screening

o Reference / Verification of Employment

· Responsible for the successful receipt of all required onboarding documents for each new hire

Human Resource Function:

· Provide clerical and administrative support to the Human Resource Department

· Support audits, monitoring, and accreditation processes

· Responsible for the inactivation of clearances as appropriate

· Manage DFPS CLASS Portal(s)

· Manage the system onboarding of new hires

· Special projects as needed

· All other duties as assigned

Minimum Qualifications:

Education: High School Diploma is required. Bachelor’s degree in business-related field preferred. SHRM-CP or PHR is preferred.

Experience: Two years of experience supporting Talent Acquisition / Recruiting functions in Human Resources. Experience with an HRIS Applicant Tracking System is required. Experience with pre-employment processing is required.

Functional: Must be able to handle multiple tasks, be detail-oriented, and work independently. Must demonstrate excellent customer service skills. Strong oral and written communication skills.

Click the link below to apply for this position:
 https://recruiting.paylocity.com/Recruiting/Jobs/Details/2091406

Job Title: OCOK Trainer

Company Name: Our Community Our Kids

Position Description: Position Function: Working in collaboration with the OCOK Permanency Training Supervisor and Director, the OCOK Permanency trainer will deliver information to and enhance the competencies of new and tenured employees by designing and conducting permanency training programs.

This position will plan, conduct, and facilitate highly specialized Community-Based Care training courses and workshops consistent with performance-based training and quality improvement strategies relevant to OCOK’s performance goals and outcomes for child safety, well-being and permanency.

This position requires the development of training programs, passion for children and families, and a strong desire to ensure OCOK professionals receive the best possible training to enable them to do their jobs effectively.

Requirements:

Education: Bachelor’s degree required in a social service or organizational leadership/management field. Master’s degree preferred.

Experience: At least two years’ experience in the role of a child-welfare related role (i.e., investigations, conservatorship, Family Based Safety Services) or child welfare trainer position. Previous proven training skills in a social service arena is a plus.

At least one year in conducting in-person training and using one or more of the following delivery methods is required: video conferencing, online, blended, and/or webinar. Adequate knowledge of learning management software is required. Designing training curricula and coordination of training events in an organizational setting is needed. Experience using Zoom, Microsoft Teams, Moodle, Canva, Freeform, Dropbox, and other software preferred.

Functional: Considerable knowledge of the following is essential: SSCC system and objectives in Texas, Texas Child Welfare laws and legal requirements, joint operations between SSCC’s and DFPS in Texas, OCOK organization and Permanency procedures. Applicable and demonstrative knowledge of CAREMATCH, CLASS, IMPACT is necessary. Knowledge in instructional design theory and learning principles, familiarity with traditional and modern training methods, tools, and techniques, and the ability to present complex information to a variety of audiences. Ability to identify sources for training content, sequence training methods, create training plans and schedule trainings. Ability to create skill practice exercises, pace training methods, select appropriate training methods and create broad content outlines.

Working Conditions: Heavy computer usage, administrative and clerical functions in a “team” office environment, attendance at public functions, and some evening and weekend work required. Lifting files and office supplies required, up to 25 pounds.

Exposure to Confidential Information: Maintain confidentiality and follow policies related to volunteer, personnel, and client records. Uphold the Donor Bill of Rights.

Key Expectations/Responsibilities:

• Identify training needs by evaluating strengths and developmental needs of staff in various Permanency positions.
• Translate Permanency requirements into trainings that will prepare new employees for being successful in the field, as well as tenured employees for being successful and prepared for their next career steps.
• Assist with building the Permanency training program and creating Permanency training plans.
• Select appropriate training methods and identify sources for training content.
• Create Permanency skill practice exercises and select appropriate Permanency training methods.
• Direct structured learning experiences and display the ability to evaluate objectively for quality and effectiveness.
• Deliver training courses for new hires and continuing staff.
• Display confidence and agility in teaching and training SSCC policies and procedures, OCOK Permanency subject matter, as well as DFPS required CVS subject matter to employees.
• Develop and establish ongoing training opportunities for OCOK Permanency staff and others in the OCOK organization.
• Work with team members to achieve group goals by contributing ideas in group settings, accepting ideas contributed by others, operating with respect to all persons, participating in team meetings, working with team members to improve job knowledge and skills, putting team goals over personal ones, and supporting team and leaders once decisions are made.
• Attend work timely and in accordance with agreed-upon work schedule.
• This position may require after-hours work on occasion.
  
  

Minimum Qualifications 

Requirements:

Education: Bachelor’s degree required in a social service or organizational leadership/management field. Master’s degree preferred.

Experience: At least two years’ experience in the role of a child-welfare related role (i.e., investigations, conservatorship, Family Based Safety Services) or child welfare trainer position. Previous proven training skills in a social service arena is a plus.

At least one year in conducting in-person training and using one or more of the following delivery methods is required: video conferencing, online, blended, and/or webinar. Adequate knowledge of learning management software is required. Designing training curricula and coordination of training events in an organizational setting is needed. Experience using Zoom, Microsoft Teams, Moodle, Canva, Freeform, Dropbox, and other software preferred.

Functional: Considerable knowledge of the following is essential: SSCC system and objectives in Texas, Texas Child Welfare laws and legal requirements, joint operations between SSCC’s and DFPS in Texas, OCOK organization and Permanency procedures. Applicable and demonstrative knowledge of CAREMATCH, CLASS, IMPACT is necessary. Knowledge in instructional design theory and learning principles, familiarity with traditional and modern training methods, tools, and techniques, and the ability to present complex information to a variety of audiences. Ability to identify sources for training content, sequence training methods, create training plans and schedule trainings. Ability to create skill practice exercises, pace training methods, select appropriate training methods and create broad content outlines.

Click to apply for this position:

https://recruiting.paylocity.com/Recruiting/Jobs/Details/1978412:

Place of Business:
United Regional Health Care System

Position Description:

Coordinates and manages the employee benefits and compensation programs to establish best practices, attract high-quality employees, and reduce turnover. Manages the analysis, projection, and implementation of the compensation program to assess and devise programs that best fit United Regional and its employees. Works in coordination with and under the direction of the Senior Director of Human Resources.

Duties and Responsibilities: 

Maintains knowledge of trends, developments, and best practices in compensation and benefits administration.

Leads, coaches, develops, and evaluates the benefits team.

Develops and maintains good working relationships with System leadership, other departments, and outside agencies/partners for the effective operation of the function.

Administers employee insurance programs including self-funded health plan, voluntary programs, and life and disability plans in compliance with applicable laws and regulations.

Administers leave of absence and disability accommodation programs, in compliance with applicable laws and regulations.

Administers employee retirement plans that may include 401(k), 403(b), 401(a), 457(b) and 457(f) plans, in compliance with applicable laws and regulations.

Evaluate and administer personal savings plans and deferred compensation programs.

Advises and informs the organization of changes and developments related to benefits including eligibility, coverage, and provisions.

Researches and compares incentive compensation plans offered by demographically comparable organizations; assesses competitors’ plans and makes recommendations for enhancements or improvements required to keep the organization’s compensation and bonus plans competitive and effective.

Facilitates accurate and timely delivery of employer contributions and employee payroll deductions to carriers, plan administrators, or other appropriate service providers.

Ensures completion of records, reporting, and other documentation required by federal, state, and provider rules, regulations, and policies.

Coordinates and leads annual process for evaluation, planning, and implementation of benefits program offerings.

Ensures accurate completion of compensation survey participation, pay analysis, budgeting projections, and implementation of pay adjustments.

Conducts employee surveys, census, and other research and demographic efforts required to assess employee satisfaction with programs and collect accurate quotes from benefit providers.

Identifies and selects carriers and plans based on quotes, available benefits, and prior experience.

Ensures the organization and plans comply with the applicable provisions of COBRA, HIPAA, ACA, ADA, DOL, ERISA, and other applicable benefits and compensation legislation.

Participates with hospital committees in a productive manner as assigned, providing valuable input, leadership, and accepting responsibilities.

Demonstrates knowledge of Human Resources policies, procedures, practices, laws, and regulations; and improves upon that level of knowledge.

Provides reports and feedback to the Senior Director of Human Resources as needed.

Performs all other tasks/responsibilities as necessary.

Minimum Qualifications:

Bachelor’s degree in Human Resources, Business, Finance, or related required.

Five years of experience administering compensation or benefits programs required; experience administering both is preferred.

SHRM-CP, SHRM-SCP, or CEBS preferred.

https://pm.healthcaresource.com/cs/unitedregional

Salary: 
Up to $120,000 based on experience

Name of submitter:
Robin Papak

Email of submitter (Should the FWHR Office have any questions) :
rpapak@unitedregional.org

Place of Business:
D.R. Horton, Inc.

Position Description:
D.R. Horton, Inc., the largest homebuilder in the U.S., was founded in 1978 and is a publicly traded company on the New York Stock Exchange. It is engaged in the construction and sale of high quality homes designed principally for the entry-level and first time move-up markets. The Company also provides mortgage financing and title services for homebuyers through its mortgage and title subsidiaries. Please visit our website at www.drhorton.com for more information.


D.R. Horton, Inc. is currently looking for a Leave of Absence Specialist. The right candidate will administer and oversee the support of all Leaves of Absence (LOA). Systemize all cases to include comprehensive case management, absence management and program compliance with the Family and Medical Leave Act (“FMLA”), Americans with Disabilities Act (“ADA”) and all other related employment laws. Performs exemplary customer service and assistance.

Schedule - Hybrid (3 days a week in office)

Come join a winning team with a Fortune 500 company! We are growing fast and are looking for enthusiastic attitudes and team players to join our success. We offer an excellent benefits package including:
Medical, Vision and Dental
401(K)
Employee Stock Purchase Plan
Flex Spending Accounts
Life Insurance
Vacation, Sick, Personal Time and Company Holidays

Duties and Responsibilities:
Essential Duties and Responsibilities include the following. Other duties may be assigned.

Administer leave programs and policies in accordance with the applicable federal, state and local laws (FMLA, ADA, USERRA, Pregnancy Discrimination Act, etc.) and ensure compliance with company policies
Communicate with employees and their management regarding the leave process. Ensure that all parties are aware of the qualifications and required documentation to meet leave requirements
Track leave administration process from the employees’ initial notice of leave through the return to work. Determine leave eligibility/designation, coordinate required paperwork along with any necessary medical certification in accordance with specified legal requirements and best practices
Coordinate intermittent or reduced schedule leave as necessary
Facilitate the interactive process as necessary between employee and the company
Maintain reasonable communication with all parties to facilitate a smooth and timely return to work
Verify and confirm employee status to payroll to ensure proper accounting of payroll records
Facilitate other leave requests to include military leave, ADA accommodations, workers comp, intermittent or reduced work schedule, disability claims
Preserve confidentiality of employee medical documentation and files in accordance to HIPAA and Employee Privacy standards
Maintain up-to-date knowledge of all applicable leave and accommodation laws including the FMLA, ADA, state and local laws
Ensure timely employee insurance premiums to include proper accounting or request for delinquent payments
Maintain HRIS system to timely report all leave requests
Conducts all business in a professional and ethical manner

Qualifications:
Education and/or Experience

High school diploma or general education degree (GED)
Five to seven years of experience in managing leave cases (FMLA, ADA, LTD/STD)
Ability to engage in the interactive process
Ability to exercise discretionary judgement and critical assessment skills
Extensive knowledge of employee benefits as they relate to leaves of absence, including short/long term disability, COBRA, state disability, ADA, FMLA and other applicable laws
Must be able to work independently and work well within a team, receive little supervision and schedule priorities
Excellent written and verbal communication skills
Superb organizational skills and provide attention to detail
Excellent customer service skills
Ability to apply common sense understanding to carry out instructions furnished in written oral form or via DRH applications
Proficiency with MS Office and email
The noise level is generally moderate.

Click here to apply.

Place of Business:
ACH Child and Family Services

Position Description:
Our OCOK Human Resources Team is looking for a full-time Talent Acquisition Coordinator!

Position Function: The OCOK Talent Acquisition Coordinator will be responsible for assisting in the full life-cycle recruiting. Additionally, the OCOK Talent Acquisition Coordinator will provide support to HR Team’s goals and objectives regarding the agency’s talent management strategic plan. The job requires sensitivity to the service population’s cultural and socioeconomic characteristics.

Requirements:

Education: High School Diploma is required. Bachelor’s degree in business-related field preferred. SHRM-CP or PHR is preferred.

Experience: Two years of experience supporting Talent Acquisition / Recruiting functions in Human Resources. Experience with an HRIS Applicant Tracking System is required. Experience with pre-employment processing is required.

Functional: Must be able to handle multiple tasks, be detail-oriented, and work independently. Must demonstrate excellent customer service skills. Strong oral and written communication skills.

Working Conditions: Sitting long periods of time at the computer, receiving and returning phone calls. Occasional travel to recruiting events.

Exposure to Confidential Information: Maintain confidentiality, and follow policies related to personnel records.

Key Expectations/Responsibilities:

Recruitment:

· Provide recruiting, and turnover, metrics to department leadership on a weekly, monthly, annual, or routinely basis

· Responsible for reviewing, and updating agency recruiting plan(s) per Minimum Standards

· Provide phone/email applicant screening as needed by open vacancy

· Post open positions internally and externally to the agency’s website and on the relevant job boards

· Coordinate interview schedules as requested by the hiring supervisor

· Support continuous improvement of our recruitment processes and practices

· Responsible for full pre-employment screenings

Motor Vehicle Report

Background Clearance(s)

TB Test

Drug Screening

Reference / Verification of Employment

Responsible for the successful receipt of all required onboarding documents for each new hire

Human Resource Function:

· Provide clerical and administrative support to the Human Resource Department

· Maintain OCOK Staffing Plan

· Process, Manage, and Track all OCOK PAFs

· Support audits, monitoring, and accreditation processes

· Responsible for the inactivation of clearances as appropriate

· Manage DFPS CLASS Portal(s)

· Manage the system onboarding of new hires

· Special projects as needed

· All other duties as assigned

Requirements:

Education: High School Diploma is required. Bachelor’s degree in business-related field preferred. SHRM-CP or PHR is preferred.

Experience: Two years of experience supporting Talent Acquisition / Recruiting functions in Human Resources. Experience with an HRIS Applicant Tracking System is required. Experience with pre-employment processing is required. 

Click here to apply. 

Place of Business:
HMR

Position Description:
This position serves as an integral member of the Finance Team and reports to the Chief of Financial Officer (CFO). The Sr. Director of Revenue Cycle Management will develop strategic plans and ongoing performance improvement initiatives to optimize successful account adjudication, exceptional collections, and high levels of customer service throughout the revenue cycle with their MHMR Tarrant partners. This position will lead the Patient Financial Services coordination and optimization across the agency. Responsibilities include working with Chiefs, Senior Directors, Directors, and Business Managers from across the system to execute a vision, optimize processes, deliver quality services and reports, manage case collections, maximize technology, and ensure support for the community while complying with related regulations. This position manages processes and provides guidance, direction, and support to encompass all aspects of the revenue cycle, including but not limited to clinic revenue operations, coding, charge capture, account follow-up, and denial management. The position provides overall direction regarding the activities of the department and establishes policies and procedures to optimize all facets of patient financial operations.


III) Knowledge of Laws, Regulations, Policies/Procedures, Skills, and Abilities

A) A strong leader and team player who has an approachable demeanor and a collaborative style; a politically savvy leader who can establish trust and confidence quickly with a wide range of constituents.

B) Convey an uncompromising commitment to the value of partnering with key stakeholders to identify solutions for future challenges, with the ability to define success in terms of institution-wide goals and objectives.

C) Highly oriented toward transparency, employee engagement, communication, and development of a high-performance culture. A creative and effective problem solver who demonstrates a commitment to customer service excellence.

D) An aptitude for building relationships based upon team participation, integrity, trust, reliability, openness, and confidence. Possess the ability to work effectively with individuals at all levels within the organization, from those in the executive team to non-exempt staff.

E) A hands-on approach to management with the ability to be strategic and to see the big picture, while remaining attentive to detail.

F) An individual capable of absorbing input on multiple issues. An individual who is organized, with exemplary follow-through skills.

G) A leader who can think strategically, then proactively implement strategies in a logical and timely manner.

H) A decisive leader who holds people accountable while promoting a team philosophy. Can make necessary and perhaps unpopular decisions. Demonstrates commitment to achieving goals while establishing a culture of responsibility and fairness.

IV) Internal & External Customer Service

A) Outstanding communication and interpersonal skills, along with the ability to work effectively with internal and external clinical and administrative staff.

V) Travel

A) This position requires occasional local travel to other MHMR facilities and local conferences, occasional state, and national travel for conferences.

VI) Equipment Used

A) Standard office equipment: laptop, printers, copiers, scanners, faxes, calculators, desk phone, cell phone.

II) Essential Functions

A) Directly manages the MHMR Patient Financial Services team which includes credentialing and patient benefit services.

B) Reviews, designs, and implements systematic approaches to maximize revenue and cash flow, while minimizing bad debt to ensure that the agency revenue cycle is effective and properly utilized.

C) Provides leadership for developing and overseeing systems and processes to create efficiencies and improvement in the areas of patient financial services.

D) Provides leadership, organization structure and management for realistic long-range planning as well as day-to-day operations for patient financial services.

E) Actively works with the MHMR leadership team to review revenue cycle performance and pursue ways to improve cash flow.

F) Through partnership with the Senior Director of Contracts, addresses regulatory reimbursement and managed care issues related to revenue cycle management.

G) Develops and implements policies and procedures to ensure that the clinical revenue cycle is effective and properly utilized.

H) Direct technology related activities to achieve desired goals and maintain compliance with federal, state, and local regulations.

I) Develops budgetary goals and initiates corrective action to address variances.

J) Interacts with vendors and various departments that impact revenue cycle management results including: HIM, Case Management, UM, IT, Insurance Verification, Access to Care, CSB staff, and IT.

K) Work closely with outside consultants in the areas of community centers, revenue cycle management, and Electronic Health Records.

L) Work to reduce days in accounts receivable across the system. Increase efficiency of point of service collections as well as denial management.

M) Attend regular meetings and committees as related to patient financial services, revenue cycle, contracts, and any other areas as directed.

N) Work closely with the CFO to ensure the executive strategic planning is incorporated into patient financial services to provide most appropriate revenue opportunities for the agency.

O) Participate in the creation and implementation of departmental strategies and structure, policy development, and budget development as appropriate and requested by CFO.

P) Gain an understanding of the relationships between the revenue cycle and the key stakeholders at MHMR Tarrant. Develop an understanding of the agency’s mission, strategy, and goals; establish personal and professional credibility, gain respect, and build trust with MHMR Tarrant’s leadership.

Q) Build a collaborative high-performing culture and cohesive team within the revenue cycle functions. Provide leadership to the staff and establish a strong sense of comradery toward the realization of the goals.

R) Develop a culture among the staff and team which encourages personal and collective ownership of issue identification and resolution.

S) Develop high quality metric driven revenue cycle function which values best practices and performance.

T) Assess the skills of the staff and develop a plan to enhance their managerial and technical capabilities. Mentor staff and provide opportunities for professional development.

U) Work to ensure compliance and no disruption of operations with implementation of key and operational and regulatory changes.

V) Assess the current functions and processes and make changes to optimize resources, and best support the organization’s goals to continuously provide the highest level of service in the most expedient fashion.

W) Contribute to the advancement of ongoing efforts to better manage internal expenses and overall costs. Identify opportunities for operational efficiencies that will result in increased productivity and effectiveness.

X) Establish collaborative relationships with third party payers and lead efforts to identify ways to improve reimbursement performance.

Y) Performance standards are performed as applicable with MHMR’s We CARE values “We Connect People in Our Community. We Provide Access to Services. We Link People to Resources. We Empower People.”

Z) Perform other job duties or responsibilities as requested or assigned.

Job Requirements:
VII) Minimum Qualifications

A) Minimum Education: Bachelor’s degree

B) Defined Education: Business, Finance, Accounting, or related field

C) Preferences: Bachelor’s degree in Finance or Accounting strongly preferred

D) Substitutions: Bachelor’s degree substituted with 5 years of Director level experience in Behavioral Health, including MHMR or Behavioral Health Hospitals

E) Years’ Experience: 10 years’ experience in related field

F) Defined Experience: Experience with hospital or LMHA EMR system and experience with revenue cycle management.

G) License/Certifications: Healthcare Financial Management Association (HFMA), Medical Group Management Association (MGMA), and/or American Association of Healthcare Administrative Management (AAHAM) certifications are preferred. Texas driver’s license.

H) Special Courses:

I) Supervisory Experience: Five years supervisory experience required.



VIII) Agency Requirements

A) All staff are required to participate in agency Emergency Preparedness and Environmental Safety programs and may be assigned by their department as a key/essential staff level function during critical events or for the purpose of sustaining business continuity.

B) This position may require temporary or permanent re-assignment to any MHMR Tarrant facility as determined by program needs and/or the Division/Director.

C) Assigned work hours may change as the needs of the agency change.

D) The Functional Title of this position may change as the needs of the agency change.

E) All work will be completed within the scheduled work hours. All non-exempt (hourly) employees are expected to clock in and clock out for each work shift, no work should be done off the clock.

F) Prior approval from supervisor is required for all Paid Time Off (PTO) and Overtime.

G) MHMR reserves the right to change, add to or eliminate positions as it deems appropriate.

H) Employment is at will, as well as agency needs may change.

I) Agency dress code is to be followed at all times.

J) Physical on-site presence, including regular attendance and punctuality, is an essential function of this position. Any changes or adjustments to your assigned work schedule or shift hours must be approved by your supervisor in advance.

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