DIVERSITY, EQUITY & INCLUSION
Children’s Hospital Association (CHA) is committed to advancing
diversity, equity, and inclusion, working along four key fronts:
- Within the CHA organization
- Within the CHA children’s hospital membership
- Within children’s hospitals and their communities via care delivery
- Within the policymaking environment in Washington, DC
With children’s hospitals we strive to ensure organizational cultures
where everyone feels valued and actively participates in the mission
of our organizations. Racism stands firmly in the way of improving
children’s health. We remain vigilant in our quest for a diverse and
inclusive community and in standing against racism and discrimination
wherever it exists.
Children’s Hospital Association (CHA) is committed to the health and
safety of our employees, vendors, and those we work with at and in
support of our nation’s children’s hospitals. CHA requires all new
hires, regardless of position or location, to be fully vaccinated. All
new hires must have received two Pfizer or Moderna vaccinations or one
Johnson & Johnson vaccination, in addition to completion of a
two-week period after the final vaccination, prior to the first day of
employment at CHA.
Visa sponsorship is not available for this position
WHO WE ARE
CHA advances child health through innovation in the quality, cost,
and delivery of care. Representing 220 members, CHA is the voice of
our member hospitals nationally. These hospitals are essential
providers, setting the standard for the highest quality pediatric care
while training the next generation of pediatricians. With its members,
CHA champions policies that enable pediatric hospitals to better serve
children; leverages its position as the pediatric leader in data
analytics to facilitate national collaborative and research efforts to
improve performance; and spreads best practices to benefit the
children of our nation. CHA has offices in Lenexa, KS, and Washington, DC.
The Director of Human Resources (HR) is responsible for directing the
people functions of the company in accordance with the policies and
practices of the company, the laws, regulations and administrative
rulings of governmental organizations and other regulatory and
advisory authorities and organizations. The Director is also
responsible for the strategic human resource planning to provide the
company with the best people talent available and to position the
company as a leader by being aware of policies, practices and trends.
MULTI-FUNCTION HR RESPONSIBILITIES
- Plans, develops, organizes, implements, directs and evaluates the
company’s human resource function and performance.
- Serves as a resource to employees regarding all aspects of HR
including salary and benefit administration, recruitment, placement,
employee development, employee relations and services, equal
employment opportunity, etc.
- Ensures compliance with all city, county, district, state and
federal discrimination and employment regulations. Directs the
recruiting process, maintains resumes and processes applications in
accordance with federal and state laws.
- Oversees and manages the design and development of compensation
strategy and programs.
- Participates with supervisors in the development of compensation
recommendations, generally on a per position basis and provides
guidance for internal equity and externally competitive salary
recommendations. Oversees the exit procedure process. Conducts exit interviews.
- Manages the learning and professional development of the
organization’s workforce. Designs, develops, and implements
corporate training programs to enhance employee performance through
learning. Researches and suggests enhancements to existing training
programs. Negotiates and manages contracts with vendors for
- Researches, recommends, and implements curriculum and new
instructional or technological methods of learning to best meet the
needs of the organization. Evaluates current learning programs,
amending and revising programs as needed.
- Evaluates the most appropriate use of internal or external
resources to meet the learning and development needs of the
organization. Analyzes, selects, and integrates technologies into
the learning solution design.
- Manages the company’s performance management process and related
integration of software applications, including new-hire, mid-year,
and year-end review processes for all employees.
- Develops staffing strategies and implements plans and programs to
identify talent within and outside the company for current and
future open positions. Identifies appropriate and effective external
sources for candidates for all levels within the company.
- Develops programs to allow the company to embrace applicants and
employees of all backgrounds and to permit the full development and
performance of all employees.
- Leads effective staffing for all divisions of the company by
assisting management in determining staffing needs. Collects and
examines detailed information about job duties, essential functions
and competencies. Ensures jobs are properly classified, develops job
descriptions, and revises as necessary.
- Oversees the posting of employment opportunities internally and
externally. Directs managers in the applicant recruitment and
interview process (i.e. posting, recruiting outsourcing, screening,
employment/education verification, corporate compliance checks, and
- Develops, implements and refines hiring processes and procedures.
Collaborates with hiring managers to design appropriate selection
strategies including the use and analysis of application forms,
interviews, and pre-employment testing. Coordinates the job offer
process. Oversees the company orientation process.
- Consults with legal counsel as appropriate and/or as directed by
the CFAO/President on personnel and related matters.
- Provides guidance to supervisors and employees on positive
communications, basic employee relations issues and conflict
management. Works with involved parties to facilitate a resolution
to workplace issues. Prepares and/or reviews documentation of issues
- Oversees the Progressive Discipline and Performance Improvement
- Creates company strategic training and organizational development
plan to meet personal, professional, and organizational needs of
- Ensures HR compliance with applicable laws and regulations by
working with staff and outside consulting firms, keeping up to date
on existing and emerging laws and trends, assessing company
practices, and recommending necessary changes in policies,
practices, and procedures. Oversees the maintenance and updates on
internal bulletin boards to ensure legal compliance.
- Maintains Employee Policy Manual and conducts regular reviews and
updates to ensure compliance with current regulations.
- Ensures all HR and other people-facing procedures comply with
legal regulations and best practices
- Decides and acts on initiatives for equal opportunity, diversity, etc.
- Investigates and resolves EEO concerns, examines corporate
practices for possible violations, and compiles and submits EEO
statistical reports as required.
- Oversees the "Careers" website section of the CHA website.
- Oversees and maintains the compliance hotline process and responds
OTHER HUMAN RESOUCRES RESPONSIBILITIES
- Provides guidance and direction to the payroll director in areas
of mutual responsibility.
- Coordinates wellness program in cooperation with CFAO.
- Participates in the direction and administration of benefit
programs to include health, retirement, disability and unemployment.
Evaluates and recommends improvements to benefit programs.
- Evaluates and recommends human resource outsourcing opportunities
and identifies potential vendors.
- Coordinates company safety efforts, including updating maintaining
safety policy manual, leading safety committee participation and
actions, drills and related training.
- Leads and coordinates all activities related to staff ergonomic issues.
- Collaborates with appropriate colleagues to provide safe and
comfortable working environments for all employees.
- Evaluates procedures and technology solutions to improve human
resources data management.
- Establishes and maintains professional rapport with other human
resource professionals and participates as an active member in
professional human resource organizations.
- Plays an active role on the Culture Leadership Team or its
successor and provides HR guidance for initiatives to assist in
continual strengthening of company culture.
- Oversees all receptionist and bistro responsibilities for the
Kansas City office, including building security.
MANAGERIAL DUTIES AND RESPONSIBILITIES
- Leads direct reports with an understanding of how dynamics,
personalities and talents work together to build a strong team.
- Coaches, mentors and actively engages in professional development
of staff by providing or supporting opportunities to broaden and
- Exhibits integrity while building trust and rapport with staff to
encourage honest conversations, conflict resolution and the
appreciation of diversity. Fosters a spirit of teamwork and
collaboration that results in better work.
- Consciously demonstrates a workplace culture that is consistent
with CHA’s and emphasizes the mission, vision and values.
- Implements office procedures and protocols in accordance with
organizational policies and promotes compliance leading by example.
- Provides leadership by clearly communicating through all available
channels. Facilitates methods to help team members report progress
and evaluates results.
- Works with direct reports to establish clear and manageable
priorities and guides effective workload management.
- Empowers and challenges staff through effective delegation and
provides opportunities for growth, enabling greater ownership and
contributions to results while promoting accountability.