Regional Human Resources Manager - Gilchrist
 Greater Baltimore Medical Center (GBMC) | |
 United States, Maryland, Hunt Valley | |
 Aug 20, 2025 | |
|
Reporting to the Associate Director/Director of Human Resources, the HR Manager is responsible for the successful application of Human Resource (HR) practices, processes, and policies in support of Gilchrist's affiliate subsidiaries and joint ventures. The HR Manager works closely with the Associate Director/Director of Human Resources to develop and implement HR strategy in support of organizational goals and objectives. The incumbent contributes to the organization's performance by working closely with cross-functional leaders to achieve organizational goals. The incumbent assists with resolving complex conflicts, Employee/ Labor Relations issues, Fair Treatment matters, Recruitment and other workplace situations using a collaborative and consultative approach. Responsibilities also include off-boarding, state, federal and regulatory compliance, policy interpretation and special projects. The HR Manager will work closely with management and employees to enhance work relationships, build morale and increase productivity, retention and engagement. Additional responsibilities include serving as a point of contact on employee engagement, retention, organizational design, employee development/ training initiatives, succession planning. The incumbent will act as a performance improvement driver to influence positive changes.
Education: Master's degree in Human Resources, Healthcare, Business Management or a related field is preferred. Bachelor's degree in HR, Healthcare, Business Management or related field is required. Experience: Minimum of 4 years of progressively responsible Human Resources experience in Employee/ Labor Relations. Minimum 2 years of HR leadership or equivalent experience. Knowledgeable and experienced in all HR disciplines. Healthcare/Hospice industry experience preferred. A combination of education and experience may be considered. Position entails 35-40% travel to various work locations throughout MD, VA and PA Knowledge, Skills and Abilities:
difficult issues.
Position Competencies:
Licensures, Certifications: SPHR or SHRM-SCP Certification preferred. Physical Requirements:
Working Conditions:
Reports to Associate Director/ Director of Human Resources Principal Duties and Responsibilities Work System HR Supervision Responsible for providing strategic and day-to-day operational and leadership guidance and oversight into the development and coordination of HR programs, practices and strategies within the assigned work system. Serve as a strategic partner with senior leadership on recruitment, engagement and retention. Coordinates and monitors regulatory compliance on federal, state and local levels with Joint Commission, CHAPS and/or CMS standards. Active participant in work system leadership meetings on a regular basis. Consulting Partnership Conducts complex departmental operational analyses, needs assessments and/or audits and proactively works with clients by organizing and coordinating cross-functional Human Resource efforts to develop and execute performance improvement plans Identifies, develops and implements HR best practices for client groups. Provides timely feedback to the appropriate customer in a clear and concise manner. Works to smoothly execute the HR components of organizational changes. Employee/ Labor Relations Regularly meet with department leadership and staff to maintain up to date knowledge on business needs, objectives, issues, concerns and projects in assigned client groups. Serve as a trusted advisor in all areas of HR including employee relations, investigations, leaves of absence and compensation. Provide professional policy guidance, interpretation, advice and coaching. Make appropriate recommendations necessary to establish a positive employer-employee relationship and promote a high level of employee engagement and best outcomes. Partner with management to communicate and interpret Human Resources policies, procedures, programs and applicable laws to ensure compliance. Provides guidance on issues related to ADA, FMLA, Equal Employment, unemployment and applicable laws. Manage and resolve complex Employee/ Labor Relations issues and incidents in a timely manner by conducting full, thorough, objective and effective investigations for resolution of employee issues. Works with Managers to swiftly resolve individual performance concerns. Advises managers and supervisors about the steps in the progressive discipline process of the company. Counsel's managers on employment issues. Log and track Employee/ Labor Relations investigations and monitor outcomes. Use information to develop action plans to mitigate risks to the organization and affect positive change. Compose investigation summaries, investigation outcome letters, employee suspension letters and separation letters. Participate, monitor, process, respond to and report on unemployment and EEOC claims and cases. Gather data and provide copies of documentation as needed. May be designated primary contact person for special projects or employee related events. Assist management on compliance of all State and Local and Federal Laws. Other duties as assigned. Talent Acquisition Partnership Promote diversity awareness in hiring practices. Obtains position requisitions and advises managers on interviewing and candidate selections. Works directly with managers regarding placements. Develops creative and both traditional and non-traditional sources for applicants, screens and refers candidates to hiring managers. In partnership with hiring manager, extends and negotiates offers of employment to selected candidates, and coordinates new hire process Partner with the Talent Acquisition team on strategic headcount planning, identifying critical roles and succession planning. Works effectively with department leadership and Talent Acquisition team to identify current and anticipated talent needs. Collaborates to develop strategic, workable solutions. Collaborates with leadership and Talent Acquisition team to establish goals and objectives for hiring priorities. Provides guidance and coaching and serves as the first resource for hiring managers and recruiters for questions on equitable hiring practices. Compensation and Benefits Partnership Understands compensation principles such as job design, grade structures, and overall compensation philosophy. Knowledgeable of the key principles of Anti-trust laws and FLSA exemption tests. Collaborates with colleagues to influence compensation programs that attract, engage, and reward talent. Partners with Compensation and internal clients to address day-to-day operational pay administration issues. Learning and Organizational Development Partnership Identifies learning/training needs for teams and individuals and recommends opportunities and resources for respective functional units. Coach managers on performance management, feedback, employee development and career pathing. Partner with leadership on organizational and people related strategy and execution. Employee Experience Partnership Gather, collect and interpret data that assists managers with developing action plans and strategies to improve employee engagement and the overall employee experience. Identifies and recommends Learning/Training opportunities and resources for Human Resources and respective functional units. All roles must demonstrate GBMC Values GBMC Values Value Description Respect I will treat everyone with courtesy. I will foster a healing environment.
Excellence I will strive for superior performance in every aspect of my work. I will recognize and celebrate the accomplishments of others.
Accountability I will be professional in the way I act, look and speak. I will take ownership to solve problems.
Teamwork I will be engaged and collaborative. I will keep people informed.
Ethical Behavior I will always act with honesty and integrity. I will protect the patient.
Results I will set goals and measure outcomes that support organizational goals. I will give and accept help to achieve goals.
Pay Range $72,782.10 - $123,729.56Final salary offer will be based on the candidate's qualifications, education, experience and alignment with our organizational needs. COVID-19 Vaccination All applicants must be fully vaccinated against Covid-19 or obtain a GBMC approved medical or religious exemption prior to starting employment at GBMC Healthcare, to include Gilchrist and GBMC Health Partners. Equal Employment Opportunity GBMC HealthCare and its affiliates are Equal Opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, mental or physical disability, genetic information, veteran status, or any other status protected by federal, state, or local law. | |