About Us
Located 25 miles south of Rockford and 75 miles west of Chicago, Rochelle Community Hospital has been a cornerstone of the Rochelle community for over a century. As a critical-access hospital, our staff provides state-of-the-art emergency care, diagnostic testing, home healthcare resources, rehabilitation, occupational health, inpatient care, and surgery, as well as a variety of other outpatient services. At Rochelle Community Hospital, quality care isn't just our job, it's our passion. We strive not only to deliver the highest quality and value to our patients, but also to our physicians and staff. As a member of our team, you can expect to work alongside our team of highly trained staff and administrators as we set out to create a higher standard of healthcare for our community.
Application Process
ALL RESUMES AND APPLICATIONS NEED TO BE SUBMITTED THROUGH ILLINOISJOBNETWORK.COM TO BE CONSIDERED. Please be advised that your application is not complete until you fill out, sign, and submit an Application for Employment for a specific position for which Rochelle Community Hospital is actively recruiting. Your application must reflect that you possess the required qualifications for the position. No sponsorships available.
POSITION SUMMARY
The Human Resources Manager is responsible for the overall planning, organizing, implementing, and controlling of the human resources functions of the institution to promote the effective and efficient utilization of hospital personnel; ensuring that each department's compliance with the institution's human resources policies and procedures is consistent throughout the institution; plans, coordinates, and administers policies, procedures, and programs that relate to all phases of the human resources activities, including strategic leadership, talent management and workplace planning, employee engagement and culture, compensation, benefits and compliance. Keeps Administration informed of all personnel matters.
DUTIES AND RESPONSIBILITIES
Strategic Leadership
- Serves as a key advisor to the CEO and executive team, shaping workforce strategies that support the company's long-term goals and cultural vision.
- Participates in decision-making, guiding organizational design, succession planning, and change management initiatives to ensure leadership continuity and business agility.
- Ensures that people strategies directly contribute to organizational performance; acting as the architect of the company's workforce, designing systems and processes that support growth, innovation, and a competitive advantage in talent management.
- Provides strategic guidance on people issues and HR best practices.
Talent Management and Workplace Planning
- Oversee talent acquisition, recruitment, and retention strategies, ensuring the organization attracts and retains top talent.
- Manages performance evaluations, career development programs, leadership development initiatives, and succession planning aligning employee growth with organizational needs.
- Serves as key advisor to the Chief Executive Officer, Administration, Departmental Management and Supervisors with regard to personnel administration issues and the effective and efficient utilization of human resources.
- Uses workforce analytics and predictive data to make informed decisions about hiring, retention, and performance.
- Ensures uniformity in the application of hiring criteria, selection procedures, job posting practices, establishment of salary rates, and transfer protocols.
Employee Engagement and Culture
- Fosters a positive work environment by promoting employee engagement, diversity, equity, and inclusion initiatives.
- Builds and maintains effective working relationships with executive team, provider base, management team and employees to foster a positive work environment.
- Defines and nurtures company culture, implements feedback mechanisms, and models desired behaviors across leadership teams.
- Mediates conflicts, resolves employee grievances, and ensures fair labor practices, creating a culture that supports collaboration, innovation, and productivity.
Compensation, Benefits, and Compliance
- Designs and administers competitive compensation, benefits, and executive incentive programs.
- Ensures compliance with labor laws, regulations, and ethical standards, regularly reviewing HR policies to maintain legal and organizational alignment.
- Provides management-level personnel with an interpretation of federal and state labor laws as well as internal institutional policies. Initiates, develops, and recommends personnel and managerial policies, procedures, and programs to Administration.
- Plans, coordinates, and administers the institution's compensation program.
- Maintains institution-wide compensation systems through performance of job audits, internal comparisons of positions, external salary surveys, and monitoring of classification structure for all jobs, position descriptions content, title usage, salary grades, and individual rates of pay.
- Oversee input and continued maintenance of all data processing information relative to employment, payroll, and employee benefits.
- Ensure all policies are in compliance with industry standards and legislation.
- Oversees the review process, provides recommendations, and develops employee handbooks, summary plan descriptions, memos, and other materials, as well as facilitates and leads various meetings.
- Advises Administration, Departmental Management, Supervisory staff, and employees as to the proper interpretation of various personnel and managerial policies, procedures, and regulations.
- Recommends policies and procedures to achieve institutional objectives while ensuring maximum utilization and retention of paid personnel.
- Manages and oversees the hospital's various benefit programs and monitors their cost effectiveness; proposes policy and benefit changes to Administration.
- Oversee operation of all employee benefit programs, including initial enrollments, claims documentation, and the processing and termination of coverage at time of separation from work force.
- Administers the hospital's compliance with various governmental regulations affecting labor, i.e. Affirmative Action Plan, Equal Employment Opportunity Act, Fair Labor Standards Act, Age Discrimination Act, Equal Pay Act, Rehabilitation Act, National Labor Relations Act, The Joint Commission, Illinois Department of Public Health and -other significant articles of legislation.
- Monitors the personnel and management information systems of the hospital.
- Maintains a comprehensive record-keeping system for all employee information needs; devises forms relative to personnel activities; organizes departmental data to increase centralization of statistics while promoting rapid retrieval for internal and external reporting purposes; complete required federal, state, and other health care regulatory reports.
- Supervises and evaluates the performance of the Human Resources staff members.
- Represents the institution at outside conferences, labor hearings, and seminars related to human resources activities.
- Examines the unemployment claims of the organization to ascertain that the organization is properly protected against loss. Acts as a liaison with appropriate agencies.
- Works closely with legal counsel to mitigate any potential legal risks.
Organizational Development and Change Management
- Leads initiatives to enhance organizational effectiveness, including HR strategies that are integrated with business objectives, supporting both current operations and future growth.
- Aligns diversity and inclusion efforts with company values and measures their effectiveness.
- Leads employee communication initiatives and handles employee relations issues.
- Monitors the criteria-based performance evaluation system to ensure the fair and equitable treatment of employees based on actual employee performance. Coordinates the institution's job evaluation program.
- Counsels employees on matters relating to their employment at the hospital.
- Coordinates the hospital's grievance program and acts as an advisor to all parties during the various levels of the process.
- Furnishes recommendations on courses of action in handling employee problems and concerns to Administration, Department Managers, and Supervisors.
- Investigates causes of disputes and employee disciplinary problems; recommends follow-up action to management, including verbal and written warnings, suspension, and discharge action in conjunction with established institutional policy.
General Hospital Expectations:
- The Joint Commission requires healthcare organizations to establish and enforce strict standards of behavior to ensure a safe, respectful, and high-quality care environment.
- Participate in quality improvement initiatives, performance improvement activities, departmental meetings and organizational meetings as required.
- Maintain required training and/or education per hospital guidelines.
- Legal Right to Practice; credential, licensure, certification, membership
- HealthStream Modules
- Follow and maintain all employee health and safety policy while on duty.
- Adhere to all safety protocols, including utilizing proper lifting techniques and asking for assistance when loads exceed individual capacity and follow any required protective equipment (PPE) for peers, patients and community.
- Promptly report safety issues such hazardous conditions, job-related injury or illness, and seek guidance or treatment.
- Follows all professional standards, policies, procedures, best practices, clinical protocols of federal/state/local requirements and regulatory organizations.
- Maintains strict confidentiality of patients, records, department and hospital information applicable to HIPAA and law/policy.
- Portrays professional, positive, caring, high-quality, safe and kind experience for visitors, patients, physicians and staff.
- Supports and promotes an environment conducive to Standards of Behavior, Mission, Vision and Values of the hospital.
- Other duties as assigned within scope of job and organization.
POSITION QUALIFICATIONS
Education:
- Master's degree in human resources, Business Administration, or Organizational Psychology preferred.
Minimum Required:
- Bachelor's degree in Human Resources, Business Administration, or related field required. Equivalent combination of progressive senior-administrative growth, work experience and education will be considered.
Licensure/Certification or credentials:
- SPHR, SHRM-SCP, or other senior-level HR certification highly preferred.
Experience Level:
- 5+ years of progressive HR leadership experience.
Skills/Competency:
- Deep knowledge of employment law, compensation structures, and HRIS platforms.
- Expertise in strategic planning, talent management, and organizational design.
- Experience with workforce integration, and executive coaching.
- Strong command of HR metrics, analytics, and reporting tools.
- Proficient with Microsoft Office Suite or related software.
- Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
- Above average computer skills and proficiency required with the Microsoft Office software: Word, Excel, Outlook, and PowerPoint.
- Requires prior experience in an office setting.
- Inspirational leadership and emotional intelligence.
- Strong communication skills required, to include relationship-building, conflict resolution and interacting with the public.
- Change management and cultural transformation expertise.
- Cross-functional collaboration and executive influence.
- Excellent organizational skills, attention to detail and the ability to work under the pressure of multiple requests.
- Strong analytical and problem-solving skills.
- Ability to prioritize tasks and to delegate them when appropriate.
- Ability to act with integrity, professionalism, and confidentiality.
WORK ENVIRONMENT/PHYSICAL DEMANDS
Typical Working Conditions:
Fosters collaboration, open communication, and employee well-being, leading to excellent patient care and job satisfaction. Working in hospitals/clinics involves interacting with patients, and exposure to communicable disease, bodily fluids, medicinal preparations, cleaning fluids and other hazardous conditions common to the healthcare environment.
The Human Resources Manager works under the pressure of multiple requests in a fast-paced, highly collaborative, and technology-driven environment.
Physical Demands/Activities:
The ideal candidate must be able to perform essential job functions and complete all physical requirements of the job with or without reasonable accommodation. Exertion: Light- Lifting/Carrying/Moving, occasionally not more than 25 lbs. maximum, with frequent Lifting/Carrying/Moving of objects weighing up to 10 lbs., constantly exerting up to 5 lbs. If exert beyond limit must use proper techniques and assistance tools.
- Mobility: Job requires 25% walking, reaching, bending, pushing, pulling and office setting with long hours of sitting.
- Sensory Abilities: Visual/hearing acuity with or without corrective devices required.
- Dexterity: Continuous use of hands/fingers for keyboarding 75% of workday.
- Communication: Demonstrates the ability to work accurately and effectively in oral and written directions.
- Enjoys engaging respectfully and productively with colleagues, contributing to a supportive and team-oriented workplace.
- Able to meet tight deadlines in a fast-paced work environment.
- Able to assess the accuracy, neatness and thoroughness of the work assigned.
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Rochelle Community Hospital
Annual: $110,000 to $140,000 - Pay Based On Experience, Paid Time Off, Paid Holidays, Paid Sick Leave, Shift Premiums, Health, Vision and Dental Insurance (eligible 1st of month after hire date), Company Paid Life & Disability Insurance, 401(k) Plan + Co
Nov 04, 2026