Applicants will only be eligible to proceed with the hiring process if the applicant: (1) is fully vaccinated and can provide proof of vaccination; or (2) qualifies for a medical or religious exemption that can be accommodated by Eisenhower Health.

Management & Supervision
Human Resources
Full Time
8 Hour Shift
Rancho Mirage, CA 92270
Job #
  • Job Objective: A brief overview of the position.
    • Works under the direction of the Vice President of HR.  The Human Resources Relationship Manager (HRRM) provides direction, guidance, and coaching to management and employees.  The HRRM must understand the business and act in support of the company’s strategy and operating goals.  This position requires independent and collaborative efforts to work at all levels within the organization.  The HRRM will leverage resources and expertise of multiple functions within HR to develop and deliver scalable, customer-focused HR programs and services to the business; implementing them in a way that ensures the program goals are accomplished while meeting the needs of the business.  The HRRM will have working knowledge of all HR functions including but not limited to employee relations, recruitment and retention, coaching/performance management, legal/compliance, compensation and benefits, learning and training/development, and succession planning.
  • Reports to
    • Vice President of Human Resources 
  • Supervises
    • HR Support Representatives; Lead HR Support Representatives; Human Resources Representatives
  • Ages of Patients
    • N/A
  • Blood Borne Pathogens
    • Minimal/No potential
  • Qualifications
    • Education
      • Required: Bachelor’s Degree
      • Preferred: Master’s Degree
    • Licensure/Certification
      • Preferred: PHR/SPHR certification
    • Experience
      • Required: Minimum 10 years of progressive HR experience in a fast-paced HR department
      • Preferred: Healthcare HR knowledge and background
  • Essential Responsibilities
    • Partnership:
      • Acts as point person for leaders in assigned areas of responsibility for HR functions including compensation, benefits, and training support.
      • Effectively maintains direct client responsibility, serves as single point of accountability for multiple business lines and consultant to leadership.
      • Resolves leader and employee concerns by accurately analyzing conflict and determines solid approach to problem solving.
      • Evaluates, promotes, advocates, and articulates the connection between HR work and meeting business objectives.
      • Meets with leaders on a monthly basis and/or as requested.
      • Ensures HR functions are meeting leader’s business objectives and strategies.
    • Workforce/Succession Planning/Recruitment:
      • Leads workforce planning and succession planning initiatives. Annually populates position control log with budgeted FTE’s. Partners with leaders and recruiters for fiscal year workforce planning. Identifies specific workforce projections; works with Directors and recruitment team to create a recruitment strategy. Ensures recruitment strategy is effective and successful.
      • Researches, compiles, and analyzes information pertaining to workforce turnover; provides conclusions and recommendations to leaders; and develops workforce plans in partnership with appropriate leaders.
      • Ensures positions are filled according to plan and in a timely manner.
    • Employee Relations & Culture/Retention:
      • Advocates employee interests and perspectives by listening and identifying key issues and facilitates communication to ensure all views are represented.
      • Manages employee relations function and resolves employee relations issues; provides guidance, direction and recommendations to leaders; interprets policies and procedures; investigates, provides guidance and ensures preparation of documentation for sexual harassment or harassment/hostile work environment issues for management action; ensures the fair treatment of employees; coordinates and participates in unemployment hearings.
      • Maintains documentation of all employee relations matters.
      • Coaches, counsels and advises management through the process of corrective action, separation agreements, layoffs, elimination of jobs and involuntary terminations.
      • Reviews Counseling forms to ensure completeness, consistency and adherence to EMC’s policies and procedures.
      • Rounds regularly throughout client departments speaking with employees.
      • Utilizes employee engagement survey data to guide leaders/employees in creating action plans. Ensures plans are created and completed.
      • Develops retention plans and strategies in partnership with leaders.
      • Oversees the leave of absence process including the interactive/reasonable accommodation process; liaison between employee, leader(s), and recruitment to explore all reasonable accommodations or alternate employment.
    • Compensation:
      • Provide compensation direction and analysis to leaders by evaluating jobs and conducting market surveys to develop salary structures.
    • Regulatory/Miscellaneous:
      • Ensures EMC meets all relevant Joint Commission and Title 22 compliance standards and elements of performance related to HR standards; compiles annual readiness binder.
      • Ensures compliance to State’s regulation regarding Sexual Harassment training for leaders.
      • Leads key projects and events (i.e., employee survey, handbook revision, etc.).
      • Oversees the on-boarding and off-boarding functions by the HR Support Representatives ensuring a consistent and smooth hiring process.
      • Manages and develops HR Support Representatives and HR Representative.
      • Monitors per diem employee hours to support ACA compliance.
      • Ensures quality control of all functions supporting LEAN principles and that all processes are documented and consistent (“hard-wired”).
    • Performs other duties and projects as assigned.