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Plans, develops, establishes, implements, and administers the personnel and human resources management function in accordance with objectives of organization. Directs human resource functions including staffing, employee orientation, education, and training, management development, employee and labor relations, affirmative action compliance, policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance. Directs staff personnel who assist in identifying, evaluating, and resolving human relations and work performance problems within establishment to facilitate communication and improve employee human relations skills and work performance. Typically reports to the Chief Executive Officer or the Chief Operations Officer; and Human Resources Director may report to this position.: Confers with organization officials to plan business objectives, to develop organizational policies, and to coordinate specific functions. Functions may include safety and health and security. Talks informally with establishment personnel and attends meetings to facilitate effective interpersonal communication among participants and to ascertain human relations and work-related problems that adversely affect employee morale and establishment productivity. Evaluates human relations and work-related problems and meets with supervisors, managers, and executives to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Responsible for training to instruct establishment managers, supervisors, and workers in human relation skills, such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills. May approve individuals for technical job-related skills training to improve individual work performance. May have responsibility for labor contract negotiations.

Board Vice Chair (Outside Member)

Assists the Chairman of the Board of Directors. This is typically an elected position where individual serves the needs of shareholders.: May direct board meetings. Votes on various matters. Manages various committees. Likely unpaid for service if an inside member who also serves as a member of management. As an outside board member, pay is for board meeting and committee meeting attendance, plus other activities related to that service.

Pharmacy Vice President

Provides executive leadership for operations, growth, and financial performance of pharmacy operations.: Responsible for the planning, supervision and successful execution of all activities related to the pharmacy's operations to ensure accuracy in the dispensing of products and information. Develops and implements operational efficiencies throughout the pharmacy. This position is responsible for all pharmacy practice and regulatory issues of the pharmacy to include compliance with regulatory issues, corporate policies, standards and operating procedures. Plans, organizes, implements and evaluates outcomes of the pharmacy department’s strategic plans. Performs regular data analysis of pharmacy data and pharmaceutical cost reports to identify variances and root causes so that areas of focus may be identified and resources may be appropriately deployed. Prepares and manages the departmental budget. Hires, develops and motivates a qualified pharmacy department staff. May be responsible for sales and marketing of pharmacy services. This position typically requires a Bachelor’s in Pharmacy, a Pharm.D., a Pharmacist license, six years of pharmacy experience, and strong clinical decision-making skills.

Vice President Health Services

Provides executive leadership in the reduction of medical costs, delivery of health care services, and improvement in the healthcare of enrollees.: Develops and implements policies and procedures for inpatient and outpatient utilization that result in delivery of medical care in a cost effective and qualitative manner. Plans, organizes, implements and evaluates outcomes of various departments’ strategic plans. Develops strategic initiatives and transforms initiatives into action plans. Performs regular data analysis of hospital census, authorization information and medical cost reports to identify variances and root causes so that areas of focus may be identified and resources may be appropriately deployed. Works closely with the Medical Director to ensure that medical services are provided in an efficient and effective manner. Prepares and manages the departmental budget. Hires, develops and motivates a qualified medical department staff. An advanced degree in a field of health is typically required for this position. The position requires strong clinical and quality improvement knowledge.

Executive Vice President

Approves, revises, and implements overall corporate growth strategies and personnel activities. As title practices vary among organizations, this level may be called Executive Vice President, Senior Vice President, or other variations depending on the organization. In smaller organizations the Senior or Executive title may not exist and the position may be referred to as a Vice President. This position is distinguished in that it is responsible for a broad range of activities or functions in the organization and typically reports to the President/Chief Executive Officer. In larger organizations, Vice President level position(s) may report to the Executive Vice President.: Develops, recommends, evaluates and obtains approval of all major corporate personnel and operational plans and programs. Selects, develops, and motivates necessary management talent. Guides the development of innovative compensation and benefit programs and provides cost control of this element. Contributes to solutions of major public problems. May direct operations and/or administration functions. May provide staff support services to operating groups in the areas of operations, distribution, personnel, and corporate office administrative services, and participate as a member of the Executive Committee in planning and controlling corporate growth and evaluating performance against objectives.

Human Resources Director

Organizes, plans, develops, and directs the implementation and administration of human resources functions and carries out policies and procedures relating to all phases of human resources activities. Directs activities relating to personnel rules and regulations, staffing, employee education and training, management development, labor relations, affirmative action, workers compensation administration, benefits administration, and salary administration. This position may report to the Top Human Resources Officer or the Chief Executive Officer and typically supervises the Employee Relations Manager and/or the Human Resources Manager; however, in smaller organizations all levels of management may not be present.: Approves and directs new employee orientation to foster positive attitude toward company goals. Investigates problems incidental to sound and uniform personnel administration, such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolutions. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Recommends and implements procedures to reduce absenteeism and turnover. Prepares budget of human resources operations. Recruits, interviews, and selects employees to fill vacant positions. May investigate accidents and prepare reports for insurance carrier. May conduct wage surveys within labor market to determine competitive wage rate. May contract with outside suppliers to provide employee services, such as food services, transportation, or relocation service.

Human Resources Top Officer

Advertising Agency President

Oversees, directs, and coordinates the overall administration and all activities of an advertising agency. Formulates plans to extend business with established accounts. Promotes solicitation of new accounts. Plans and executes advertising policies of the organization. Directs subordinate managerial personnel who are engaged in developing and producing advertisements for clients. Creates or directs the creation of media to further the goals of the organization or clients. Confers with department heads to discuss possible new accounts and to outline new policies or sales promotion campaigns. Confers with officials of newspapers, radio, and television stations, billboard advertisers, and advertising agencies to negotiate advertising contracts.: Coordinates activities of organization's departments, such as sales, graphic arts, media, finance, and research, who provide effective marketing solutions to clients. Confers with clients, when necessary, to provide marketing or technical advice. Inspects layouts and advertising copy, and edits radio and television scripts for adherence to specifications. Allocates advertising space to departments or products of establishment. Reviews and approves television and radio advertisements before release. Reviews rates and classifications applicable to various types of advertising and provides authorization. Directs research activities concerned with gathering information or with compilation of statistics pertinent to planning and execution of advertising sales promotion campaign. Conducts meetings with agency personnel to outline and initiate new advertising policies or procedures. May authorize information for publication, such as interviews with reporters or articles describing phases of establishment activity. May serve as establishment representative for geographical district or department. May transact business as agent for advertising accounts. May direct preparation of special promotional features. May monitor and analyze sales promotion results to determine cost effectiveness of promotion campaign.

Human Resources Training Manager

Manages the activities related to various training and educational programs for an organization. Assesses and identifies individual or group training needs, and administers plans, procedures, and programs to meet training needs. Prepares a variety of training aids and materials. Typically reports to director level and supervisory level reports to this position.: Keeps informed of new training methods. Determines appropriateness of contracting with outside vendors to accomplish organization's training goals and objectives. Analyzes training program effectiveness and submits reports and recommendations to management. Prepares and approves budgets and travel plans. Recruits, hires, trains staff, evaluates employee performance, and recommends or initiates promotions, transfers, and disciplinary action.

Human Resources Manager EEO

Manages and coordinates activities of departmental personnel engaged in inspecting and investigating Equal Employment Opportunity/Affirmative Action issues or complaints to ensure compliance with Federal, State, or municipal laws, utilizing knowledge of agency's purposes, rules, regulations, procedures, and practices. Investigates complaints and/or assigns specific duties to inspectors and/or investigators either directly or through subordinate staff. This position typically reports to EEO Director and may have EEO Supervisor reporting to it; however, in smaller companies the manager may be the first level supervisor over subordinate staff.: Prepares reports mandated by government agencies. Reviews agency's current workload status, schedules, and individual personnel assignments and expertise to establish priorities and to determine ability to accept and complete future commitments. Reviews work reports, papers, rulings, and other records prepared by subordinate personnel for clarity, completeness, accuracy, and conformance with agency policies. Routes approved reports and records to designated individuals for action or for information. May participate in or make initial and/or advanced level investigations, tests, or rulings. May testify in court and/or before control or review board. May be required to be certified in designated specialty area.

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