Recovery Network of Programs Jobs Hiring Now

Recovery Network of Programs, Inc. (RNP), is a private, non-profit, social service agency which has been serving the Greater Bridgeport Community and Fairfield County area since 1972. RNP is dedicated to helping those living with substance use, mental health disorders, gambling addiction and homelessness. Our mission is to restore hope, health, and wellbeing for individuals and families in a recovery environment that embraces compassion, dignity, and respect.

In accordance with RNP's Mission Statement, Philosophy of Client Care and Code of Ethics as stated in the Personnel Policies, and under the supervision of the Chief Executive Officer, the Chief Human Resources Officer is responsible for the direction and coordination of all human resource management functions throughout the organization.

The Chief HR officer is a valued member of the Executive Team. They will collaborate with the C-Suite in order to accomplish strategic goals and growth for the agency. Team meetings are held regularly so the team may provide suggestions/solutions as well as updates on action steps for areas they each oversee.

This role is based in our Shelton, CT office 5 days a week, Monday-Friday, typically 9 am- 5 pm with evening and weekend support needed on occasion. RNP program site visits, including but not limited to Bridgeport and Stratford areas, are expected to occur regularly with Directors, Managers, and Staff.

Job Responsibilities Include but are not Limited to the Following:

Executive Team:

• Provides guidance, support, and advice on effective change management during strategic planning and implementation of new initiatives with the Executive Team.
• Provides information to the CEO and the Board of Directors as requested with status on projects/goals.
• Plan for new program staffing and provide compensation ranges.
• Review current staffing and anticipate succession planning and movement within the agency.
• In accordance with the 1115 waiver, map out staffing at affected programs, analyze education and credentials of staff, and identify movement needed to meet 1115 requirements by the June 2024 deadline.
• Participates in manager and department team meetings which include quality assurance and improvement activities.
• Handles any matters/projects assigned as needed by CEO.
• Attends monthly RNP Board of Directors meetings and other RNP/Community sponsored events.

Policies:

• Reviews all personnel policies and edits handbook annually to address necessary/suggested changes which are reviewed and approved by the Executive Team. Creates new policies as needed.

Employee Relations and Staff Oversight:

• Coach employees experiencing difficulties in the workplace. Provides managers support and training related to appropriately handling employee issues.
• Handles complex employee relations issues and investigations while documenting meetings. Provides updates to the CEO and management as needed. Works diligently to avoid legal claims.
• Provides thorough comprehensive documentation to support RNP with employee legal claims and is part of the interviews process when required.
• Conducts employee terminations. Alerts the HR team of involuntary terminations so they may update the HRIS and notify IT and Operations to disable computer and facility access. Notifies payroll department of termination.
• Refines performance management systems through the creation of updated job descriptions, objective and measurable performance appraisals, and an incentive system for staff recognition.
• Provides coaching to managers on how to have difficult conversations with employee’s regarding performance, professional behavior in the workplace, etc. Reviews all letters of direction, performance improvement plans and draft termination letters.
• Meets with managers and staff to address concerns or to follow grievance procedures.
• Reviews stay interview and exit interview feedback HR team collects and provides information to CEO, Chiefs and Dept. Heads/Directors.

Recruiting:

• Takes the lead on RNP branding initiatives externally for recruiting efforts on social media, job boards, college sites, HRSA and RNP website.
• Manages HRSA site visits and portal verification to include eligible outpatient programs so specific staff may take part in tuition forgiveness.
• Conducts annual Top Workplace employee surveys to obtain culture excellence and top workplace recognition awards. Uses survey feedback to create action steps where possible.

Compensation:

• Conducts compensation surveys at a minimum bi-annually to ensure RNP’s is providing staff fair and equitable compensation that is slightly above the average of similar organizations in the area. Suggests compensation and incentive structure to the Executive team and reviews all employees’ compensation, partnering with the CFO for final review.

Benefits:

• Works with benefits brokers to determine best options for plan design for all health and welfare plans including medical, dental, life, disability, and ancillary and flexible spending accounts.
• Acts as liaison with various insurance carriers, third party vendor and benefits broker to foster effective relationships with all representatives. Participates in the benefit RFP process with the broker and coordinates Executive Team presentations. Advocates for best annual plan/premium changes so the agency and employees have minimal premium increases annually and benefits are competitive with the market.
• Manages annual open enrollment period each year, including scheduling enrollment meetings for staff. In conjunction with benefits broker and HR Operation Manager, arranges for distribution of materials from carriers, assists with communicating changes to employees and arranges for virtual/on-site representation by providers and benefits broker. Conducts employee presentations as required. Oversees benefits enrollment changes and vendor file feeds within deadlines.
• Reviews and approves monthly invoices from insurance providers, resolves discrepancies with third party vendor/carriers and submits approved invoices to the finance department for payment.
• Oversees workers' compensation process and OSHA compliance, maintaining communications with the carrier and the affected employee and supervisors as needed. Advises Executive Team of safety issues contributing to workers' compensation claims.
• Oversees the unemployment compensation process by collaborating with third party unemployment vendor, reviewing paperwork for separated employees the HR Operations Manager compiles, responds to Department of Labor notices regarding hearings and claims, and attends unemployment and appeals hearings.
• Oversees FMLA and CT Paid Leave Act regulations are being followed and communicated to employees efficiently and accurately.
• Oversees communications with employees, supervisors, and payroll regarding PTO, ELB and other RNP provided benefits.

Compliance:

• Prepares or reviews reports the HR team has created using Paycom or MS Office programs related to benefits, ACA, FMLA, EEO, OSHA. benefits comparisons, turnover, compliance, performance management or other HR functions as requested or required.
• Oversees that the HR team keeps personnel file contents compliant with state, federal and funding source requirements for all employees; ensures licenses/certifications are up-to-date and on file for all employees in clinical or medical positions.
• Ensures all mandatory postings, State and Federal, are up to date at each program site
• Oversees documentation and approvals for professional license renewal, certification, and tuition reimbursements. Ensures files are prepared and up to date per policy for audits such Dept. of Health and CARF.
• Manages all reporting compliance in conjunction with payroll to ensure all appropriate information is tracked, monitored, and transmitted in accordance with state, federal, and vendor deadlines.

Qualifications

• Bachelor’s degree in human resources, business, or related degree required; master’s degree preferred.
• SPHR/SHRM-SCP certification preferred
• Minimum of ten (10) years of human resource experience with five (5) being in a non-profit organization preferably.
• Minimum of three (3) years of experience administering employee benefit plans and employee relations.

• Thorough understanding of COBRA, ERISA, FMLA, ACA and related state and federal regulations as it applies to human resource related issues.
• Strong analytical and problem-solving skills, presentation skills and a high attention to detail required.
• Experience designing and conducting HR and supervisory training.
• Considerable knowledge of federal and state laws and regulations as it pertains to human resources.
• Ability to establish and maintain cooperative professional relationships.
• Excellent communication skills
• Valid Connecticut driver's license is required.

All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, disability, veteran status or any other characteristic protected by law.

Bachelor’s degree in human resources, business or related degree required; master’s degree preferred.

• PHR/SHRM-CP certification preferred; Incumbents may be required to secure PHR Certification granted by the Society of Human Resources Management • Minimum of ten (10) years of human resource experience with five (5) being in a non-profit organization preferably.

• Minimum of three (3) years of experience administering employee benefit plans and employee relations.
• Thorough understanding of COBRA, ERISA, FMLA, ACA and related state and federal regulations as it applies to human resource related issues.
• Strong analytical and problem-solving skills, presentation skills and a high attention to detail required.
• Experience designing and conducting HR and supervisory training.
• Considerable knowledge of federal and state laws and regulations as it pertains to human resources.
• Ability to establish and maintain cooperative professional relationships.
• Excellent communication skills
• Valid Connecticut driver's license is required

RNP is offering a Total Rewards Compensation Package of $190-$210k which includes incentive compensation, benefits contributions, and a base salary between $150k-165k which is dependent on experience. RNP values work life balance and offers generous paid time off and additional benefits as noted below:

Benefits

• Up to 5 weeks of Paid Time Off annually
• 5 days of Extended Leave Time annually
• 14 Paid Holiday, 1 Birthday Holiday which include 5 bankable holidays per year.
• Dental and Vision options through Aetna
• Medical plan options through Cigna with Employer contribution to spending account
• Flexible Healthcare, Dependent Care Account, or Health Savings Account
• Transamerica 403b Employer Contribution Retirement Plan with no vesting period
• Up to $2,000 annually for tuition or certification reimbursement
• Ability to attend national conferences with all expenses covered by the organization.
• Potential eligibility for Public Student Loan Forgiveness (PSLF)

• Employee Assistance Program • Basic Life insurance at no cost to the employee

Recovery Network of Programs, Inc.

2 Trap Falls Rd. Suite 405, Shelton, CT 06484

https://recovery-programs.org/

All qualified candidates will receive consideration for employment without regard to race, color, religion, sex,

sexual orientation, gender identity, national or ethnic origin, age, disability, veteran status or any other characteristic protected by law