Childswork Learning Center
Portland, OR, USA
Childswork Learning Center Director of People, Culture and Equity
Job Title: Director of People, Culture and Equity Reports To: Executive Director Salary: $68,000 – $75,000 / annually Employment Type: Full-Time, Exempt Location: Portland, OR | On-site role with visits to other campuses (reliable personal transportation required)
About Childswork Learning Center
Childswork Learning Center is a fully funded Preschool for All provider serving 3- and 4-year-olds across three campuses in Portland, Oregon: Cherry Blossom, Tabor, and Hosford. As a Preschool for All partner, Childswork is part of Multnomah County's commitment to providing free, culturally responsive, and inclusive early learning to every family who wants it. With a growing team of faculty and administrative staff, Childswork is at an exciting and consequential moment in its development.
Our people make this work possible. When our staff feel supported, heard, and valued, that energy flows directly into the classrooms and into the lives of the children and families we serve. We are building the internal infrastructure to match our ambitions, and the Director of People, Culture and Equity is central to that work.
About You
You lead with empathy and believe every employee deserves to feel valued and heard, and you understand that this shows up in the details, including the accuracy of a paycheck and the clarity of a benefits explanation. You are a skilled listener who follows through, and people trust you because you do what you say you will. You bring warmth, discreetness, and professionalism to every interaction, whether navigating a sensitive conversation or walking someone through an open enrollment decision. You understand that working in an early childhood environment calls for patience, care, and the ability to hold professional boundaries with genuine intention. You are organized and detail-oriented, able to manage multiple priorities across multiple sites without losing sight of the people behind the paperwork.
You are also approachable and decisive. You know when to be clear, direct, and firm. You are an experienced investigator and employee relations practitioner who can manage a formal grievance process with fairness, consistency, and legal awareness. You are a builder, energized by the opportunity to create systems and infrastructure, not just maintain them. You are a strong coach and thought partner for managers, helping them grow their supervisory skills with practical, grounded guidance. And you are genuinely committed to equity and inclusion, bringing that lens to every aspect of your HR practice, not just the initiatives labeled DEI.
Position Summary
This is a newly created position and the first dedicated HR leadership role in Childswork's history. The Director of People, Culture and Equity will build the organization's human resources function from the ground up, establishing the systems, policies, and practices that will support a growing, multi-campus workforce. This role reports directly to the Executive Director and serves as a senior leader and thought partner across the organization.
The Director will bring both warmth and decisiveness to their work. They will be a trusted resource for staff navigating workplace concerns, a skilled investigator when issues require formal attention, a coach for managers building their supervisory skills, and an equity-committed leader who embeds culturally responsive values into every people practice. This is a hands-on role that requires someone equally comfortable developing policy and sitting across from an employee in a difficult conversation. Regular in-person presence is essential to building the staff relationships and school culture that define who we are.
Key Responsibilities
HR Policy Development & Compliance (15%)
• Establish Childswork's HR function as a new internal department, including systems, processes, workflows, and documentation
• Lead a comprehensive review and update the Employee Handbook to ensure policies are current, legally compliant, clearly written, and reflective of Childswork's equity and inclusion values
• Develop and implement HR policies in partnership with the Executive Director and Business Operations Manager
• Maintain accurate, organized, and confidential employee files in compliance with all federal, state, and local recordkeeping requirements
• Conduct periodic file and compliance audits across all campuses
Employee Relations (20%)
• Serve as the primary point of contact for employee concerns, complaints, and workplace disputes across all three campuses
• Administer staff engagement surveys and translate results into actionable recommendations for leadership
• In collaboration with leadership, support to ensure ongoing staff recognition initiatives to maintain a positive workplace environment
• Lead or oversee formal workplace grievances, ensuring processes are thorough, documented, legally defensible, and equitable in a timely manner
• Coach managers and supervisors through difficult conversations, performance concerns, and personnel decisions
• Conduct exit interviews and use findings to inform retention strategy and culture improvement
Recruitment (15%)
• Manage the full recruitment lifecycle including job postings, applicant screening, interview coordination, reference and background checks, and offer letters
• Partner with site directors and education leadership to anticipate and plan for staffing needs, including the hiring ramp for the new campus
• Ensure hiring practices are equitable, inclusive, and legally compliant at every touchpoint to ensure they are reflective of Childswork’s values
• Maintain a positive and welcoming candidate experience throughout the process
• Coordinate required background clearance processes (Criminal Background Registry, Oregon Registry, and fingerprinting)
Onboarding, Training, and Professional Development (15%)
• Design and facilitate a welcoming, thorough onboarding experience that sets new employees up for success and reflects Childswork's culture
• Coordinate new hire paperwork, systems access, benefits enrollment, and orientation to Childswork's culture and expectations across campuses
• Identify training needs across campuses in partnership with department leads and develop responsive programming
• Coordinate and facilitate staff training sessions, workshops, and professional development opportunities
• Track training completion and maintain records to ensure compliance with required certifications or continuing education
Payroll and Benefits Administration (10%)
• Ensure compliance with federal, state, and local wage and hour laws, including Oregon-specific requirements
• Collaborate with the Business Operations Manager and accountant on payroll processes, flagging HR-related issues as they arise
• Administer health, dental, vision, life insurance, FSA/HSA, retirement, and other employee benefit programs
• Guide employees through benefits enrollment with clarity and patience, ensuring they understand and can make full use of what is available to them
• Manage open enrollment from end to end, including communications, deadlines, and system updates
• Ensure compliance with ACA, COBRA, Paid Leave Oregon, and related regulations
Equity, Culture, and DEI Leadership (25%)
• Champion a workplace culture where every employee, across all campuses and roles, feels genuinely valued, heard, and supported
• Serve as Childswork's internal equity leader, embedding culturally responsive practices into hiring, onboarding, training, performance management, and daily HR operations
• Responsible for and partners with external DEI consultant on roadmap development, initiative implementation, and integration of equity goals into organizational policy
• Lead and track progress on internal coordination of DEI initiatives, including scheduling, communications, and staff follow-through that empowers staff to experience a sense of belonging
• Support recognition initiatives and help celebrate employee milestones and contributions
Qualifications
Required
• Bachelor's degree in Human Resources, Education Administration, Business, or a related field
• 5+ years of progressive HR experience:
• HR generalist experience, including payroll, benefits, and recruitment
• Direct responsibility and experience in employee relations, workplace investigations, and HR policy development
• Strong working knowledge of employment law and HR compliance, including Oregon-specific requirements
• Demonstrated commitment to diversity, equity, and inclusion in the workplace
• Proven ability to establish culture and coach supervisors/managers through performance and personnel matters
• Proficiency with HRIS and payroll platforms (e.g., Gusto, ADP, Paychex, Rippling, or similar)
• Strong interpersonal, communication, written, and presentation skills
• Access to reliable personal transportation and the ability to work regularly across multiple Portland campuses
• Ability to successfully complete a Criminal Background Registry check, Oregon Registry application, and fingerprinting (costs covered by Childswork)
Preferred
• Experience working in an early childhood education, school, or nonprofit setting
• PHR, SHRM-CP, SHRM-SCP, or equivalent professional HR credential
• Experience building a first HR department or establishing HR infrastructure in a growing organization
• Experience working within a publicly funded program or government-contracted environment
Compensation and Benefits
In compliance with Oregon's pay transparency requirements, Childswork provides the following salary range for this position:
Entry-level (1–2 years experience): $55,000 – $60,000 Mid-level (3–5 years experience): $60,000 – $68,000 Experienced (5+ years): $68,000 – $75,000 Final compensation will be commensurate with experience, qualifications, and alignment with Childswork's compensation structure.
Benefits include:
• Comprehensive health, dental, and vision insurance
• 403(b) retirement plan
• Generous paid time off and school-year holidays
• A collaborative, mission-driven team that genuinely loves what they do
Childswork Learning Center is an equal opportunity employer committed to building a diverse, inclusive, and joyful workplace. We strongly encourage candidates of color and those with lived experience in early childhood or educational settings to apply.
Application Information
Nonprofit Professionals Now is excited to support Childswork Learning Center in this key leadership role. All interested applicants need to submit a resume and cover letter. All candidate information will be reviewed, and candidates moving forward in the process will be contacted directly.
Portal Link: https://apptrkr.com/7205725 Application Deadline: June 21, 2026
Full Time
Childswork Learning Center Director of People, Culture and Equity
Job Title: Director of People, Culture and Equity Reports To: Executive Director Salary: $68,000 – $75,000 / annually Employment Type: Full-Time, Exempt Location: Portland, OR | On-site role with visits to other campuses (reliable personal transportation required)
About Childswork Learning Center
Childswork Learning Center is a fully funded Preschool for All provider serving 3- and 4-year-olds across three campuses in Portland, Oregon: Cherry Blossom, Tabor, and Hosford. As a Preschool for All partner, Childswork is part of Multnomah County's commitment to providing free, culturally responsive, and inclusive early learning to every family who wants it. With a growing team of faculty and administrative staff, Childswork is at an exciting and consequential moment in its development.
Our people make this work possible. When our staff feel supported, heard, and valued, that energy flows directly into the classrooms and into the lives of the children and families we serve. We are building the internal infrastructure to match our ambitions, and the Director of People, Culture and Equity is central to that work.
About You
You lead with empathy and believe every employee deserves to feel valued and heard, and you understand that this shows up in the details, including the accuracy of a paycheck and the clarity of a benefits explanation. You are a skilled listener who follows through, and people trust you because you do what you say you will. You bring warmth, discreetness, and professionalism to every interaction, whether navigating a sensitive conversation or walking someone through an open enrollment decision. You understand that working in an early childhood environment calls for patience, care, and the ability to hold professional boundaries with genuine intention. You are organized and detail-oriented, able to manage multiple priorities across multiple sites without losing sight of the people behind the paperwork.
You are also approachable and decisive. You know when to be clear, direct, and firm. You are an experienced investigator and employee relations practitioner who can manage a formal grievance process with fairness, consistency, and legal awareness. You are a builder, energized by the opportunity to create systems and infrastructure, not just maintain them. You are a strong coach and thought partner for managers, helping them grow their supervisory skills with practical, grounded guidance. And you are genuinely committed to equity and inclusion, bringing that lens to every aspect of your HR practice, not just the initiatives labeled DEI.
Position Summary
This is a newly created position and the first dedicated HR leadership role in Childswork's history. The Director of People, Culture and Equity will build the organization's human resources function from the ground up, establishing the systems, policies, and practices that will support a growing, multi-campus workforce. This role reports directly to the Executive Director and serves as a senior leader and thought partner across the organization.
The Director will bring both warmth and decisiveness to their work. They will be a trusted resource for staff navigating workplace concerns, a skilled investigator when issues require formal attention, a coach for managers building their supervisory skills, and an equity-committed leader who embeds culturally responsive values into every people practice. This is a hands-on role that requires someone equally comfortable developing policy and sitting across from an employee in a difficult conversation. Regular in-person presence is essential to building the staff relationships and school culture that define who we are.
Key Responsibilities
HR Policy Development & Compliance (15%)
• Establish Childswork's HR function as a new internal department, including systems, processes, workflows, and documentation
• Lead a comprehensive review and update the Employee Handbook to ensure policies are current, legally compliant, clearly written, and reflective of Childswork's equity and inclusion values
• Develop and implement HR policies in partnership with the Executive Director and Business Operations Manager
• Maintain accurate, organized, and confidential employee files in compliance with all federal, state, and local recordkeeping requirements
• Conduct periodic file and compliance audits across all campuses
Employee Relations (20%)
• Serve as the primary point of contact for employee concerns, complaints, and workplace disputes across all three campuses
• Administer staff engagement surveys and translate results into actionable recommendations for leadership
• In collaboration with leadership, support to ensure ongoing staff recognition initiatives to maintain a positive workplace environment
• Lead or oversee formal workplace grievances, ensuring processes are thorough, documented, legally defensible, and equitable in a timely manner
• Coach managers and supervisors through difficult conversations, performance concerns, and personnel decisions
• Conduct exit interviews and use findings to inform retention strategy and culture improvement
Recruitment (15%)
• Manage the full recruitment lifecycle including job postings, applicant screening, interview coordination, reference and background checks, and offer letters
• Partner with site directors and education leadership to anticipate and plan for staffing needs, including the hiring ramp for the new campus
• Ensure hiring practices are equitable, inclusive, and legally compliant at every touchpoint to ensure they are reflective of Childswork’s values
• Maintain a positive and welcoming candidate experience throughout the process
• Coordinate required background clearance processes (Criminal Background Registry, Oregon Registry, and fingerprinting)
Onboarding, Training, and Professional Development (15%)
• Design and facilitate a welcoming, thorough onboarding experience that sets new employees up for success and reflects Childswork's culture
• Coordinate new hire paperwork, systems access, benefits enrollment, and orientation to Childswork's culture and expectations across campuses
• Identify training needs across campuses in partnership with department leads and develop responsive programming
• Coordinate and facilitate staff training sessions, workshops, and professional development opportunities
• Track training completion and maintain records to ensure compliance with required certifications or continuing education
Payroll and Benefits Administration (10%)
• Ensure compliance with federal, state, and local wage and hour laws, including Oregon-specific requirements
• Collaborate with the Business Operations Manager and accountant on payroll processes, flagging HR-related issues as they arise
• Administer health, dental, vision, life insurance, FSA/HSA, retirement, and other employee benefit programs
• Guide employees through benefits enrollment with clarity and patience, ensuring they understand and can make full use of what is available to them
• Manage open enrollment from end to end, including communications, deadlines, and system updates
• Ensure compliance with ACA, COBRA, Paid Leave Oregon, and related regulations
Equity, Culture, and DEI Leadership (25%)
• Champion a workplace culture where every employee, across all campuses and roles, feels genuinely valued, heard, and supported
• Serve as Childswork's internal equity leader, embedding culturally responsive practices into hiring, onboarding, training, performance management, and daily HR operations
• Responsible for and partners with external DEI consultant on roadmap development, initiative implementation, and integration of equity goals into organizational policy
• Lead and track progress on internal coordination of DEI initiatives, including scheduling, communications, and staff follow-through that empowers staff to experience a sense of belonging
• Support recognition initiatives and help celebrate employee milestones and contributions
Qualifications
Required
• Bachelor's degree in Human Resources, Education Administration, Business, or a related field
• 5+ years of progressive HR experience:
• HR generalist experience, including payroll, benefits, and recruitment
• Direct responsibility and experience in employee relations, workplace investigations, and HR policy development
• Strong working knowledge of employment law and HR compliance, including Oregon-specific requirements
• Demonstrated commitment to diversity, equity, and inclusion in the workplace
• Proven ability to establish culture and coach supervisors/managers through performance and personnel matters
• Proficiency with HRIS and payroll platforms (e.g., Gusto, ADP, Paychex, Rippling, or similar)
• Strong interpersonal, communication, written, and presentation skills
• Access to reliable personal transportation and the ability to work regularly across multiple Portland campuses
• Ability to successfully complete a Criminal Background Registry check, Oregon Registry application, and fingerprinting (costs covered by Childswork)
Preferred
• Experience working in an early childhood education, school, or nonprofit setting
• PHR, SHRM-CP, SHRM-SCP, or equivalent professional HR credential
• Experience building a first HR department or establishing HR infrastructure in a growing organization
• Experience working within a publicly funded program or government-contracted environment
Compensation and Benefits
In compliance with Oregon's pay transparency requirements, Childswork provides the following salary range for this position:
Entry-level (1–2 years experience): $55,000 – $60,000 Mid-level (3–5 years experience): $60,000 – $68,000 Experienced (5+ years): $68,000 – $75,000 Final compensation will be commensurate with experience, qualifications, and alignment with Childswork's compensation structure.
Benefits include:
• Comprehensive health, dental, and vision insurance
• 403(b) retirement plan
• Generous paid time off and school-year holidays
• A collaborative, mission-driven team that genuinely loves what they do
Childswork Learning Center is an equal opportunity employer committed to building a diverse, inclusive, and joyful workplace. We strongly encourage candidates of color and those with lived experience in early childhood or educational settings to apply.
Application Information
Nonprofit Professionals Now is excited to support Childswork Learning Center in this key leadership role. All interested applicants need to submit a resume and cover letter. All candidate information will be reviewed, and candidates moving forward in the process will be contacted directly.
Portal Link: https://apptrkr.com/7205725 Application Deadline: June 21, 2026
Alachua County Board of County Commissioners
Gainesville, FL
Minimum Qualifications We are seeking a detail-oriented and proactive Assistant Risk Manager to join our team. The ideal candidate will have experience supporting risk management functions, including insurance administration, claims coordination, and safety initiatives. A strong background in employee benefits administration and familiarity with the Florida Retirement System (FRS) are highly desirable. This role requires excellent analytical, organizational, and communication skills, with the ability to collaborate across departments to promote effective risk mitigation and employee support programs. Bachelor's degree in Healthcare Administration, Health Science, Health Education, Risk Management or related field and three years of professional level experience in healthcare and/or health plans, weight management, fitness and wellness programs or any equivalent combination of related training and experience. Applicants within six months of meeting the education/experience requirement may be considered for trainee status. A Valid Florida Driver License is required and a Motor Vehicle Record that meets the requirements of Alachua County policy #6-7; Motor Vehicle Records will be reviewed prior to employment. If, in the past 24-month period, the applicants Motor Vehicle Record has more than three (3) moving traffic infractions or three (3) or more at fault motor vehicle accidents (or combination of both and /or a conviction/pending charge for driving under the influence) or is in violation of any standard mandated by Federal or State Law or Regulation, the minimum qualifications are not met for the position. Successful completion of all applicable background checks pre-hire and ongoing are required. Position Summary This is highly responsible, professional, and supervisory work, developing and implementing operational strategies, policies and procedures as well as providing oversight, organization, management and direction of the Risk Management Division of the Budget and Fiscal Services Department. This position is responsible for supervising employee wellness & health awareness programs, oversight of the administration of the health plans, contract management of vendors, and managing the strategic operation of the Employee Health Center. A high level of initiative, independent judgment, and the ability to interpret and apply complex laws and regulations is required. An employee assigned to this classification implements solutions in the design and development of the County's Risk Management, Safety, Health, and Insurance programs, including accident prevention, employee wellness, occupational health, construction risk, workers' compensation, and claims mitigation programs. Work is performed under the direction of a higher-level supervisor and is reviewed through conferences, reports, and observation of results obtained. Examples of Duties ESSENTIAL JOB FUNCTIONS This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes a positive customer service focus. Advocates building organizational culture through aligning decisions with the County's core values. Supervises and coordinates the activities of subordinate employees including determining work procedures and schedules; issuing instructions and assigning duties; reviewing work; recommending personnel actions; conducting performance reviews; and conducting departmental training and orientation. Oversees the administration of the County's health, retirement, and related benefits. Assists with integrated loss prevention and control services for the County's operational risks through employee training and programs in the areas of Workers' Compensation, employee wellness and occupational health services, safety and loss control, property and liability claims administration, the purchase of insurance and the management of self-insurance programs, risk assessment, and consulting services to County departments. Responsible for contract administration of a variety of vendors related to health insurance and benefits. Oversees the contract that delivers the operations of the Employee Health Center; ensures the clinics' operations are efficient and meet the needs of employees; assists the practice manager with oversight of staff and practice policies and procedures. Responsible for overseeing education, resources, and opportunities to the employees of the County to live healthier lives; coordinates wellness events, seminars, and various preventive health programs to County employees throughout the year. Ensures compliance with Health Center Contract; aligns County wellness initiatives with the Health Center's goals. Manages operational budget for self-insurance funds. Assists in preparing the budget; preparing purchase requisitions; maintaining the budget spreadsheet for all revenues and expenses. Administers the Drug Testing and Drug-Free Workplace Program, including pre-hire, promotional, random DOT, reasonable suspicion, post-accident, workers' compensation and follow-up testing in compliance with FL Statute 440. Coordinates the occupational health program including scheduling, completion of required paperwork, notifying HR of results and invoicing responsible departments. Works with department heads, Constitutional Officers, and their representatives to integrate health, wellness, and safety programs. Prepares, distributes, and maintains a variety of reports; collects data on health care claims (i.e., worker's compensation, health care claims, etc.). Adheres to all Health Insurance Portability and Accountability Act (HIPAA) requirements dealing with confidential health and fitness information. Coordinates with the Employee Assistance Program vendor, Human Resources and Department Director to ensure that employees going through the substance abuse rehabilitation process our complying with the requirements of the program. Investigates and analyzes workers compensation accident claims. Drives a County and/or personal vehicle to perform required duties. Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency. NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. KNOWLEDGE, SKILLS AND ABILITIES Knowledge and experience in benefits administration and enrollment. Knowledge and experience in the administration of Florida Retirement Systems. Knowledge of standard principles, methods, and theories related to wellness and preventive health programs. Knowledge of standard principles, methods, and theories related to the management and supervision of employees. Knowledge of occupational health, safety & accident prevention principles and practices. Knowledge of computers and relevant software. Knowledge of applicable Federal laws and regulations. Demonstrate knowledge and expertise in the technical areas of Risk Management. Ability to plan, organize, and prioritize work activities and manage several tasks at once in an efficient manner. Ability to identify and understand complex problems and concepts, apply logical thinking and quantitative methods to gathering and analyzing information, make decisions and exercise good judgment based on available data, design solutions to problems, and formulate and articulate action plans proactively and collaboratively. Ability to communicate effectively, both orally and in writing. Ability to establish and maintain effective working relationships with co-workers, other County employees, and the public. Ability to communicate effectively and maintain cooperative relationships with members of agencies outside the County. Ability to write memoranda, detailed reports, and analyses. Demonstrate ability to manage Third Party Administrator and vendor contracts. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; talk or hear, and reach with hands and arms. The employee may occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future. BoCC-Contributed Benefits Medical/Health Insurance Employee Life Insurance Florida Retirement System Employee Assistance Program Optional Benefits Dental Insurance Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits. FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement. A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows: New Years Day Martin Luther King Day Memorial Day Juneteenth Independence Day Labor Day Veterans' Day Thanksgiving Day Friday following Thanksgiving Christmas Eve (IAFF*) Christmas Day Additional Christmas Holiday (All non-IAFF employees) 2 Floating Holidays (All non- IAFF employees) *IAFF – International Association of Firefighters Pay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3 *Accruals slightly different for IAFF employee.
Full-time
Minimum Qualifications We are seeking a detail-oriented and proactive Assistant Risk Manager to join our team. The ideal candidate will have experience supporting risk management functions, including insurance administration, claims coordination, and safety initiatives. A strong background in employee benefits administration and familiarity with the Florida Retirement System (FRS) are highly desirable. This role requires excellent analytical, organizational, and communication skills, with the ability to collaborate across departments to promote effective risk mitigation and employee support programs. Bachelor's degree in Healthcare Administration, Health Science, Health Education, Risk Management or related field and three years of professional level experience in healthcare and/or health plans, weight management, fitness and wellness programs or any equivalent combination of related training and experience. Applicants within six months of meeting the education/experience requirement may be considered for trainee status. A Valid Florida Driver License is required and a Motor Vehicle Record that meets the requirements of Alachua County policy #6-7; Motor Vehicle Records will be reviewed prior to employment. If, in the past 24-month period, the applicants Motor Vehicle Record has more than three (3) moving traffic infractions or three (3) or more at fault motor vehicle accidents (or combination of both and /or a conviction/pending charge for driving under the influence) or is in violation of any standard mandated by Federal or State Law or Regulation, the minimum qualifications are not met for the position. Successful completion of all applicable background checks pre-hire and ongoing are required. Position Summary This is highly responsible, professional, and supervisory work, developing and implementing operational strategies, policies and procedures as well as providing oversight, organization, management and direction of the Risk Management Division of the Budget and Fiscal Services Department. This position is responsible for supervising employee wellness & health awareness programs, oversight of the administration of the health plans, contract management of vendors, and managing the strategic operation of the Employee Health Center. A high level of initiative, independent judgment, and the ability to interpret and apply complex laws and regulations is required. An employee assigned to this classification implements solutions in the design and development of the County's Risk Management, Safety, Health, and Insurance programs, including accident prevention, employee wellness, occupational health, construction risk, workers' compensation, and claims mitigation programs. Work is performed under the direction of a higher-level supervisor and is reviewed through conferences, reports, and observation of results obtained. Examples of Duties ESSENTIAL JOB FUNCTIONS This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes a positive customer service focus. Advocates building organizational culture through aligning decisions with the County's core values. Supervises and coordinates the activities of subordinate employees including determining work procedures and schedules; issuing instructions and assigning duties; reviewing work; recommending personnel actions; conducting performance reviews; and conducting departmental training and orientation. Oversees the administration of the County's health, retirement, and related benefits. Assists with integrated loss prevention and control services for the County's operational risks through employee training and programs in the areas of Workers' Compensation, employee wellness and occupational health services, safety and loss control, property and liability claims administration, the purchase of insurance and the management of self-insurance programs, risk assessment, and consulting services to County departments. Responsible for contract administration of a variety of vendors related to health insurance and benefits. Oversees the contract that delivers the operations of the Employee Health Center; ensures the clinics' operations are efficient and meet the needs of employees; assists the practice manager with oversight of staff and practice policies and procedures. Responsible for overseeing education, resources, and opportunities to the employees of the County to live healthier lives; coordinates wellness events, seminars, and various preventive health programs to County employees throughout the year. Ensures compliance with Health Center Contract; aligns County wellness initiatives with the Health Center's goals. Manages operational budget for self-insurance funds. Assists in preparing the budget; preparing purchase requisitions; maintaining the budget spreadsheet for all revenues and expenses. Administers the Drug Testing and Drug-Free Workplace Program, including pre-hire, promotional, random DOT, reasonable suspicion, post-accident, workers' compensation and follow-up testing in compliance with FL Statute 440. Coordinates the occupational health program including scheduling, completion of required paperwork, notifying HR of results and invoicing responsible departments. Works with department heads, Constitutional Officers, and their representatives to integrate health, wellness, and safety programs. Prepares, distributes, and maintains a variety of reports; collects data on health care claims (i.e., worker's compensation, health care claims, etc.). Adheres to all Health Insurance Portability and Accountability Act (HIPAA) requirements dealing with confidential health and fitness information. Coordinates with the Employee Assistance Program vendor, Human Resources and Department Director to ensure that employees going through the substance abuse rehabilitation process our complying with the requirements of the program. Investigates and analyzes workers compensation accident claims. Drives a County and/or personal vehicle to perform required duties. Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency. NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. KNOWLEDGE, SKILLS AND ABILITIES Knowledge and experience in benefits administration and enrollment. Knowledge and experience in the administration of Florida Retirement Systems. Knowledge of standard principles, methods, and theories related to wellness and preventive health programs. Knowledge of standard principles, methods, and theories related to the management and supervision of employees. Knowledge of occupational health, safety & accident prevention principles and practices. Knowledge of computers and relevant software. Knowledge of applicable Federal laws and regulations. Demonstrate knowledge and expertise in the technical areas of Risk Management. Ability to plan, organize, and prioritize work activities and manage several tasks at once in an efficient manner. Ability to identify and understand complex problems and concepts, apply logical thinking and quantitative methods to gathering and analyzing information, make decisions and exercise good judgment based on available data, design solutions to problems, and formulate and articulate action plans proactively and collaboratively. Ability to communicate effectively, both orally and in writing. Ability to establish and maintain effective working relationships with co-workers, other County employees, and the public. Ability to communicate effectively and maintain cooperative relationships with members of agencies outside the County. Ability to write memoranda, detailed reports, and analyses. Demonstrate ability to manage Third Party Administrator and vendor contracts. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; talk or hear, and reach with hands and arms. The employee may occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future. BoCC-Contributed Benefits Medical/Health Insurance Employee Life Insurance Florida Retirement System Employee Assistance Program Optional Benefits Dental Insurance Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits. FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement. A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows: New Years Day Martin Luther King Day Memorial Day Juneteenth Independence Day Labor Day Veterans' Day Thanksgiving Day Friday following Thanksgiving Christmas Eve (IAFF*) Christmas Day Additional Christmas Holiday (All non-IAFF employees) 2 Floating Holidays (All non- IAFF employees) *IAFF – International Association of Firefighters Pay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3 *Accruals slightly different for IAFF employee.
