WHY CHOOSE ECRI?

ECRI is an inspiring place to work. We share a common mission to help healthcare organizations make smart, compassionate, and ethical decisions for patients. Consider these additional benefits of joining the ECRI team:

• Industry leadership: We have a long history and proven reputation in patient safety and medical technology research.
• On-the-job-learning: You will have the opportunity to work with specialists across medical science, patient care, healthcare management, and technology.
• Comprehensive healthcare benefits: We offer medical, dental, vision, life insurance, accidental death and dismemberment, and disability coverage.
• Retirement Savings: Our employees can participate in an employer-matching 403(b) Retirement Savings Plan.
• Additional benefits: ECRI offers additional benefits to our employees, including paid time off and holiday pay, paid leave for parents, tuition assistance, employee assistance program, access to LinkedIn Learning, and other voluntary benefit programs (e.g. accident insurance, identify theft insurance, flexible spending accounts).
• Volunteer Program: ECRI Cares, our employee volunteer program, provides a framework for us to work together and make a difference in the lives of others. All employees are provided 16 hours annually of paid time to volunteer at preapproved ECRI Cares charities during normal business hours.

ABOUT ECRI

At ECRI, our passion for safe, effective, and efficient care is ingrained into the fabric of who we are and why we are here. For more than 50 years, the people of ECRI have been unyielding in their work to protect patients from unsafe and ineffective medical technologies and practices. Now, with the acquisition of the Institute for Safe Medication Practices (ISMP), we have created one of the largest healthcare quality and safety entities in the world.

As a non-profit, independent organization, we utilize an unbiased, evidence-based approach to develop guidance, and maintain our principles of integrity and transparent work. Our ethical standards have led us to adopt the industry's strictest conflict-of-interest policies, and they are why tens of thousands of healthcare leaders worldwide rely on ECRI to guide their clinical, operational, and strategic decisions across all sites of care.

The Most Trusted Voice in Healthcare

ECRI is proud to serve the healthcare industry, from providers and insurers to government agencies, and medical associations. Our areas of focus include:

• Patient Safety: empowering leaders to eliminate patient harm through the dissemination of best practices, guidance, benchmarking, and recommendations.
• Evidence-Based Medicine: providing clinical evidence to inform and support decisions on the effectiveness of medical technologies, procedures, genetic tests, and clinical practice guidelines.
• Technology Decision Support: arming hospital systems with unbiased insights, so they can optimize their supply chain.

ECRI is the only organization worldwide to conduct independent medical device evaluations, with labs located in North America and Asia Pacific. ECRI is designated an Evidence-based Practice Center by the U.S. Agency for Healthcare Research and Quality and a federally certified Patient Safety Organization by the U.S. Department of Health and Human Services.

At ECRI, our passion for the truth drives us to go further and dig deeper in our pursuit to advance effective, evidence-based healthcare globally.

The success of our organization relies on the kind of creative thinking that can only result from a diverse team of individuals. ECRI is proud to be an employer of choice with an inclusive environment for all employees. As part of this goal and in compliance with various laws and regulations, ECRI provides reasonable accommodation to applicants and employees.

It's what makes ECRI unique, and why we are the most trusted voice in healthcare.

POSITION SUMMARY

The Human Resources Operations Manager (the Manager) manages the activities and processes that support the day-to-day and long-term compliance and success of the ECRI Human Resources (HR) department. This role will work closely with the HR Director and Chief Human Resources Office (CHRO) to proactively lead their team to identify key needs, risk areas, and areas of efficiencies in all HR functions as well as develop and execute a plan in support of them; partner with HR colleagues to support their functional areas; and oversee and manage ECRI’s HR compliance, policy, recruitment and onboarding, and technology functions. The HR Manager is expected to serve as an HR leader and subject matter expert (SME), ensuring that they stay abreast with the latest HR-related laws, regulations, and trends. This role will also guide, mentor, and develop direct reports to ensure a high performance team environment.

ESSENTIAL FUNCTIONS

Reasonable Accommodation Statement:
To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactory. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.

Essential Functions Statement(s):

Human Resources Operations:

• Manage the day-to-day operational activities and processes that support the functions of the ECRI Human Resources (HR) department.
• Proactively identify key needs, risk areas, and/or areas of efficiency related to day-to-day and long-term HR functions; recommend, develop, and implement solutions. This includes, but is not limited to, managing, supporting, and/or overseeing the full-cycle implementation of those solutions.
• Partner with HR colleagues in different functional areas (e.g., talent management, benefits, diversity, equity, inclusion, and belonging (DEIB), etc.) to help manage, support, and/or implement efficiencies and solutions to support their success and that of the broader HR team.
• Serve as the direct manager of assigned HR Operations employees, including overseeing their day-to-day tasks and workflow, providing support and advice on how to mitigate obstacles they may encounter, and providing mentorship and coaching to support their immediate success and long-term career development.
• Engage with and partner with a third-party vendor to conduct recurring HR audits that help identify and measure the success of HR functions and areas of improvement.

Human Resources Compliance and Reporting:

• Ensure ECRI’s compliance with federal, state, and local laws and regulations, including, but not limited to: Department of Labor (DOL), Fair Labor Standards Act (FLSA), Equal Employment Opportunity Commission (EEOC), Office of Federal Contract Compliance Programs (OFCCP), United States Citizenship and Immigration Services (USCIS), and unemployment.
• Proactively prepare for and execute HR compliance audits, including conducting mock audits that measure compliance readiness and implement areas of improvements based on results.
• Participate in any audits to ensure appropriate management and responsiveness and following of key processes.
• Oversee ECRI’s compliance training programs (e.g., code of ethics and conduct, harassment, HIPAA, etc.), including, but not limited to, ensuring courses are updated with current information and completed by all employees and contractors, as required by laws and regulations.
• Ensure that all required employee reportings and filings (e.g., EEOC, Affirmative Action Plan (AAP), pay transparency, EEOC, Vets, etc.) are completed and submitted on time.
• Oversee the gathering and reporting of key employee data and statistics to help inform key employee trends to support ECRI’s strategic objectives.

Human Resources Policies and Procedures:

• Along with the HR Director, oversee and manage HR policies and procedures, including developing and implementing policies and procedures compliant with federal, state, and local laws and regulations.
• Maintain a current employee handbook that remains compliant with all federal, state, and local laws and regulations.
• Maintain and share in-depth knowledge with full HR team on legal requirements related to the day-to-day management of employees, mitigating legal risks, and ensuring regulatory compliance.
• Ensure that ECRI’s HR polices support an environment where diversity and inclusion are both welcomed and encouraged.
• Support HR Business Partners as they work their managers and employees through the interpretation of, and guidance on, ECRI’s employment policies and practices including complex leave management, disability, and ADA.
• Manage and provide oversight for ADA requests, including working with leaders in making appropriate determinations related to one’s ability to perform a job, as well as identifying and determining appropriate ADA Accommodations.
• Serve as HR point of contact for anything related to building and employee safety.

Human Resources Technology Systems:

• Manage and serve as the system administrator of all assigned HR technology systems, including completing system assignments and ensuring that all systems are regularly maintained, updated, and compliant with data protection laws.
• Engage with systems’ vendors to ensure strong ongoing partnership to enable the effective and efficient management and use of systems.
• Partner with HR colleagues to understand and address key requests, research and resolve system issues, and partner/engage with others to appropriately address. Ensure effective and accurate management of data in our systems. Audit systems regularly to ensure data accuracy, and address gaps as needed.
• Train new system users on system processes and functionality.
• Develop and/or support the development of tools and resources that help system administrators and users utilize HR technology systems to their fullest with greater efficiency.

Performance Management / Training and Development:

• Support and drive effective operations of performance management systems, including overseeing, guiding, and driving the annual self-review process.
• Run regular reports to identify usage of systems and identify opportunities for increased usage; partner with key stakeholders to appropriately address any opportunities.
• In collaboration with HR Business Partners, create and implement departmental and organization-wide training programs, such as software training, leadership development programs, etc.

Recruitment and Onboarding:

• Oversee and manage ECRI’s full-cycle recruitment process, including job description management, candidate sourcing and recruitment, candidate management,offer generation, pre-employment screenings and tasks, etc.
• Continually review recruitment and onboarding processes to identify ways to enhance candidate attraction and management processes.
• Ensure accurate candidate data management, and generate appropriate reports and submissions to remain compliant as a government contractor (e.g. OFCCP audits, AAP submission)
• Participate in the overall design and implementation of the onboarding process for new employees.

Employee Engagement:

• Partner with the Associate Director, DEI / Internal Communications and Chief Human Resources Officer to drive employee engagement; including: plan, implement, and action upon employee engagement activities; system readiness for the bi-annual employee engagement survey.

Special Projects:

• Plan, implement/execute/ and follow-up on HR special projects, as deemed necessary by the organization.

Additional Responsibilities:

• In collaboration with the HR Director and as needed by CHRO, support the day-to-day activities and tasks related to ECRI’s compensation program.
• Serve as a subject matter expert and mentor to HR colleagues, in addition to supporting employees and leaders in HR-related matters.
• Other duties, as assigned.

Accountability Metric(s):

• Meet all deadlines associated with day-to-day tasks and long-term projects.
• Meet all goals and objectives set forth each fiscal year.
• Keep team apprised of changes in external shifts relative to HR practices, laws and regulations.
• Proactively identify adjustments needed to policies, procedures and guidelines to ensure we remain compliant.
• Ensure HR function compliance with applicable federal, state, industry and local regulations, laws and guidelines.
• Successful achievement of audits.
• Ontime submission of annually required reporting by external agencies.

QUALIFICATIONS

Experience:

• 7 years of recent experience in human resources across a multitude of human resources functions (e.g., HR compliance, HR policy, training and development, etc.) is required.
• Human Resources experience in the healthcare industry or a healthcare-related organization is required.
• Proven experience as a people leader, including managing employee workflows and tasks, is highly preferred.
• Proven experience in full-cycle project management is required.
• Implementing, administering, and training individuals on HR technology systems is required.
• Up-to-date understanding of present and future employment legislation.
• Ability to demonstrate problem solving and conflict resolution.
• Ability to influence people using a range of appropriate techniques and approaches.
• Strong sense of integrity and proven ability to maintain the highest levels of confidentiality.
• Proven experience interpreting and applying human resources laws and regulations to ensure compliance.
• Strong organizational and planning skills.
• Analytical skills and attention to detail.
• Self-motivated, proactive, and highly committed to continuous improvement.
• Experience creating, implementing, and sustaining employee recognition and rewards programs.
• Ability to communicate effectively both orally and in writing.
• Ability to manage multiple projects and be flexible to changing business needs.

Education:

• Bachelor’s degree in HR or HR-related discipline is required.

Computer Skills:

• Advanced with Microsoft Office 365 Suite of products (e.g., Word, Excel, and PowerPoint).
• Advanced in a wide variety of Human Resources technology systems is required.

Certifications & Licenses:

• PHR/SPHR and/or SHRM-CP/SHRM-SCP is required.
• Project management certification (e.g., Profession in Project Management (PMP) and/or Lean Six Sigma Green Belt (LSSGB) is preferred.

PHYSICAL DEMANDS

This position operates in a remote environment and requires the individual to remain in a stationary position, whether sitting or standing, before a desk or other fixed workspace, most of their workday. In addition, this position requires the individual to occasionally move about their workspace to access and inspect work-related materials, such as file cabinets with physical files and standard office equipment. This position requires the ability to operate standard office equipment, including, but not limited to, a laptop, keyboard, mouse, webcam, and phone, as well as effectively communicate information and ideas to a wide variety of audiences in written and oral form.

ADA Statement

ECRI is committed to providing equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or veteran status. We value diversity and believe that a diverse workforce enhances our ability to succeed. ECRI complies with applicable federal, state, and local laws governing nondiscrimination in employment and prohibits any form of discrimination or harassment based on these protected characteristics.

EEO Statement

ECRI is committed to providing equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or veteran status. We value diversity and believe that a diverse workforce enhances our ability to succeed. ECRI complies with applicable federal, state, and local laws governing nondiscrimination in employment and prohibits any form of discrimination or harassment based on these protected characteristics.

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Equal Opportunity Employer-Disability and Veteran