Kindred Healthcare

Lead HR strategies and labor relations for unionized healthcare facilities, ensuring compliance and fostering workforce engagement. | Extensive experience in unionized healthcare HR, managing CBAs, labor negotiations, and employee relations, with a relevant degree and HR certifications preferred. | At ScionHealth, we empower our caregivers to do what they do best. We value every voice by caring deeply for every patient and each other. We show courage by running toward the challenge and we lean into new ideas by embracing curiosity and question asking. Together, we create our culture by living our values in our day-to-day interactions with our patients and teammates. Job Summary The Director of Human Resources – Union Facilities provides strategic and operational HR leadership for unionized healthcare facilities. This role is responsible for ensuring effective labor relations, compliance with collective bargaining agreements (CBAs), and alignment with employment laws and organizational policies, while supporting workforce stability, engagement, and high-quality patient care. The Director serves as a trusted advisor to executive leadership, facility leaders, legal counsel, and union representatives, balancing operational needs with contractual obligations and regulatory requirements in a complex healthcare environment. Essential Functions Serve as the primary HR leader for labor relations across assigned unionized facilities. Develop and implement enterprise-wide HR strategies aligned with organizational goals, patient care standards, and union agreements. Lead HR initiatives that support recruitment, retention, engagement, and workforce sustainability in a unionized healthcare environment. Serve as a trusted advisor to executive and facility leadership on workforce planning, labor strategy, organizational change, and risk mitigation. Develop and execute HR strategies that support organizational objectives, workforce sustainability, and patient care delivery in a unionized environment. Interpret, administer, and ensure compliance with collective bargaining agreements. Lead or support contract negotiations, re-openers, and memoranda of understanding (MOUs). Manage grievance processes, arbitrations, and dispute resolution in partnership with legal counsel. Train leaders and managers on union practices, CBA requirements, and effective employee relations. Ensure compliance with federal, state, and local employment laws and healthcare-specific regulations (e.g., Oversee HR policies and procedures to ensure consistency with CBAs and regulatory requirements. Partner with compliance, legal, and risk teams to proactively identify and mitigate labor-related risks. Support recruitment and onboarding strategies tailored to union healthcare roles, including clinical, operational, and support staff. Promote a culture of respect, inclusion, and accountability across unionized facilities. Address complex employee relations issues, ensuring fair, consistent, and contract-compliant outcomes. Support engagement initiatives that enhance morale, reduce turnover, and improve patient outcomes. Oversee performance management processes aligned with union agreements. Ensure compensation and benefits programs comply with CBAs and remain competitive within the healthcare market. Partner with finance and payroll teams to manage wage structures, differentials, premiums, and contractdriven pay practices. Oversee HR systems, data integrity, and reporting related to labor metrics, turnover, grievances, and staffing trends. Knowledge/Skills/Abilities/Expectations In-depth knowledge of labor relations, collective bargaining agreements, and employment law. Strong negotiation, conflict resolution, and relationship-management skills. Ability to balance operational priorities with contract compliance and employee advocacy. Excellent communication, analytical, and decision-making skills. Ability to balance operational priorities with compliance, risk management, and employee advocacy. Education Bachelor’s Degree in Human Resources, Business Administration, Healthcare Administration, or a related field (required) Master’s Degree in a related field (preferred) Licenses/Certifications Professional HR certification (e.g., SHRM-SCP, SPHR) preferred Experience 7-9 years progressive HR leadership experience, with significant experience in unionized healthcare environments (required) Prior Experience managing collective bargaining agreements and labor negotiations (required) Prior Experience supporting unionized healthcare environments (required)

Provides HR oversight and consulting to hospital management, ensuring compliance, employee engagement, and effective HR practices. | Requires 5+ years of HR management experience, preferably in healthcare, with knowledge of employment laws, employee relations, and HR operations. | At ScionHealth, we empower our caregivers to do what they do best. We value every voice by caring deeply for every patient and each other. We show courage by running toward the challenge and we lean into new ideas by embracing curiosity and question asking. Together, we create our culture by living our values in our day-to-day interactions with our patients and teammates. Job Summary Works closely with Executive Directors, the Region’s hospital’s Chief Executive Officers/Administrators and the Senior Vice President of Human Resources, HD, providing oversight and consulting regarding all hospital-based human resources functions, including recruitment, selection, orientation, training, employee relations, human resources related policies and procedures, employment law, retention, compensation, HRIS management reporting, and benefits. Consults with and updates Region management and the Sr. Vice President of Human Resources, HD regarding all Human Resources functions and activities in area hospitals, as requested. In collaboration with hospital management and/or the Sr. Vice President of Human Resources, HD, develops, communicates, facilitates/coordinates implementation and monitors new and/or enhanced HR programs, policies and procedures, as approved by the HD Executive Committee. Promotes proactive, positive employee relations practices and environments in all area hospitals and understands and appropriately balances the roles of both employee and hospital advocate. Serves as key member of HD Human Resources team, providing valuable input and feedback and assuring implementation and maintenance of division and corporate HR initiatives. Ensures compliance with federal, state and local employment laws, as well as applicable regulations and standards. Essential Functions Consults with all region hospital management on a proactive basis to ensure positive employee relations practices and environments in all area facilities. Provides oversight, guidance and direction, as requested, for all region hospital Human Resources functions, including the activities of the Human Resources and Payroll/Benefits functions. Participates in developing departmental goals, objectives, systems and processes. Works with region hospital Human Resources and Payroll/ Benefits staff to develop their skills and knowledge regarding the day-to-day application of all Human Resources policies, practices and processes, with particular focus on positive employee relations and customer service. Works with hospital management to help identify current and future staffing and recruitment needs for each hospital, including future business plan objectives. Collaborates with hospital management and the Division Sr. Dir of Recruiting Services to assist with the development and implementation of effective recruitment plan. Reviews turnover reports, orientation summaries and exit interview reports with hospital management, helping to identify and implement improvement opportunities. Works closely with hospital Human Resources staff to ensure compliance with regard to recruitment and selection process, including the following: interviews; employment verifications, background checks and drug screens to verify employment eligibility; extending employment offers to qualified candidates; ensuring that all newly-hired employees participate in a comprehensive and timely hospital orientation program. Assures that the content of the hospital orientation program for all newly hired employees is comprehensive and current. Assists hospitals with program changes and hospital-specific enhancements. Participates in the development and assures implementation of Hospital Division standardized orientation components. Conducts at least one Human Resources audit semi-annually at each of the Region’s hospitals. Provides reporting and analyses to Executive Director and Chief Executive Officers/Administrators, Region Senior Vice President and the Senior Vice President of Human Resources, HD. Assists hospital management with the development and execution of action plans to address Human Resources related areas identified for improvement. Formulates positive employee relations plans and monitors for each of the Region’s hospitals in collaboration with hospital senior management and the Senior Vice President of Human Resources, HD. Provides interpretation and consulting regarding all Human Resources policies and procedures. Provides input into development and adoption of new and revised policies and procedures. Using exit interview data from terminating employees determines trends, develops appropriate retention initiatives, provides management reporting and recommends improvement plans, as needed. Consults with and advises managers and supervisors on disciplinary and policy issues to ensure the fairness and consistency of all Human Resource actions. Conducts management, supervisory, and leadership training in Human Resources related areas identified for development and improvement. Reviews hospital compensation program periodically; assures that hospitals participate in local and regional salary surveys as appropriate, analyzes compensation practices, assists hospital management in analyzing market competitiveness and internal equity, advises management regarding new hire and promotion pay. Participates in the creation and/or revision of job descriptions and ensures the Hospital Division approval process is followed by hospitals. Assures that each area hospital maintains up-to-date set of job descriptions. Monitors employee performance evaluation program and assures that employee performance reviews are conducted timely. Ensures that hospital employee files are maintained appropriately to comply with all applicable laws, regulations and Joint Commission. Knowledge/Skills/Abilities/Expectations Excellent oral and written communication skills. Must be able to communicate effectively with a diverse group of people including employees, physicians, board members, visitors, patients and families, outside consultants and senior hospital, region and division management. Ability to work under stress and to respond quickly in emergency situations. Ability to manage multiple priorities. Ability to work cooperatively as a leader and as a member of a team. Maintains a strong customer-service focus and commitment. Demonstrates excellent interpersonal skills with all contacts. Excellent knowledge of all Human Resources functions and employment laws. Ability to maintain confidentiality of all patient and/or employee information to assure patient and/or employee rights are protected. Ability to use computer software, analyze data and produce reports. Ability to travel moderately within assigned geographic area with some overnight stays, and occasionally to region, division and Support Center meetings, as requested. Approximate percent of time required to travel: 60%25 Must read, write and speak fluent English. Must have good and regular attendance. Performs other related duties as assigned. Education Bachelor's Degree required Master’s degree preferred Licenses/Certification PHR/SPHR certification preferred Experience Five (5) years of Human Resources Management experience required, healthcare setting strongly preferred. Experience overseeing multiple locations strongly preferred.

The Denials & Appeals Coordinator is responsible for managing denial processes and ensuring timely resolution of authorization-related denials. This role involves collaboration with various teams to monitor and track denial activity and implement strategies for denial prevention. | Candidates should have at least 2 years of healthcare experience, preferably in case management, medical records, or billing. A high school diploma is required, with a preference for an associate or bachelor's degree in a healthcare-related field. | At ScionHealth, we empower our caregivers to do what they do best. We value every voice by caring deeply for every patient and each other. We show courage by running toward the challenge and we lean into new ideas by embracing curiosity and question asking. Together, we create our culture by living our values in our day-to-day interactions with our patients and teammates. Job Summary The Denials & Appeals Coordinator serves as the operational driver for timely and effective denial management, working closely with other members of the team, especially utilization management, to ensure no step is missed in preventing and resolving authorization-related denials. While not a clinical role, this position is critical in executing the processes that protect revenue and keep patient care moving forward. Focused on denial prevention, the Denials & Appeals Coordinator monitors the concurrent review process for continued stay authorizations, tracking potential issues and ensuring timely follow-up for designated facilities. This role actively tracks, organizes, and reports denial activity, partnering with case management teams, the Centralized Business Office, managed care, facility controllers, Clinical Denials Management, and Regional leadership to ensure alignment and swift resolution. By acting as a central point of coordination and follow-through, the Denials & Appeals Coordinator turns strategy into action—ensuring tasks are completed, deadlines are met, and communication flows between all parties. This role demonstrates accountability, attention to detail, and a commitment to quality improvement, problem solving, and productivity enhancement in an interdisciplinary model. Essential Functions Serves as key team member of the new Central Access and Authorizations Team (CAAT), serving as a subject matter expert on denial prevention and coordination. Works with facility to gather clinical information from medical record. Responsibility may include printing and scanning into required systems. Ensures all denial-related documentation is complete, accurate, and submitted within required timeframes Collaborates with other members of the CAAT, Business Development, Case Management, and Clinical Teams in denial management process Coordinates and schedules peer to peer physician consults as needed; may work with case management if attending physician is completing peer to peer, or may work directly with physician advisory group to schedule Monitors and tracks insurance denials; identify trends in the data Communicates authorization outcomes to appropriate personnel (hospital and Centralized Business Office) Manage the denial root cause analysis efforts as requested; including Capturing lessons learned Identifying training opportunities Providing appropriate communication and follow up to the teams Monitors concurrent review processes for continued stay authorizations to identify potential denial risks Serves as an additional layer of support in the denials management process: Compiles data for analysis of trends and opportunities by hospital, payer, or Region Monitors and tracks total certified days for managed payers (commercial, managed government and Medicaid) and communicates missing certifications to hospital personnel Identifies trends and opportunities with specific facilities, payors, and staff members related to the concurrent review process and denials Compiles and communicates reports for facility and leaders on denial trends for continuous improvement opportunities Support ongoing analytics and data reporting requirements Maintains working knowledge of government and non-government payor practices, regulations, standards and reimbursement. Maintains clinical knowledge to support the utilization management team Participates in continuing education/ professional development activities Learns and develops full knowledge of the CAAT Admission Processes and actively seeks to continously improve them Learns and has a full understanding of scheduling and pre-register routines in Meditech and any other referral platform utilized by the CAAT team (i.e., Referral Manager) And ad hoc duties as assigned that fall within scope of the CAAT team Knowledge/Skills/Abilities/Expectations Team player, able to communicate and demonstrate a professional image/attitude Excellent oral and written communication and interpersonal skills Strong computer skills with both standard and proprietary applications Data entry with attention to detail Conducts job responsibilities in accordance with the standards set out in the Company’s Code of Business Conduct, its policies and procedures, the Corporate Compliance Agreement, applicable federal and state laws, and applicable professional standards Communicates and demonstrates a professional image/attitude for patients, families, clients, coworkers and other Adheres to policies and practices of ScionHealth Must read, write, and speak fluent English Must have good and regular attendance Will report to a building; may cover more than one building depending on market alignment and structure Approximate percent of time required to travel: N/A Education High School Diploma or GED required, Associates or Bachelors Degree preferred; preference towards a healthcare related area of concentration or be a licensed health care provider or equivalent experience. Licenses/Certifications None Required Experience 2+ years of healthcare experience. Experience in case management, medical records, billing, utilization review or admissions a plus. Post-acute care and long-term acute care experience a plus.