Behind The Scenes: The Director Of Human Resources

Director of Human Resources Bernice Brown

Although it may be nearing cliché status, the phrase “Employees are a company’s greatest asset” is truer than ever before. We talked to the person responsible for attracting candidates and managing the hiring process for MVES, Director of Human Resources Bernice Brown.

Editor: What are your main responsibilities as Director of Human Resources?

B. Brown: A good deal of my time is spent on recruiting. With over 130 employees and nine different departments, MVES needs numerous people with varied experiences. We strive to attract the highest quality people so that our clients can receive the highest quality care. But, recruiting is just one aspect of my job. I am also responsible for employee relations, compensation and benefits administration, and legal compliance.

Editor: Sounds like a full schedule. What do you find most challenging?

B. Brown: We have high standards at MVES and we want to attract the best people. There are so many different types of people within the human services field that sometimes it’s difficult to find candidates who have experience working with elders. There are candidates in the job market who have worked with children…although we provide comprehensive training for new employees the ideal candidates are ones who have worked with elders in the past and are knowledgeable about elders’ needs…we look for people who truly want to make a difference in the lives of elders.

Editor: What’s a typical day like for you?

B. Brown: The best part of my job is that there isn’t a typical day! There is tremendous variety in what I do. I might interview a job candidate first thing in the morning, then help an employee with a complex benefit question, and later advise a supervisor who is struggling with a personnel challenge…I explain the details of our 403b retirement savings plan, work with our insurance broker, discuss organizational needs with the executive director—each day is different.

Editor: What’s the most rewarding aspect of all your responsibilities?

B. Brown: The most rewarding part is finding the right person for the right position. Whether it is a newcomer to MVES or it is an internal promotion, finding a super fit is gratifying. Both the person and company benefit. Sometimes the position is just what a person is looking for. For instance, over the years some of our nurses came to us after tiring of absurdly large patient loads. They wanted to spend more one-on-one time with clients. Our positions allow for that.

Editor: You’ve been at MVES for eight years. You’ve been in Human Resources your whole career. How has the field changed?

B. Brown: HR is still focused on people and the workplace. However, aspects of recruiting have changed. I used to receive stacks of resumes in the mail. Then I needed my own fax machine because everyone faxed their resumes. Now my mailbox is often empty and the fax machine is quiet. Almost everyone e-mails their resumes. It’s an effective form of communication in many ways. And, the Internet has made vast amounts of information available to candidates. Successful candidates typically know more about Mystic Valley Elder Services today than candidates did 10 years ago. They look at our web site to glean information and prepare questions. The Internet has helped HR with recruiting also. We’re no longer limited to an advertisement the size of a postage stamp in the newspaper! We can have multiple pages with online job directories.

Editor: People meet with you constantly. But, what are some things that you do that people may not see?

B. Brown: I do a lot of reading to keep current on employment law changes. I write advertisements for open positions, discuss organizational issues with other senior managers, and periodically meet with the Personnel Committee of the Board of Directors to give you some examples.

Editor: How do you see your role changing in the future?

B. Brown: My role will always involve driving the recruitment process. However, we recently hired a recruiting coordinator. With her help and the continued support of the HR administrator, I will be able to focus more of my efforts on helping to mentor supervisors, facilitating supervisory-related training to further develop their skills and encourage their growth as leaders of the organization. Having top-notch supervisors and managers is a key component to fostering a great workplace. And speaking of a great workplace, I will continue to work with the management team and others to enhance our employee benefit and compensation packages so that we not only recruit the best, but we also keep them.