Job description

Job Description
Job Duties
Provide assistance in researching and addressing issues that pertain to performance management, compensation, employee relations, employee discipline, and human resource policies and procedures by aiding in the analysis of specific concerns. Works with management to understand operational needs and plans, identifies risks, and resolves known employee relation issues. Investigates a variety of employee-related issues, incidents and complaints that may be in violation of Federal and State Law, such as EEO, Workers compensation and Unemployment. Makes appropriate recommendations to Senior Vice President and/or Human Resources Business Partners. Participates, as appropriate, in hearings and investigations, as well as assists in preparation of legal cases and associated investigations as required. Assists in ensuring that appropriate tactics are used to alleviate employee related concerns. Assists in employee relations activities such as employee recognition banquet and house wide initiatives.
Assists in the coordination of compensation activities such facilitating salary calculations and job reclassification by consulting with compensation and management in the analysis of job responsibilities, job audits, and job descriptions.
Participates in and directs the delivery of skills training in such areas as supervision, conflict resolution, interpersonal communication and effective group interaction to leadership and associate’s. Assists in presenting in-services and educating management with regards to general and specific human resources policies, procedures and documentation. Provides assistance, as needed, working with management to help identify and develop solutions to meet department/unit needs.
Supports management by providing human resources advice, counsel and decisions, analyzing information and applications. Reviews, advises and ensures appropriate actions are taken on associate suspensions and terminations to ensure compliance with federal and state laws, policies, procedures and acceptable management practices.
Establishes and maintains effective working relationships within the operation and organization and maintains the professional competence, knowledge and skill necessary for satisfactory performance of all assigned areas of responsibility. Assists with associate engagement survey and audit process and completes rounding on new hires and assigned areas.
Assists in compliance, general support and problem resolution with ADA, FLSA, HIPAA, Joint Commission and other related regulations and internal policies. Assists in readiness for Joint Commission survey accreditation within the HR department and areas of responsibility as requested. Maintains all necessary records and files to support review and audit.
Supports the material changes to policies and procedures, compensation or other areas that affect associates. Reviews restructures, IDW’s, and budgeting in regard to FTE restructuring documents to ensure compliance with existing guidelines.
Acts as partner with the functional leadership team to develop business strategies related to workforce forecasting and development, create action plans as related to HR action plans and Human Capital goals. Including: Workforce Forecasting, Turnover Analysis, talent management, etc. Monitors drivers of turnover and provides proactive risk mitigation resulting in bottom line benefit to the organization.
Performs other duties as assigned.
Qualifications

Education, Credentials, Licenses:

• Bachelor’s degree in Human Resources, Industrial/Labor Relations, Business Administration, Or related discipline.

Specialized Knowledge:

• Proficient in general operations of Human Resources including legal, Federal and state laws & regulations.
• Computer literate in an email application, Microsoft Office, and Windows Operating System.

Kind and Length of Experience:

• Five years of experience as a generalist in HR.
• Must have the ability to work effectively and collaboratively in a diverse and multi-cultural environment.

DESIRABLE

• Master’s degree in related field. Professional Human Resources (PHR) or Society for Human Resource Management Certified Professional (SHRM - CP)
• PeopleSoft or other HRIS system.
• Financial knowledge including variance, FTE and productivity.
• Five years of experience with three in a management capacity.

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