The position provides consultative support for human resource and workforce issues that impact the overall operational strategy for the core business functions of the organization.Â The position acts as a subject matter expert on policies, procedures, employment law, and fundamentals of all core areas of human resources and ensures ease of access to HR deliverables for operational clients.
Bachelorâ€™s degree in Business, Human Resources, Healthcare, or related field required. PHR certification desirable.
Minimum of three to five yearsâ€™ experience in Human Resources with experience in two or more areas of Human Resources.
Demonstrated working knowledge of principles and practices of Human Resources administration including employment law and other governmental or compliance regulations.
Demonstrated ability to effectively coach employees and management through complex, difficult and emotional issues.Â
Ability to effectively analyze available information using sound judgment, make decisions and recommendations consistent with standards, practices, policies, procedures, and regulations.Â
Strong oral and written communication skills; experience handling multiple priorities, independent discretion/decision making, public speaking, and ability to develop relationship in all areas of the organization.
Possess thorough understanding of HR processes and data.Â
Must be proficient in navigating within a HRIS system and be proficient in Microsoft Office products.Â
Essential Duties and Responsibilities:
1.Â Â Â Â Develops and executes strategies in collaboration with operations leadership to support business objectives.Â
2.Â Â Â Â Leads or participates in activities including collaborative employee relations approach and partnership with department leaders.Â
3.Â Â Â Â Ability to partner with centers of excellence including HRIS teams, payroll, and talent acquisitions to achieve business results. Policy development and interpretation, workforce data analysis, conflict resolution, training, and development.
4.Â Â Â Â Provide routine consultation to leaders on employee relations issues of low to high complexity; assists leadership with assessment of performance improvement needs and the development of associated action plans.
5.Â Â Â Â Coordinates processes supporting case management of leaves of absence, workersâ€™ compensation, alternate duty assignments.Â Coordinates unemployment claims and assesses potential of appealing.Â
6.Â Â Â Â Conducts investigations for a variety of issues with limited supervision, identifies appropriate options for leadership consideration, makes recommendations as necessary, and writes summary report to support employment-related business decisions.
7.Â Â Â Â Interprets human resources policy and procedures to employees and leaders; makes recommendations to colleagues and leadership on identified opportunities for policy, procedure, and process improvement.Â
8.Â Â Â Â Observe/analyze process designs information/trends from various sources such as exit interviews, employee feedback, etc. and make recommendations for improvement, monitor turnover trends, and improve retention of high performers; advise on developing action plans for improving engagement.
9.Â Recommends new approaches, innovative solutions, significant changes to established policy or new policies/procedures to effect continual improvements in efficiency of department and services performed.
10.Â Meets with all levels of management to discuss and clarify requests human resources processes and programs.
11.Â Facilitates or provides training for in-house programs supporting leadership development including but not limited to, interview training, conducting performance evaluations, FMLA, etc.Â
12.Â Performs other duties as assigned.
Â·Â Â Â Â Â Â Values Every Voice. Seeks to understand different perspectives and cultures; contributes to a work climate where the contributions of all individuals are valued and supported.
Â·Â Â Â Â Â Â Shows Courage. Faces difficult issues and supports others who do the same; is willing to campion an idea or position despite dissent or political risk; provides direct and actionable feedback.
Â·Â Â Â Â Â Â Leans Into New Ideas. Learns quickly when facing new situations; experiments to find new solutions and extracts lessons learned from failures and mistakes.
Â·Â Â Â Â Â Â Instills Trust. Follows through on commitments and keeps confidences; is seen as direct and truthful, shows consistency between words and actions.
Â·Â Â Â Â Â Â Plans and aligns. Sets objectives to align with broader organizational goals; breaks down objectives into appropriate initiatives and actions; anticipates and adjusts effective contingency plans.
Â·Â Â Â Â Â Â Builds Effective Teams. Establishes common objectives and a shared mindset; creates a feeling of belonging and strong team morale; fosters open dialogue and collaboration among the team.
Â·Â Â Â Â Â Â Business Insight. Uses knowledge of business drivers to guide actions; keeps up with current and possible future practices and trends in the with the competition and in the marketplace.