Summary

• Builds and maintains strategic and collaborative partnerships with customers.
• Proactively assists managers to ensure that HR policies and practices are applied consistently and appropriately.
• Educates leaders and Associates on HR policies, procedures, laws and regulations.
• Identify needs and facilitates ongoing training and development for departments and leaders.
• Equips managers with tools and data required to drive effective inclusion, engagement and change management strategies in order to deliver business requirements.
• Proactively assists managers in understanding and addressing people implications of business decisions by diagnosing the issues and mining the data.
• Monitors employee culture and attitude and makes recommendations for improvement.
• Understands and maintains intermediate knowledge of business systems.
• Ensures compliance of HR policies, procedures, laws and all regulatory requirements.
• Monitors compliance of department specific standards and regulations. Partners with departments to prepare for Joint Commission survey as well as other audits and surveys.
• Monitors performance review process, licensure and certifications.
• Works with leaders to develop and maintain job descriptions.
• Partners with clinical and non clinical educators and department to ensure department-specific competencies.
• Provides timely consultation to leaders and employees on employee relations issues utilizing Just Culture.
• Coaches employees and leaders to meet maximum potential.
• Reviews complaints, conducts investigations, recommends solutions and coaches staff on performance improvement/corrective action process.
• Ensures complete documentation is submitted for unemployment hearings and partners with leaders to participate in unemployment hearings.
• In collaboration with leaders and other HR teammates, promotes and implements retention programs. Provides onboarding support to all new hires at the entity.
• Participates in new hire orientation by welcoming and providing appropriate HR information to all new employees at the entity on the first day.
• Tracks new employee progress by regularly communicating with leaders regarding new employee adjustment to the entity.
• Identifies strengths and weaknesses in the orientation program and makes recommendations for change as necessary.
• Identifies trends in turnover/employee relations issues/survey results and consults with leadership to develop action plans.
• Partners with leaders to identify high performing, high potential employees ready for growth opportunities and works to develop formal retention plans.
• Participates in appropriate retention and workforce planning activities including rounding sessions, conducting staff interviews, conducting career development, reporting trends and areas requiring improvement.
• Maintains effective working relationships with the HR team, colleagues at all entities, leaders, Associates and customers.
• Coordinates in advance with HR Shared Services to promote consistency amongst entities as appropriate.
• Partners with HR Shared Services regarding performance evaluation compliance.
• Coordinates special employee communications relating to HR policies, practices and employee events.
• Promotes benefits and wellness initiatives. Regularly attends staff meetings of assigned departments.

QUALIFICATIONS AND REQUIREMENTS:

• 5-7 years of experience.
• Five (5) years progressive Human Resources experience, preferably in labor/employee relations. Healthcare experience a plus.
• Bachelor's Degree preferred; preferably in Human Resources, Management, or Organizational Development.
• Experience with data and reporting.
• Strong Excel skills required, including experience with VLOOKUP and other formulas.

Additional Information