The Human Resources Generalist provides advice and counsel to employees and managers on performance management, employee relations, dispute resolution, and corrective actions. The HR Generalist conducts investigations on employee relations issues and performs organizational development interventions on routine to complex performance and quality issues.
Provides advice and counsel to employees, supervisors, managers and executives on performance management, employee relations, dispute resolution, and corrective actions.
Recommends and implement organizational development strategies including quality improvement, performance enhancement approaches, and problem solving by analyzing trends and performance outcomes.
Investigates and resolves routine to complex complaints including discrimination, harassment, violence in the work place, and hostile work environment by interviewing complainant(s), managers, and witnesses and recommending a course of action based on gathered information.
Interprets and explains human resources policies, procedures, and rules to supervise managers and employees and ensures legal compliance with applicable federal, state, and local regulations.
Participates in the resolution of disputes and develops solutions to problems between employees and managers using a variety of resolution approaches.
Conducts special projects on various human resources topics, compiles supporting data to document methodology, and writes reports on findings.
Supports Operations in creating Training curriculum and onboarding for new hires and staff and may present various HR trainings for employees and managers; maintains Continuing Education for Clinical positions.
Coordinates the grievance and disciplinary processes by coaching managers and employees on disciplinary matters, recommending appropriate disciplinary action, and drafting letters of discipline, support and analyzing reports.
Coordinates the ADA process by gathering intake information, insuring proper documentation is received, coordinating meetings with both employee and manager, facilitating interactive dialogue and finalizing recommendations.
Explains and provides information on the Americans with Disabilities Act, Family Medical Leave Act, Equal Employment Opportunity, Affirmative Action, and other programs to employees and managers. Participate in the interactive process between managers and employees.
Responsible for strategically planning and managing recruitment and retention functions as well as manage all HR functions including employee relations, payroll and ensuring compliance for all regulatory bodies
Assist in the communication, interpretation, and upkeep of team member handbook, team member directory, and organizational chart, and contributes to the development and communication of policies and procedures.
Administers human resources policies and procedures, collects and analyzes HR data, processes confidential information and documents.
Maintain HR project list, team agendas, up-to-date organizational charts, newsletters and employee correspondence
Support the HR department in implementing programs to help improve the team member experience
Introduce and maintain new hire onboarding follow-up
Assist with exit interview process and reporting
Ensure all team member paperwork is completed accurately and submitted to payroll timely
Maintain electronic personnel files database on both active and terminated team members consistent with state and federal regulations.
Create/maintain statistics, executive reports and presentations related to all facets of HR (engagement, hire, term, events)
Act as the first point of contact for team member inquiries to assist with identifying and resolving team member questions/issues
Create and send notifications to payroll regarding a team member’s change in status or pay related change
Support existing field operations and aide in the merge and acquisitions integration
Ability to Perform Essential Functions of the Job
Bachelor's Degree in Human Resources or a related field or equivalent experience required.
Minimum of two (2) years professional Human Resources experience including: team member relations, compliance, onboarding, FMLA, unemployment, and Workers’ Compensation administration experience
Advanced computer skills required, including Word, Excel, PowerPoint and electronic calendar/mail/contacts system and Google Drive.
Proven experience working in an HR department
Excellent communication skills, interpersonal skills, ethics, and cultural awareness
Strong detail-oriented and resourceful mindset
Knowledge of HR federal laws and regulations
Compliance – Knowledge and proficiency to execute compliance with HR and organization policies and procedures.
Accountability - Must be a self-starter that can work well independently and as part of a team.
Organizational skills - organized and detail oriented with ability to handle a multitude of tasks/projects and prioritize workload efficiently. Must have the ability to work well under pressure and meet/manage changing deadlines.
Problem Solving - Resourceful, problem-solving aptitude and thorough knowledge of HR procedures and policies
Advanced knowledge of MS Office and comfortable learning new technical systems as needed
Travel - up to 55%
Equal Employment Opportunity
It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation. Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information.