Human Resources Generalist

·         Staff Recruitment, including all aspects of hiring, from sourcing candidates to onboarding. In this area, you may work with hiring managers to determine the needs of a particular role and then find candidates that meet those requirements. You will typically use job boards, career websites, social media, employee referrals, and more to find potential candidates, and conduct phone screenings to learn more about top candidates.

·         After a candidate is chosen by the hiring manager, you will send an employment offer letter, upon receipt of position acceptance, you will begin the new hire onboarding process, including verification of references, background checks, professional licensure verifications, collection of fitness for duty and position specific competencies verifications, collect vaccination information, establish onboarding schedule with hiring manager, and administer and schedule new hire trainings, provide new hire Employee Handbook, administrative policies and procedures, and role specific policies, protocols, etc.

·         When hiring licensed clinicians; internal credentialing and privileging, submission of professional documentation to the board of directors for final hiring approval and re-credentialing every two years. Required monitoring and tracking of credentialing process for clinical professionals.

·         Management of compensation and benefits. Ensure employee’s demographics, position, salary, and benefits are accurately reflected in the Human Resource Information System (HRIS).

·         Tracking employee absences and tardiness.

·         Calculate hours worked, withholdings, and deductions, ensure accuracy.

·         Ensure payroll is processed accurately in collaboration with Finance Department and Payroll Vendor.

·         Administering benefits programs, including health insurance, 401k, volunteer health plans, flexible spending account, holiday pay, paid time off, etc., ensure payroll deductions are accurate in the HRIS system, and reconcile monthly invoices with various benefit vendors and payroll reports. 

·         Handle any questions or concerns from employees regarding their pay, deductions, benefits, allowable leaves, etc.

·         Training and Development, coordinate mandatory and voluntary trainings, assist with development of training programs for supervisors and managers, may design training materials, conduct training sessions, evaluate effectiveness of training programs, manage monthly tracking of mandatory trainings, provide feedback to employees, supervisors, managers, and leadership when appropriate.

·         Manage employee relations and the performance management process with the company’s leadership staff, ensuring appropriate communications exist between all parties.

·         Works closely with leaders within the organization to ensure written improvement warnings or plans are completed timely and closed as indicated. Ensure annual evaluations are completed annually by supervisors, managers, and leadership personnel.

·         Handle staff issues, such as employee conflict, communication, training, and ensuring employees can and do work together effectively.

·         Create a company culture that is positive and supportive.

·         May develop and propose initiatives to enhance employee well-being.

·         Develop and design policies and procedures related to the Human Resource Department.

·         Review Human Resource’s policies and procedures according to company established frequencies or when revisions are needed.

·         Administrative management of employee documents, records related to credentialing & privileging, attendance, paid time off, unpaid time off, leave of absence, and various other employee data.

·         Ensure compliance with state and federal employment law.

·         Manage employee discipline and termination in coordination with department supervisors, managers, or leadership.

·         Maintain and update Employee Handbook.

·         Investigate and manage employee complaints, harassment, or discrimination.

·         Conduct employee exit interviews.

·         Conduct annual employee satisfaction survey.

·         Plan and coordinate annual staff appreciate/holiday party.

·         Manage quarterly staff anniversary acknowledgement and stipend.

·         Shows good fiscal and administrative stewardship through effective use of time and resources.

·         Administrative duties associated with maintaining and implementing HR systems.

·         Other duties as assigned, including scribing.

Requirements

·         Bachelor or Master Degree in Human Resources or related field preferred.

·         Associate’s Degree in Human Resources, or related field.

·         Prior healthcare and nonprofit e