HR Generalist II

                    

At Cleveland Clinic Health System, we believe in a better future for healthcare. And each of us is responsible for honoring our commitment to excellence, pushing the boundaries and transforming the patient experience, every day.

                        

We all have the power to help, heal and change lives — beginning with our own. That’s the power of the Cleveland Clinic Health System team, and The Power of Every One.

                                    

Job Title

HR Generalist II

                        

Location

Canton

                    

Facility

Mercy Hospital

                     

Department

HR Services-Caregiver Office

                      

Job Code

T99150

                     

Shift

Days

                       

Schedule

8:00am-5:00pm

                       

Job Summary

                         

Job Details

Join Cleveland Clinic Mercy Hospital and experience world-class healthcare at its best. Officially becoming a full member of the Cleveland Clinic Health System in 2021, Mercy Hospital offers a wide variety of medical specialties to the communities in and around Stark County. Here, you will work alongside passionate and dedicated caregivers, receive endless support and appreciation, and build a rewarding career with one of the most respected healthcare organizations in the world. 

  

As a Human Resources (HR) Generalist II, you will primarily support a nursing population of approximately 565 nurses, as well as associated support staff, in assisting human resources strategies and workforce needs for the Institute/Division/Hospital. In this role, you will provide counsel and direction to management in all aspects of human resources functions for assigned clients, as well as support in the areas of caregiver relations, compensation, performance management and development, team effectiveness and caregiver engagement. You will also serve as a front-facing HR partner—a go-to person for policy questions, employee relations, performance improvement and system navigation.

This position provides opportunities to advance into leadership (e.g., Director roles) through demonstrated innovation, independent thinking and the capacity to influence. Exposure to high-level initiatives including reporting for Magnet and contributing to employee engagement strategies offers valuable strategic experience. The caregiver will also have the opportunity to lead presentations, drive system and process improvements and help shape the evolving partnership between Human Resources and clinical leadership.

A caregiver in this role works days from 8:00 a.m. – 5:00 p.m.

A caregiver who excels in this role will:

• Act as a confidential advisor on performance management, disciplinary actions, performance improvement plans, and investigations.
• Counsel client groups and facilitate conflict resolutions.
• Interpret and advise on policies and programs encompassing all aspects of Human Resource Management to all levels of caregivers.
• Conduct investigations and make recommendations to business leaders.
• Facilitate the Right of Review process.
• Build and maintain relationships with the various Human Resources Center of Excellence (COE) partners and ensure communication of programs and their implementation to all employees.
• Respond to calls, emails, and daily inquiries from nursing staff.
• Handle employee relations matters including investigations, corrective actions, and performance improvement plans.
• Support compliance efforts and system navigation. (Workday, Kronos, My Learning, etc.)
• Navigate and pull reports from various systems such as Kronos and HRIS. (Workday)
• Analyze HR and business metrics and provide recommendations to the HR Director and leadership.
• Prepare presentations for monthly Nursing Council meetings and address frequent policy-related questions.
• Support manager OKR planning, monitor deadlines, and provide HR metrics and analytics.
• Drive initiatives related to employee engagement, retention, and turnover analysis.
• Support regulatory practices to promote fair and equitable treatment of caregivers.
• Maintain up-to-date regulatory knowledge and expertise.
• Partner with the legal department as needed.
• Determine development needs for specific segments of the organization and provide training.
• Provide support in workforce planning, partnering with talent acquisition and compensation to review promotions, equity adjustments, and job reclassifications.
• Support the process for all regulatory and accreditation surveys such as Joint Commission, CMS, and ODH.

Minimum qualifications for the ideal future caregiver