HR Generalist, Compliance and Analytics Specialist

Description

JOB SUMMARY

The HR Generalist, Compliance, and Analytics Specialist will report directly to the Director of Human Resources. This role involves continuously auditing and monitoring HR operations daily, monthly, quarterly, and annually to ensure compliance with licensures and certifications required by the Joint Commission, CMS, and federal/local regulatory requirements. The Compliance and Analytics Specialist will also collaborate with the Director of HR and Senior Leadership to develop comprehensive people analytics that provides insights into the company's human capital, business trends, and overall effectiveness. All duties must be performed in strict accordance with The Joint Commission, federal, state, and local guidelines, as well as organizational and departmental policies and procedures.

STANDARDS OF PERFORMANCE

1. HRIS Analytics will include ongoing tracking of life safety and licensure compliance.
2. Collects and compiles HR metrics and data from various sources, including the human resource information system (HRIS) and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, competitors’ practices, new employment regulations, labor laws, and other sources.
3. Develops and maintains a master list of licenses, Certifications, ACLS, BLS, PALS, 90-day performance evaluation, 90 days-competency checklists, and running weekly/biweekly and monthly reviews/checks. 
4. Monitors and coordinates 7-day orientation, 90-day evaluation, and competency checklist, ensuring strict compliance with HR Policy, including coordinating suspense dates with employees and leadership. 
5. Monitors and coordinates primary source verifications of renewals of licenses and certification, ensuring strict compliance according to The Joint Commission and State Regulations, including coordinating suspense dates with employees and senior leadership. 
6. Regularly conducts New Hire employee personnel file audits: CPSI/HRIS new hire data entry verification of Demographics (D.O.B, S.S#, Address, Contact #, Emergency Contact), Licensure & Life Safety (BLS, ACLS, PALS), Job title, Hour Rate, and Employment Code, and Direct Deposit information.
7. Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements.
8. Design and manage employee pulse surveys and exit interviews.
9. Analyzes data and statistics for trends and patterns, focusing on recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations.
10. Based on metrics and analysis, it makes recommendations for policies and activities to improve the organizational culture, including suggestions to attract and hire qualified candidates, motivate and retain employees, address staffing issues, and maintain legal compliance.
11. Analyze competitor’s practices and make recommendations to HR Leadership
12. Assist with performance, benefit, and compensation review and evaluation processes.
13. Prepare reports of data results and present findings to HR Leadership
14. Recognize and suggest short-term and long-term goals, milestones, and benchmarks for key performance metrics based on analyzed annual performance evaluations.
15. Performs job evaluation and analysis, job description support, and related functions, including maintenance of Job Descriptions and Competencies on the HR intranet (SharePoint). 
16. Conduct research and analysis in evaluating job reclassification requests and new job descriptions, including writing job specifications and descriptions, preparing market pricing recommendations, reviewing internal equity, and recommending salary ranges and FLSA classifications.
17. Conducts information searches about salaries, job classifications, and other requests.
18. Analyzes data and prepares statistical reports on job review activities, salary equity issues, and trend analysis.
19. Maintains records necessary for appropriate documentation of wage and salary programs and reclassification.
20. 20. Collaborates with all levels of management regarding creating and updating job descriptions. 
21. 21. Assists with reconciling and monitoring position control, ensuring departments adhere to budgeted position authorizations. 
22. 22. Creates and changes staff positions and job titles in Paylocity, including title creation, title inactivation, position set-up, and position transfers. Works with payroll to ensure that changes do not disrupt pay processes. 
23. 23. Maintains job description and competency database. 
24. 24. Represent the department in various internal committees, task forces, and cross-functional meetings within the Health System.
25. 25. Assist in developing and modifying operating policies, guidelines, procedures, systems, and documentation as appropriate to developing best practice