Junior Human Resources Business Partner

At ClareMedica, exceptional is the standard.

Driven by our purpose to enhance the lives of the seniors in the communities where we have the privilege to work, live, and play, the ClareMedica team is comprised of the brightest and best in their fields of expertise. From clinical excellence to unparalleled administrative support and beyond, we’re working together to help seniors live happier, healthier, fuller lives.

That kind of teamwork and passion for excelling can only exist in a workplace that fosters employees’ growth and wellness and where their full potential and value are realized. At ClareMedica, we’re excited about great people like you. We’re even more excited to support you with the resources, training, benefits, competitive compensation, and more to help you thrive and succeed in our communities.

Opportunity awaits – welcome to ClareMedica.

ESSENTIAL FUNCTIONS:

The role of the Operations Business Manager involves strategic planning and overseeing of various human resources functions, including talent acquisition, compensation, benefits, training, and employee relations. This position is responsible for the administration of human resources programs and policies that reflect the Company’s mission and values, support company goals, achieve objectives, and positively engage the workforce. The Operations Business Manager also possesses an extensive and up-to-date understanding of federal and state employment laws to advise leadership with solutions for human resources issues and evolving organizational needs. Additionally, they spearhead the implementation of best practices and/or programs, to facilitate processes and provide comprehensive data and reports on HR activities.

DUTIES AND RESPONSIBILITIES:

• Establishes a Business Partner relationship with client departments to support the achievement of goals and objectives through employee engagement.
• Partner with key leaders in the organization to align HR practices with current and future business needs.
• Active participation in client departmental meetings as a support resource. Identify areas of opportunities in client departments and support the development of CAP’s (Corrective Action / Preventive Action) strategies.
• Assures the compliance of policies, procedures, and labor laws. Provide guidance to management on issue resolution, corrective action, terminations, and various employment topics such as performance management and general HR policies and procedures to assure fairness and consistency.
• Investigate issues, such as working conditions, disciplinary actions, and general employee grievances and complaints.
• Formally documents each investigation process and recommends a course of action.
• Stays current on recent federal, state, and case law changes and monitors labor law updates and newsletters for changes that affect HR.
• Answers Department of Labor or any other governmental agency requests, including employee complaints.
• Conducts Exit Interviews, analyzes data, and tracks feedback and trending while providing feedback to Leadership regarding emerging trends or patterns.
• Assists in administration of Performance Management cycle.
• These activities may include counseling employees on the common review date process and timelines, providing training to managers/employees on the Performance Review/Appraisal system (Success Factors) and performance review forms, and reporting on and communicating from documentation processes within the system.
• Supports the administration of leave of absence policies and procedures.