[Close] 

HR Generalist

Company Name:
ER Family of Companies

JOB TITLE: HR Generalist

DEPARTMENT: Human Resources

REPORTS TO: Manager, Human Resources

FLSA CLASS: Non-Exempt

Job Summary:
The Human Resources Generalist will provide support to managers, supervisors, and employees in all aspects of human resources. Under limited supervision, the Human Resource Generalist provides day-to-day administration of human resources, including but not limited to recruitment, compensation and benefits, record retention, legal compliance, and maintenance of HRIS. Provides assistance and follow-up on company policies, procedures, and documentation. Coordinates the resolution of specific policy-related and procedural problems and inquiries. With guidance from the HR Manager, originates and leads initiatives that contribute to positive employee morale and retention of employees through open communication, appropriate recognition and sound employment practices.

Job Results & Essential Functions

HR System Implemented Effectively
A. Facilitates processing of salary changes and coordinates status changes for Payroll.
Participates in HR policy & process updates to ensure compliance, understanding, and appropriateness. Communicates policies and practices to ensure employee and leader understanding. Provides interpretations as needed and drives consistency. Ensures that end products do not compromise HR management principles or the goals of the organization.
C. Electronically updates the education files, ensuring all educations records are documented and filed appropriately. Runs license verification prior to expiration of all employee licenses.
Maintains and monitors School of Nursing Records, completing transcript requests when necessary.
Responsible for tracking CPR card certifications, professional licenses, PMCS education and employee evaluations.
Maintains employee personnel files. Ensures all documents are filed upon receipt.
Pulls employee files and completes general information on external reference checks.

Leaves and Employee Health Requirements Administered
Oversees all aspects of the FMLA and disability leave program. Communicates with employees and management regarding leave availability and requirements, determines employee eligibility for leave and designates appropriate leave status. Coordinates leave with disability insurance, Workers' Compensation and PTO.
Maintains STD & LTD logs and files. Completes OSHA recordkeeping and reporting. Maintains all required State and Federal mandated postings. Responds to audit requests and advises supervisor of any abnormal requests.
Maintains Employee Health files as they relate to The Joint Commission HR Standards and Employee Health. Ensures confidentiality of information. Releases copies of information to employees with appropriate consent.
Coordinates employee return-to-work from disability/Workers' Compensation/FMLA by ensuring appropriate medical clearance. If limitations exist on clearance, makes recommendations to the HR Manager for alternative work arrangements for employees as needed (ADA accommodations); and ensures documentation of the decision.
Collects immunization records and other health-related information as required.
Coordinates annual employee PPD process and monitors compliance.

Reports & Analysis that Supports HR Processes and Compliance Requirements
Develops and provides data retrieval and report writing expertise to produce employee, applicant and/or recruitment information for analysis, decision making, statistical data, EEO reporting, etc.
B. Ensures integrity of HRIS database by periodically running reports to check the accuracy of data, reporting structures, etc.
Responds to data requests for both exempt and non-exempt salary surveys to ensure compensation objectives are achieved.
Analyzes and reports on personnel data in areas such as advancement rates, performance statistics and compensation. This includes exporting, compiling and manipulating data, and summarizing results in various formats, ranging from simple oral explanations to larger presentations.

Qualified Candidates
Drives the interviewing and selection process for assigned recruitment activities. Prepares interview team, coordinates candidate scheduling and communication, and keeps hiring managers focused on task of selection. Participates in interviewing and selection when necessary or assigned. Ensures the employer brand is represented well throughout the process.
Works with managers on staffing needs and ensures effective job descriptions and records are maintained.
Assists with job posting and sourcing internally and externally. Answers internal inquiries and provides career guidance and advice.
Determines and builds network of appropriate talent pipeline and resources. Builds the employer brand through building college & community relations, on campus recruiting and internship programs, community and industry job fairs, local and national recruiting agencies, online job posting sources, and community and professional organizations.
Recommends sourcing strategies and processing efficiencies to reduce cost, time, improve outcomes, or increase quality or compliance.
Coordinates the new hire process by communicating the selection decision and offer information to the representative from ER Select; scheduling post offer physical, drug screen and PPD; and creates new employee file upon hire.
Ensures closeout of recruiting activities. Records are complete and ready for affirmative action plan preparation.
Coordinates and arranges new hire entrance examinations. This involves ensuring clinician orders appropriate testing, receiving test results, ensuring test results are within required norms, and communicating with HR Manager when an individual does not pass entrance examination.

HR Process Improvements
Facilitates the development of better, faster, more efficient ways of doing tasks as well as eliminates unnecessary work and all non-value-added activities to enable a focus on work that generates greater value.
Researches, recommends, and implements HR/IS enhancements or other software applications that would improve the flow of data or the functioning of major HR work processes.
Position Qualifications

Education & Experience
Associates degree in business, human resources or related discipline preferred; plus three years' experience in a role of equivalent scope and complexity, or the equivalent combination of experience and education deemed necessary to perform the core responsibilities of the role. Experience administering FMLA and other leave programs preferred. Strong skills in Microsoft Word, Excel and PowerPoint required.

Licenses and/or Certifications
PHR or SPHR preferred.

Skills
Demonstrates an understanding of applicable employment laws (.e. ADA, FMLA, disability/Comp, etc.) in relation to the role.
Demonstrates the ability to anticipate and prioritize multiple priorities from multiple sources, and to switch direction quickly.
Exhibits high attention to detail. Is thorough and precise in accomplishing a task through concern for all areas involved, no matter how small.
Ability to express self effectively, both orally and in writing. Demonstrated skills such as organizing, problem-solving, planning, communicating and decision-making. Ability to establish effective working relationships throughout operational groups.
Must have a professional, cooperative, positive and flexible attitude. Possesses essential customer service philosophies. Functions successfully without supervision.

Language Ability
Ability to read, write and interpret documents in English such as safety rules, operating and maintenance instructions and procedure manuals. Ability to write routine reports and correspondence. Ability to effectively present information in one-on-one and small group situations.

Math Ability
Ability to add, subtract, multiply and divide in all units of measure, using whole numbers, common fractions and decimals. Ability to calculate figures and amounts such as proportions, percentages, rates and ratios.

Reasoning Ability
Ability to apply commonsense understanding to carry out detailed written or oral instructions. Ability to deal with problems involving a few concrete variables in standardized situations.

Physical Demands
Ability to communicate orally and in writing
Sitting for extended periods of time
Manual and visual dexterity required for operating telephone and computer equipment.
Frequently required to lift up to 5 lbs.


Working Conditions
Normal office environment
Occasionally subjected to irregular hours
Occasionally subjected to pressure due to time demands
Utilizes computer equipment for extended periods of time


Don't Be Fooled

The fraudster will send a check to the victim who has accepted a job. The check can be for multiple reasons such as signing bonus, supplies, etc. The victim will be instructed to deposit the check and use the money for any of these reasons and then instructed to send the remaining funds to the fraudster. The check will bounce and the victim is left responsible.