Human Resources Generalist (Full Time)

The responsibilities of a Human Resources Generalist at Aurora Behavioral Health Care encompass a wide range of HR functions. You will handle employee database management, oversee new hire orientations, and coordinate performance management initiatives while ensuring that all regulatory compliance requirements are met. Additional duties also include processing payroll, managing employee benefits, and nurturing a positive work environment through excellent employee relations.

To excel as a Human Resources Generalist at Aurora Behavioral Health Care, candidates should possess a high school diploma along with 3 to 5 years of experience in a generalist HR role. Preferred qualifications include a bachelor's degree in business or human resources and prior experience in a healthcare setting. Certification in HR, such as SHRM-CP or PHR, is a plus, along with familiarity with payroll garnishments and employee relations investigations.

As a Human Resources Generalist at Aurora Behavioral Health Care, you can anticipate a comprehensive benefits package. This includes health insurance, dental and vision coverage, and a 401(k) retirement plan. Additionally, you'll have access to life insurance options, PTO plans, holiday premium pay, tuition reimbursement, and employee assistance programs, all designed to support your overall well-being and career growth.

The work schedule for the Human Resources Generalist position at Aurora Behavioral Health Care is from Monday to Friday, 8:00 a.m. to 4:30 p.m. This standard office hour arrangement enables you to maintain a healthy work-life balance while being actively engaged in supporting the HR functions within the organization.

At Aurora Behavioral Health Care, career growth is a top priority, especially for our Human Resources Generalists. The company offers opportunities for continuing education, including tuition reimbursement for further studies. Additionally, you can expect to participate in change management initiatives and innovative HR programs that not only enhance your skills but also positively impact organizational culture.

When handling employee relations issues, I first ensure open lines of communication with all involved parties. I approach the situation with empathy and neutrality, gathering all relevant facts before attempting to mediate a resolution. It’s crucial to understand both perspectives and remain compliant with company policies, aiming to resolve conflicts amicably and promote a healthy workplace environment.

In my previous roles, I’ve been responsible for managing payroll processes, including entering time adjustments and PTO requests. I ensure accuracy by cross-verifying employee time using our HRIS and complying with payroll schedules. Dealing with payroll garnishments is part of my expertise, which requires attention to detail and clear communication with involved parties to maintain compliance.

Effective performance management involves setting clear expectations from the outset, continuous feedback, and regular check-ins. I believe in maintaining updated performance evaluation documents and providing managers with timely reports to identify evaluation due dates. Incorporating employee feedback into the process fosters an inclusive environment that encourages growth and accountability.

Coordinating a new hire orientation program requires careful planning and organization. I start by preparing a comprehensive information packet tailored to new employees, covering company culture, policies, and benefits. I coordinate with different presenters and ensure that their sessions align with the overall program objectives. After the orientation, I gather feedback to continuously improve the process.

Compliance is essential in HR. I stay updated on labor laws and apply them to our policies accordingly. This involves regular audits of our processes to ensure adherence to regulations, training staff on compliance matters, and processing any claims or requests from state agencies in a timely manner. I also ensure that records are maintained accurately for all employees.

HR plays a critical role in shaping an organization’s culture by promoting values such as respect, inclusivity, and teamwork. Through strategic initiatives, employee recognition programs, and providing support for development, HR can foster a positive environment that enhances employee engagement and productivity, driving overall organizational success.

Maintaining confidentiality is paramount in HR. I adhere to strict procedures regarding sensitive information and limit access to necessary personnel only. By establishing trust and transparency with employees, I assure them that their personal information is secure. Regular training on confidentiality policies further reinforces our commitment to protecting employee privacy.

I have extensive experience working with various HRIS systems, where I have managed employee data, processed payroll, and generated reports. Familiarity with systems like UKG Pro has enabled me to streamline database management, ensuring accurate record-keeping and enhancing efficiency across HR functions. I believe that effective use of HRIS can greatly improve workflow.

In a previous position, I spearheaded a change management initiative aimed at upgrading our performance management system. I gathered input from various departments and facilitated training sessions for staff on the new process. The key was to communicate the benefits and involve employees at every stage, which resulted in a smooth transition and positive acceptance of the changes.

For employee development and training, I advocate for individualized growth plans based on performance evaluations and career aspirations. I assess training needs and collaborate with department heads to create relevant development programs. Encouraging participation in workshops and continuous education not only equips employees with new skills but also enhances retention rates within the organization.