Full Time HR Manager

To be considered for the Full Time HR Manager position at Benedictine Living, candidates should have a Bachelor’s Degree coupled with 3-5 years of experience in human resources, or an Associate’s Degree with 5-7 years of HR experience. Additional qualifications such as labor relations experience, familiarity with HRIS and ATS, and certifications like CPP or PHR are highly regarded, especially if you have experience in a union facility.

As the HR Manager at Benedictine Living, your day-to-day responsibilities will involve managing all aspects of human resources, including recruitment, onboarding, performance management, and compliance with regulations. You'll also be responsible for supporting supervisors in employee relations and coaching while developing strategies for employee retention and engagement.

Benedictine Living provides a comprehensive benefits package for eligible associates. This includes paid time off (PTO), retirement plans, medical, dental, and vision coverage, as well as education assistance and various voluntary benefits, ensuring support for every stage of life.

While previous experience in the healthcare industry is preferred for the HR Manager position at Benedictine Living, it is not strictly required. However, knowledge of the healthcare sector can be advantageous in navigating the unique challenges and regulations that may arise.

Benedictine Living emphasizes a collaborative approach to performance management. As the HR Manager, you’ll assist supervisors with performance reviews, coaching, and creating performance improvement plans, ensuring that employees feel supported and that their growth is aligned with the community goals.

When answering this question, mention specific strategies you have implemented in prior positions to improve recruitment and retention. Highlight your approach to using behavioral-based interviewing techniques and how you’ve adapted these strategies to meet the needs of your community.

Discuss your understanding of federal and state labor laws and provide examples of how you've ensured compliance in past HR roles. It may be helpful to mention any specific processes or training programs you have developed.

Provide a clear example that details your conflict resolution process, how you facilitated communication between the parties involved, and the positive outcomes that resulted from your intervention.

Share your experience using performance management tools and how you have supported supervisors and employees in the performance appraisal process. Be sure to mention any particular challenges you’ve overcome related to performance evaluations.

Discuss specific onboarding practices you have implemented or facilitated, like orientation programs or mentorship initiatives that help new employees acclimate to the company culture effectively.

Highlight your understanding of the dynamics in a unionized workplace and provide examples of how you have successfully collaborated with union representatives, navigated collective bargaining agreements, or addressed union-related employee concerns.

Mention qualities such as strong communication skills, empathy, problem-solving abilities, and the capacity to build trust and respect with both employees and management. Provide examples of how you've demonstrated these qualities in your past roles.

Talk about the resources you use to stay informed—like attending workshops, following HR publications, or joining professional organizations. This will showcase your commitment to continuous learning in the HR field.

Share your experience in developing programs or initiatives that promote diversity and inclusion, and discuss their importance to the company culture and employee morale.

Discuss your approach to ensuring that employee needs are met while aligning them with organizational objectives. Sharing examples of how you've achieved this balance will provide insights into your strategic thinking as an HR Manager.