Human Resource Generalist

Description

Position Summary:

The Human Capital Partner will be responsible for aligning Human Capital strategies with their assigned facility’s needs. This position serves as a partner to operations and clinical leadership by providing support in the areas of employee relations, talent acquisition, performance management, employee engagement and compliance. The Human Capital Partner must demonstrate excellent customer service, drive for execution, operating at the pace of the facility and have enthusiasm for Human Resources, SKLD culture, & the facilities and communities in which they work. Accordingly, the Regional Director of Human Capital provides additional guidance and resources secondary for the HCP to that of the Facility Administrator.

Principal Duties and Responsibilities:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Serves as a primary contact at an advanced level for all aspects of Human Resources at the HCP’s assigned facility to include recruitment/talent acquisition, employee relations, employee engagement/retention program development, as well as other projects and services at assigned facilities.
• Provides exceptionally positive experiences to all current and potential employees, leaders, and constituencies through delivering value added services with a high-level of professionalism delivered in a timely manner with compassion and a healthy dose of a “human touch.”
• Consults, advises, and facilitates on a wide variety of employee issues, including selection, retention, recruitment, restructure, position/department alignment, job descriptions, disciplinary issues, individual and team development, etc.
• Establishes and fosters an environment of open communication and problem resolution between all levels of positions. Creates a positive, trusted presence in all assigned facilities. Known as a “go to” resource for facility leaders and employees.
• Successfully assists with and/or leads HR related projects including those involving a high degree of complexity, confidentiality and organizational impact.
• Actively supports team and organizational change initiatives.
• Consults with all facility management to determine projected needs for staffing and plans a recruiting program based on those needs and specialized qualifications for anticipated positions.
• Uses a variety of recruiting resources, including but not limited to advertising online using Indeed, LinkedIn, MI Talent Bank, My CNA Jobs, Handshake, etc. Coordinates partnerships with local schools and universities to attend job fairs, speak to classes, and host job shadows. 
• Establishes contacts in the community through membership and participation in professional associations. 
• Partner with the marketing team to create dynamic marketing materials that reflect the unique vision and mission of SKLD for online postings and job fairs. 
• Responsible for all onboarding activities for assigned facilities to include: reference checks, background checks, facilitating offer letters, employee file set up and maintenance, and onboarding, to ensure the organization is adding and retaining the best, most elite group of talented individuals who are also the right cultural fit.
• Provide day-to-day performance management guidance, counsel and policy interpretation on a range of simple to complex HR issues to Managers, Supervisors, and staff (this would include coaching, counseling, career development, disciplinary actions).
• Review and approve written warnings, performance improvement plans, and suspensions for the facilities to ensure compliance with the EEOC, FLSA, ADAAA, FMLA, OSHA and all SKLD workplace policies.
• Assist Managers when needed in managing and resolving complex employee relations issues, and in investigating complaints and resolving conflicts to ensure a productive workforce and a collaborative environment.
• Displays superior proficiency in assessing and articulating solution options along with associated potential consequences, outcomes, and/or risks to provide a “total picture” for recommendations and informed decision making.
• Assists the Payroll and Benefits with implementing new benefit programs within the facilities; arranges and conducts employee information presentations during new hire and open enrollment and schedules one on one meetings when an employee’s employment status changes or when they have a life event. 
• Works with the Payroll and Benefits team to report and track all facility work related injuries. Educates all department managers and supervisors on processes to follow when an employee is injured (forms, medical treatment, etc.). Ensures a proper investigation and root cause analysis is completed with each incident/injury.      
• Maintain assigned facilities HR records and other related documents as necessary to include: Employee Files, Employee Health Records, Licenses/Certifications, and Training records- CPR, in-services, policy review, etc. 
• Assists surveyors with employee file reviews for assigned locations.
• Exhibits foresight in recognizing potential workforce problems and maintains in-depth knowledge of legal requirements related to day to day management of employees, reducing risk by pro-actively developing solutions and ensuring regulatory compliance.
• Coordinates with facility leadership and the Human Capital team to identify, create, and facilitate training and development programs to meet the needs of the entire organization and/or for the assigned facilities.
• Facilitate a wide range of employee relations activities to support a positive work environment including employee recognition activities, training classes, employee counseling, and event planning. 
• Assess, develop, and implement employee retention and engagement strategy for assigned facility in partnership with the Facility Administrator and Director of Nursing. Ensure retention by developing and implementing programs to foster a workplace environment that is consistent with the values and vision outlined by the leadership of the company.
• Works closely the Human Capital team to create, revise, maintain, interpret and train management on HR and corporate policies. 
• Remain informed of developing human resource trends and legislation and of developing internal human resource needs.

Requirements

Required/Desired Qualifications:

Education, Training, and Experience:

• Bachelor’s Degree in Human Resources or related field, or equivalent combination of education and experience. 
• 2 – 5 years Health Care and Skilled Nursing industry experience preferred.
• At least five years of experience managing all phases of the recruitment, hiring and engagement processes preferred. 
• SPHR, PHR, SHRM-CP or SHRM-SCP preferred.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal skills with good negotiation tactics.
• Ability to create and implement sourcing strategies for recruitment for a variety of roles.
• Proactive and independent with the ability to take initiative, self-starter.
• Excellent time management skills with a proven ability to meet deadlines.
• Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
• Proficient with or the ability to quickly learn HR systems and tools, including yet not limited to applicant-tracking software or other recruitment systems.
• Proficient with Microsoft Office Suite.