Human Resources Generalist

Job Overview

Human Resources Generalist - HR

The Human Resources Generalist manages the overall provision of Human Resources services, policies, and programs.

Duties and Responsibilities:

Management

• Oversees and Leads the HR departments for multiple care centers (skilled nursing homes)
• Regularly directs and oversees the work of full-time employees within the care centers
• Has the authority to making recommendations of significance as to HR employees’ employment status and will have those recommendations afforded substantial weight

 Recruiting and On-boarding Processes

• Assists department heads with recruitment and retention needs across multiple care centers, with the ability to evaluate candidates and make significant recommendations on hiring. Has the authority to make recommendations of significance as to HR employees’ employment status and will have those recommendations afforded substantial weight
• Coordinates and attends job fairs in the local market and coordinating school partnerships for clinical rotations and hiring new graduates.
• Ensures that all Care Center Job posting are posted.
• Partnering with Corporate Recruiting & Creative Services in developing employment advertisement campaigns for the local market, job boards, and social media.
• Reviews applications/resumes; evaluating applicant skills and making recommendations regarding applicant qualifications using ATS best practices, with the ability to make significant recommendations on hiring staff within the care center, along with participating in and conducting interviews.
• Helps design and implements Center-sponsored recruitment and retention programs; providing consultation and support to department heads in the development and implementation of programs designed to improve staff recruitment and retention.
• Conduct new hire orientation to foster a positive attitude toward organizational objectives.
• Manage on-boarding process for new hires and transfers across multiple care centers.
• Prepare offer letters and agreements for employees using electronic onboarding across multiple care centers.
• Responsible for preparing and submitting payroll status changes.

Employee Relations

• Partners with management and Director of HR to communicate Human Resources policies, procedures, programs and employment laws across multiple care centers.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Uses discretion and independent judgment to develop strategies for resolving employee concerns, conflicts, and/or grievances, including through the implementation and interpretation of company policies
• Consults and supports managers and supervisors in the progressive discipline process across multiple care centers.
• Responsible for the implementation of a performance improvement process for non-performing employees across multiple care centers.
• Conducts employee investigations and provide recommendations to management across multiple care centers.
• Reviews and guides management recommendations for employment terminations.
• Conducts exit interviews across multiple care centers.
• Manages unemployment compensation (UC) program at the facility level across multiple care centers, representing the Company at UC hearings.

Employee Engagement

• Leads centers’ engagement activities across multiple care centers.
• Develops employee recognition programs and initiatives across multiple care centers.
• Develops engagement survey and analytics across multiple care centers.
• Oversees the employee on-boarding process to include New Hire Orientation and assimilation into the Company’s culture, mission and core values across multiple care centers.

Labor Management

• Participate in daily staffing meeting in order to identify employee attendance trends, recruiting needs/vacancies, and overtime mitigation opportunities across multiple care centers. Responsible for providing solutions to center management on staffing challenges and implementing and executing plans for the centers to overcome labor management challenges.
• Maintains the facility’s Daily Staffing Report to ensure facility is adhering to state specific guidelines across multiple care centers.
• Reconciles attendance daily with employee timesheets against schedule and time in/time out reporting across multiple care centers.
• Maintains running report of attendance incidents across multiple care centers.
• Ensures hours are accurately accumulated and categorized in a format compatible with company and department payroll procedures across multiple care centers.
• Monitors attendance and schedule adherence across multiple care centers.
• Assists with the coordination of programs designed to improve the productivity of employees, including training, talent acquisition and performance evaluation across multiple care centers.

General Areas of Responsibility

• Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Participates in the development and execution of HR strategic initiatives, policies and procedures.
• Aids in the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Prepares periodic reports for management to track strategic goal accomplishment, as necessary.
• Responsible for personnel file administration and compliance.
• Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records
• Participates in management and center staff meetings, training and workshops, as required.
• Manages Payroll Coordinator and payroll processing guidelines are followed.
• Manages the training of other HR Coordinators (“HRC”) across the region as needed.
• Managing additional care centers during HRC vacancies and as assigned.
• Collaborates with Regional Director of Human Resources to assist in roll out of any new HR initiatives and programs as needed.

Education and Experience

• • • Minimum of a Bachelor’s degree or equivalent in Business Administration, Human Resources, and Organization Development required.
    • SPHR or PHR preferred.
    • Minimum of four (4) years of related experience in Human Resources required.