This position is the facilitys focal point for implementing and managing Human Resources programs and initiatives. Resolves human resources related issues and concerns impacting the work environment. Provides facility managers with counsel and support in all areas of Human Resources, including employee relations, employee engagement, career counseling, performance management, staffing and retention, compensation, benefits, equal employment opportunity, affirmative action, training and development, and compliance with State and JCAHO human resources standards.
Assesses situations and environments affecting employee engagement, and provides managers with advice and recommended courses of action based on operating guidelines, policies and applicable laws. Consults with department managers on establishing and nurturing a positive employee environment and to provide necessary education and coaching.
Reviews and analyzes facility employee and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement to identify trends, activities, and potential issues within each department. Applies understanding of the business unit to strategize action plans and partner with managers to implement and deliver key goals and objectives that support employee engagement.
Collaborates with Human Resources team members to develop and implement system, facility, and department goals and objectives. Participates in process improvement initiatives, works closely with Chief HR Officer to enhance and facilitate performance improvement, and maintains effective communication between Human Resources and facility operations departments. Seeks opportunities to assist co-workers without compromising individual responsibilities.
Stays abreast of activities in other areas of Human Resources and positively and reliably represents Regulatory Affairs, Compensation, and Sourcing and Recruitment to facility staff and managers. Appropriately conveys concerns and issues to stakeholders.
In larger facilities, this position may supervise office staff or be assigned service line accountability, i.e., employee engagement or accreditation responsibilities. Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards.
Proficiency level typically gained through a combination of a 4 year degree in Human Resources, Management, or Business along with several years of increasingly responsible work experience in HR.
Requires seasoned Human Resources generalist with experience in employment law, conflict resolution, employee relations, and general Human Resources management. Needs basic familiarity with principles of compensation, recruiting, and organizational development.
Requires ability to analyze basic statistics and identify trends. Must demonstrate ability to assess employee and business needs and formulate plan of action. Able to identify potential issues and proactively contain and manage challenges. Requires basic to intermediate level computer skills and ability to access information in meaningful ways. Requires skill in conflict resolution, mediation and team building. Must have demonstrated ability to work collaboratively with all levels of employees and managers. Requires effective presentation and verbal and written communication skills. Needs commitment to timeliness and attention to detail for acceptable customer service
Professional in Human Resources or Senior Professional in Human Resources (PHR or SPHR) designation preferred. Past experience in health care environment highly desirable.
Additional related education and/or experience preferred.