Senior Human Resources Coordinator

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Job description

Business Partner:

• Serves as an active business partner and coach to managers and provides guidance on employee performance issues by applying various performance management techniques for conflict resolution.
• Provides HR support in the areas of development & coaching, performance management, workplace investigations, developing and implementing management and employee development programs, and implementing effective diversity initiatives.
• Influences management decisions by delivering pro-active advice and counsel to leaders, while maintaining integrity with HR policy and practice and seeking creative solutions to problems.
• Supports and/or leads the execution of HR initiatives with the direction of the Director/Sr. HR Manager. Develops and delivers training programs that support HR initiatives.
• Builds rapport with the corporate and field employees and help improve productivity by serving as a subject matter expert in the areas of HR practices.

Employee Relations:

• Administers Human Resource plans and procedures in compliance with Corporate direction; assists in development and implementation of local HR policies and procedures and maintaining the employee handbook and policies and procedures manual.
• Interacts daily with employees to insure open line of communication is maintained and to assist Operations Team in addressing issues, needs, and/or concerns as they arise
• Provides guidance to the leadership team on a wide variety of employee relations issues. Responds to employee and management inquiries regarding personnel policies, procedures and programs.
• Responsible for investigating and managing routine employee matters and providing constructive and effective resolution for each matter, working with Corporate HR. Influence business leaders to take appropriate course of action.
• Provides consultation, guidance and coaching to supervisors, managers and the field HR team to address employee behavior and performance concerns; provides guidance and assist with the development and delivery of appropriate feedback or corrective/disciplinary actions.
• Facilitates a timely and thorough investigation and processing of employee concerns/complaints and gathering of information for claims of harassment, discrimination or unfair treatment. Advise management staff in appropriate application of HHA policies and employment law. Obtains approval from Corporate HR on actions resulting in suspension or discharge of employee.
• Educate line managers on ER topics, policies, conflict resolution and performance management, both 1:1 and through training sessions.
• Develops and implements programs to maintain good employee relations and to support employee retention and engagement.
• Interpret & apply understanding of corporate policy, employment law, and other regulations to provide immediate advice, guidance or clarification for ER inquiries.
• Monitor terminations and respond to all unemployment issues and present hearing information as required. Conduct exit interviews and provide feedback regarding any employee relations issues, as well as in the context of organizational culture.

Compliance:

• Provides administrative support and participates in Environment of Care compliance.
• Create and maintain employee files. Perform audits on personnel records to maintain state and federal standards and regulatory (Joint Commission, DNV, or HFAP compliance).
• Works closely with Client Human Resources to ensure our human resources practices align with their requirements including regulatory compliance. Participates in regulatory readiness activities including reporting at time of survey or review.
• Tracks annual educational and employee health requirements (e.g., TB test, fit-test, immunizations) and ensures compliance with client/regulatory requirements.

Labor Relations:

• Establishes and maintains effective labor management relations by providing consultative assistance to management related to union contract administration.
• Oversees investigations, disposition of grievances and advises management on grievance processes and procedures to bring closure to disciplinary matters.
• Prep with management for grievance meetings.
• Responds to union grievances and meet with union representatives to resolve issues.
• Prepares reports, using records of actions taken concerning grievances, discipline, arbitration, and related labor relations activities to identify problem areas.

Recruitment and Onboarding:

• Is responsible for leading the full-cycle recruitment process and managing the hiring and selection process for assigned areas.
• Collaborates with the corporate recruitment team the recruitment and selection process of management staff.
• Works with management to identify front-line recruitment needs and develops a recruiting plan which includes posting and advertising of jobs.
• Employs creative recruiting techniques including internet ad placement and resume searches, job fairs, college recruiting, referrals, networking and cold calling/direct sourcing of passive candidates; also develop and drive internal programs related to recruiting.
• Ensures a positive candidate experience.
• Maintains compliance with internal hiring practices and external employment law applications.
• Evaluates candidates' strengths compared with customers' requirements by, for example, evaluating, screening, and interviewing the candidate.
• Completes/coordinates pre-employment assessments, professional reference check/ criminal background check, employment/education verifications, and drug/employee health screen.
• Negotiates wage rates and other terms and conditions of employment with candidates within company guidelines, and prepares/makes employment offer.
• Ensures the accurate and timely completion of new hire paperwork and submits to the corporate office. Ensures I-9 and eVerify compliance.
• Conducts New Hire Orientation and regular follow-up with new employees and managers to ensure a smooth onboarding experience. Working with Client Human Resources, schedules new employees for Client orientation.
• Conducts New Hire Orientation and regular follow-up with new employees and managers to ensure a smooth onboarding experience. Working with Client Human Resources, schedules new employees for Client orientation.
• Maintains selection records, including EEO and Affirmative Action data.

Employee Development & Performance Management:

• Ensure compliance with the performance management process. Partner with leaders to develop account specific evaluation tools.
• Provide coaching with regards to performance management documents, performance improvement plans and employee performance counseling documents.
• Scheduling and tracking of training.
• Participate in delivery of employee training modules when needed.

Benefits:

• Provides general benefits and enrollment information for all on site associates. Coordinates timely enrollments and terminations with the corporate office.
• Provides 401(k) enrollment information to new associates and coordinates enrollments including initial set ups, and future changes with the corporate office.
• With the corporate office, coordinates enrollment meetings with new associates, at the time of hire, and current associates, as needed, to review benefit packages and provide needed information and instruction on benefit enrollment and use.

Payroll:

• Initiates Employee Change forms and Termination Requests and assures proper approvals at account level prior to submitting to Corporate HR.
• Tracks sick/personal and vacation accrual and usage.
• Coordinates/facilities employee/supervisor time entry and access with payroll. May submit supervisor approved time to corporate payroll.

Workers Compensation Injuries:

• Works as the liaison between the company and the medical facility on all WC injuries and treatment. On the job injuries requiring employee health services treatment are coordinated by this position.
• Ensures proper reporting of on the job illnesses and injuries through the Risk Console.
• Maintains all regulatory forms for the department's illnesses and injuries.
• Coordinates the annual submission and posting of the OSHA 300 forms with the corporate office.

Leave Administration:

• Administer applicable leave of absence policies and procedures for all hourly team members within their designated units.
• Support the Operations Team with Leave of Absence Management, specifically with ensuring consistent implementation and execution of Company policies and procedures related to all hourly leave of absences.
• Manage all hourly leave of absence requests through appropriate intake methods (i.e. email, direct calls, absenteeism report, etc.)

HR Administration:

• Coordinates company events
• Uniform services
• Orders office supplies
• Performing other related duties as required and assigned to support local management in achieving production and customer satisfaction objectives

Customer Service:

• Promotes a customer service mindset. Treats others courteously and with respect.
• Responds to all requests and calls with a can do attitude. Follows up on requests with a sense of urgency.
• Views everything with a process improvement mindset. Follows the PDCA approach when solving issues.
• Conducts surveys of customers to verify and improve satisfaction levels.