Assists
in development, coordination, and maintenance of HR and administrative
policies, programs and training in the areas of recruitment & retention,
affirmative action, human resources regulatory compliance, performance
management, succession planning, employee/labor relations, payroll
processing, employee communications, and workforce planning efforts. Assists
and advises leadership and management staff on Human Resources issues related
to these areas. Responsible for special projects as assigned. Performs
administrative tasks in the day-to-day duties of the office.
MINIMUM QUALIFICATIONS:
EDUCATION,
CERTIFICATION, AND/OR LICENSURE:
1.
Bachelors
degree in Human Resources, Business Administration, Industrial Relations or
related field.
EXPERIENCE:
1.
Two (2) years of professional Human
Resources experience.
PREFERRED QUALIFICATIONS:
EDUCATION,
CERTIFICATION, AND/OR LICENSURE:
1.
Masters
degree Human Resources, Business Administration, Industrial Relations or
related field.
2.
Professional
Human Resources (PHR) or Senior Professional in Human Resources (SPHR)
certification and/or SHRM-CP and SHRM-SCP certification preferred.
3.
Certified
Strategic Work Force Planner (SWP) or Certified Employee Retention Profession
(CERP).
EXPERIENCE:
1.
Four
(4) years of professional Human Resources experience preferred.
2.
Experience
with an emphasis in recruitment, retention, employee relations and/or HR
compliance preferred.
3.
Recent
work experience in a healthcare setting preferred.
CORE
DUTIES AND RESPONSIBILITIES: The
statements described here are intended to describe
the general nature of work being performed by people assigned to this
position. They are not intended to be constructed
as an all-inclusive list of all responsibilities and duties. Other
duties may be assigned.
1.
Recruitment and Retention:
Assists in leading, developing,
coordinating and monitoring activities related to the recruitment and
retention of executive and professional level positions for all areas of the
organization in accordance with the values, goals, and objectives of the
organization and within Federal and State Regulatory guidelines.
Utilizes behavioral based interviewing
process for all candidates that identify and select candidates who possess
the values and meet the expectations set forth for employees.
Advises appropriate management in the
selection process to facilitate selection of the most appropriate candidate.
Coordinates hiring process for new
employees assuring completion of required processes including physical/drug
screen, criminal background check, references and benefit reviews, meets with
management staff to develop specific recruiting plans.
Develops recruitment and retention
strategies to achieve required staffing levels.
Coordinates and conducts orientation
for management level positions and other employees as needed.
Develops, implements and coordinates
efforts surrounding onboarding for all staff.
Determines salary recommendations for
new and transferring employees following the organizations compensation
guidelines and philosophy.
2.
Employee/Labor Relations:
Assists in development, coordination,
and maintenance of policies, programs and training regarding all Human
Resources functions in the area of employee/labor relations. Assists and
advises management staff on employee and labor relations issues.
Investigates employee issues/problems
utilizing sound judgment consistent with organization policies including: harassment, working conditions, disciplinary
actions, and employee and applicant appeals and grievances. According to
circumstances, provides appropriate guidance to organization management and
individuals.
Advises and assists management staff
in counseling, disciplining or terminating employees as a result of
performance, behavior, and attendance actions.
Ensures required written corrective
action forms are reviewed in Human Resources.
Assist leadership with problem
resolution procedure.
Assists in the preparation and review
of arbitrations and other legal inquiries.
Interprets, communicates, trains, and
educates management related to policy, values, and State and Federal Laws to
assure that MonEMS maintains legal,
nondiscriminatory practices.
Assist in preparing and maintaining
employee handbook.
3.
Affirmative Action and HR Compliance:
Maintains up to date knowledge on
latest human resources compliance/regulatory issues.
Develops, recommends, reviews, and
updates compliance/regulatory related policies and procedures.
Ensures compliance and adherence to
Federal, State and other regulatory bodies.
Educates staff members on required
regulatory changes and guidelines.
Coordinates Affirmative Action Plan
development and compliance documentation.
Coordinates Affirmative Action Plan
annual review and goal maintenance.
Coordinates and monitors Affirmative
Action Plan OFCCP compliance plan and strategies.
Coordinates and monitors federal and
state labor postings requirements.
Assists during audits and other
regulatory interviews.
Coordinates and conducts mock employee
file reviews throughout the organization.
Coordinates and assists state and/or
federal surveyors with employee file reviews.
Coordinates DHHR compliance for
regulated areas.
Creates and coordinates reports to
monitor DHHR compliance and required follow-up per regulations.
Monitors and verifies the integrity of
DHHR data in the Human Resources Information System (HRIS).
4.
Performance Management:
Maintains up to date knowledge on
latest human resources performance management issues and best practices.
Develops, recommends, reviews, and
updates performance management related policies and procedures.
Develops and provides leadership
training on performance evaluation tools, best practices, and processes.
Creates and coordinates reports to
monitory timeliness of evaluation completions and effectiveness of
performance management process.
Monitors and verifies the integrity of
performance evaluation data in the Human Resources Information System (HRIS).
Ensures that all employees have completed
annual performance evaluations.
Ensures that performance discussions are documented and implemented.
Ensures effective utilization of
competencies, performance expectations, and behavior standards in the
performance management process.
Researches and implements enhancements
to the existing performance management processes.
5.
Workforce Planning:
Facilitates workshops including the
environmental scan and future activities.
Provides data and reporting for
current state analysis.
Reviews gap analysis and determines
action plans to close the gaps.
Facilitates change requirements.
Implements and monitors action plans.
Assists with and coordinates expansion
and integration activities.
6.
Marketing/Communications:
Develops and leads social media
marketing & branding for careers opportunities.
Develops marketing and material in
conjunction with marketing vendor that is consistent with brand messaging and
promotes career opportunities.
Assists with development and
implementation of HR branding.
Leads and conducts meetings with
marketing vendor to advance our initiatives.
Assists and coordinates internal
employee communications related to Human Resources and other Administrative
needs.
7.
Succession and Replacement Planning:
Maintains up to date knowledge on
latest human resource replacement and succession planning issues and best
practices.
Develops, recommends, reviews, and
updates replacement and succession planning related to policies and
procedures.
Provides leadership training on
replacement and succession planning tools, best practices, and processes.
Researches and implements replacement
and succession planning for critical and key positions.
Defines criteria to identify critical
and key positions for initial development of replacement and succession
plans.
Facilitates talent
reviews and replacement
and succession planning discussions with leadership.
Facilitates replacement and succession
plan development.
Assists in designing, implementing and
managing talent development programs in collaboration with the Director of
Education.
Creates and coordinates reports to
monitor replacement and succession plans and overall effectiveness.
Monitors and verifies the integrity of
replacement and succession plan data in the Human Resources Information
System (HRIS).
Reviews and recommends enhancements to
the replacement and succession planning processes and set-up in the HRIS.
8.
Payroll Processing:
Prepares, distributes, reviews and
corrects individual employee information on timesheets and confirms accuracy
of information prior to payroll processing.
Maintains newly hired and transferred
employee information in time and attendance system for proper pay
calculations.
Enters necessary employee data changes into HR/Payroll
Systems for accuracy of pay information.
Enters
into HR/Payroll and time and attendance systems all assigned data according
to deadlines established in office procedures.
Investigates,
communicates, and resolves employee questions concerning employees pay.
Enters
payroll information not clocked into time and attendance system.
Provides
technical assistance to users on accessing and maintaining employee
timecards.
Maintains
time and attendance policy and recommends necessary corrective action.
PHYSICAL
REQUIREMENTS: The
physical demands described here are representative of those that must be met by an employee to successfully perform the
essential functions of this job. Reasonable accommodations may
be made to enable individuals with disabilities to perform the
essential functions.
1.
Extended periods of sitting.
2.
Extended periods of computer usage.
WORKING
ENVIRONMENT: The work
environment characteristics described here are representative of those an
employee encounters while performing the essential functions of this job.
Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
1.
Essential functions are regularly performed
without exposure to adverse environmental conditions; performance of
functions in the field may require exposure to adverse environmental
conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain,
fumes, smoke, temperature and noise extremes, hazardous materials, fire,
unsafe structures, heights, confined spaces, machinery, vibrations, electric
currents, traffic hazards, bright/dim lights, toxic agents, human bites,
explosives, water hazards, violence, disease, pathogenic substances, or
rude/irate people.
SKILLS
AND ABILITIES:
1.
Ability
to effectively communicate verbally and in
writing.
2.
Ability
to utilize computing systems that are required for essential job functions.
3.
Reliable
and self-motivated.
4.
Ability
to understand and solve complex problems.
5.
Exceptional
organizational skills with a high attention to detail.
6.
Flexibility
and ability to work on multiple projects.
7.
Ability
to follow a standardized call intake process.
Date
Reviewed/Revised: December 2020