HR Director needs to work collaboratively with the Administrator, Director of Nursing, Department Heads, Regional Human Resources Manager/Director and Corporate Support to develop a work environment that positions Genesis as "the employer of choice" and endeavors to create a work culture committed to the Mission, Vision, Core Beliefs and Values of the organization. Success is measured in terms of employee satisfaction, development, retention, and achievement of the Company established excellence goals and key performance indicators as reflected on the Corporate Scorecard.

HR Director RESPONSIBILITIES/ACCOUNTABILITIES:

• Demonstrates the highest level of integrity and confidentiality. Maintains personal employee information including but not limited to medical, pay, demographic, discipline, schedule preferences, accommodation requests, family matters, in the strictest confidence. Protects company confidential information.
• Maintains current working knowledge of Company policies and procedures, pay practices, employee benefits, employment laws (i.e. ADA, FMLA, FLSA) and communicates regularly with employees to promote understanding and utilization.
• Coordinates center applicant flow processes from sourcing through selection. Coordinates all center hiring needs with Recruiting. Conducts initial interview of job applicants. Completes reference checks, criminal background checks and ensures that applicant drug tests and physicals are completed along with all other necessary pre-employment paperwork.
• Manages and participates in bi-weekly Welcoming Program. Ensures all new employees are trained in time clock practices and creates employee badge.
• Administers the Benefits and Compensation programs at the center. Ensures all information is disseminated, collected and processed according to deadlines. Liaises with Corporate Benefit Services to address employee issues/inquiries. Provides competitive wage information to Regional HR Manager.
• Conducts Basic Computer Training (equipment, login, keyboarding, system navigation) for all new employees. Provides additional support to employees to ease transition to automated work environment.
• Establishes and monitors Performance Evaluation Schedule (including 90 day and annual reviews) for all employees. Counsels managers and supervisors proactively in effective performance management techniques to improve employee retention and productivity.
• Directs employees to appropriate resources in response to employee needs and/or requests,
• Partners with Center Management Team and Regional Human Resources in the planning, administration and follow-up of the Employee Survey Process.
• Investigates causes of employee disputes and grievances and recommends corrective action.
• Creates and maintains individual personnel files/records (manual and electronic) as well as Center employee-related files/records including Benefit Accruals, Service Date Adjustments, Licensure/Certification/Education, OSHA, Workers' Compensation, Unemployment Claims, and Employee Health/Medical Records (i.e. Drug Testing, CPR, Hep B, PPD, Physicals, FMLA) according to policy and legal standards. Ensures the quality, accuracy and timeliness of the information.
• Coordinates Center programs, e.g. Safety, Workers' Compensation, Employee Recognition, Employee Communications and Special Events.
• Supports Corporate change initiatives/projects at the Center level. Participates in delivery of training programs.
• May represent the center at unemployment hearings and workers' compensation hearings.
• Fairly and consistently ensures compliance with policies and procedures.
• Acts as Back-Up to Center Scheduling Manager.
• Participates in Center Manager on Duty Program based on center protocol.
• Performs other duties as required.