Sonora Behavioral Health is looking for an HR professional to join the team. Responsible for providing support to the Human Resources Director with a primary focus on employee engagement, relations, and compliance. Duties include recruiting, on-boarding, processing and updating employee information, personnel files, record keeping, correspondence and new hire paperwork as well as assisting in the coordination and implementation of numerous HR initiatives and programs.

Essential Functions:

• Responsible for a variety of cross-functional duties in the administration of human resources for the facility including: staffing, payroll, employee relations, etc.
• Provide coaching and consultation to managers, supervisors and other employees to help solve problems related to human resources.
• Responsible for the selection and interviews for positions within the facility, including selection criteria and appropriate salary levels for positions and budgets.
• Work with managers to resolve and prevent employee relations issues.
• Provide information on employee programs and policies.
• Enter and maintain all employee information in UltiPro (HRIS).
• Maintain personnel files, including training records and all necessary new hire paperwork.
• May advise managers on performance management, workforce planning, compensation issues, recruitment and onboarding activities.

Schedule:

• Monday-Friday (schedule may be adjusted based on the needs of the department

Skills

• Computer - Word
• Computer - Excel
• Communication

Behaviors

• Functional Expert: Considered a thought leader on a subject

Motivations

• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)