Essential Functions

1. Holds regular meetings with assigned leaders/business units to ascertain areas of focus and provide consultation related to human capital related functions.

2. Provides ongoing coaching and advice to managers with performance management guidance, career development, disciplinary actions, etc. Makes recommendations to facilitate positive employee relations and HR education among management.

3. Autonomously conducts and facilitates complex internal investigations in conjunction with appropriate resources and stakeholders. Partners with appropriate legal resources to mitigate risk and ensure compliance with state and federal laws and company direction.

4. Actively supports corporate learning and development strategy and initiatives to include the development and execution of effective programs to drive succession planning, manager and employee professional development, and identification of key talent.

5. Utilizing advanced knowledge of human capital management, may design, develop and implement best practice programs (e.g., supervisor development, talent management, diversity, etc.) organization-wide. Measures effectiveness of efforts through key performance indicators.

6. Develops, communicates and implements HR programs that drive organizational performance and culture. Measures performance through key indicators and business results and makes recommendations as appropriate. Continuously evaluates and streamlines process to allow the organization to stay focused on people.

7. Maintains a current knowledge of legal employment requirements and regulations affecting human capital functions. Takes action to ensure policies, procedures and reporting are in compliance. This may entail auditing current programs and practices and modifying or implementing new programs or processes to achieve acceptable standards.

8. Supports and provides guidance and input on restructures, mergers and acquisitions, workforce planning, and succession planning. Works to integrate processes that achieve objectives while mitigating risk.

9. On an ongoing basis, assesses employee engagement through exit interviews, surveys, observation, and reviewing analytics and key performance indicators. Identifies opportunities for increased employee engagement and alignment with the organization’s values. Recommends actions to effect positive change and implements as appropriate.

Marginal or Additional Functions

1. May act as a backup to address transactional human capital related activities, including but not limited to capturing employee change requests.
2. Supports the administration of health, welfare and retirement programs, including answering questions, supporting new enrollments and communicating benefit programs.
3. Acts as a bridge between stakeholders and centralized compensation management to evaluate jobs and effectively document, following standard operating procedures.

4. Attends seminars, conferences and training sessions and reviews HR informational materials to maintain currency and expand one’s professional knowledge.

Supervisory and Managerial Responsibility

• This position does not have direct supervisory responsibility but does lead, counsel and mentor others throughout the organization.

Knowledge, Skills & Abilities

Specialized Knowledge, Skills & Abilities:

• Demonstrated understanding of HRBP practices including organization design, talent strategy, performance management, change management, and executive relationship building
• Ability to manage a complex set of stakeholders
• Ability to communicate with impact to influence key stakeholders, coach leaders, and facilitate effective dialogs
• Strong coaching, consulting and facilitation skills
• Strong collaboration skills both within a team and across functions to leverage strengths and experiences to create the best outcome
• A thorough knowledge of federal, state and local legislation pertaining to all human resource matters
• The ability to be proactive and self-directed utilizing good time management, decision-making, and organization skills is required. Incumbents must be able to prioritize multiple tasks.
• Effective listening, critical thinking and problem-solving skills are required to meet the demands of the position
• Must possess strong leadership and relationship management skills and have the ability to uphold high ethical standards
• Broad understanding of two or more HR functional specialties (e.g., compensation, benefits, organization design, talent acquisition, employee relations, training and development)
• The ability to be proactive and self-directed utilizing good time management, decision-making, and organization skills is required.
• Must have the ability to work in a fast pace, flexible environment
• Previous experience with HR systems such as UKG (UltiPro) preferred

Travel Requirements and Conditions

• Moderate travel may be required to visit site locations and/or corporate headquarters

Work Environment, Conditions and Demands

• Work is performed in an office or virtual environment

Physical Requirements and Demands

• Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, incumbents are subject to sitting for prolonged periods. Incumbent may experience elevated levels of stress during periods of increased activity.

Experience

• SHRM Senior Certified Professional (SHR_SCP) or SHRM Certified Professional (SHRM-CP) credential is preferred.
• Hospice, durable medical equipment, pharmacy, managed care or other pertinent health care services industry experience preferred
• 10 - 12 years: Progressively responsible experience in HR or HR related experience

Education

• Bachelors or better in Business Administration