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Form of workJob Description
Position Summary
Experienced Human Resources professional responsible for conducting thorough and impartial investigations with integrity and due diligence. Provides consultation and advice to associates and leaders, in support of a positive work environment. Works to develop and implement appropriate Human Resources policies and procedures in accordance with Federal and State employment laws and regulations. Provides excellent customer support through effective communication, teamwork, and collaboration in a matrixed role.
Primary Accountabilities
1. Conducts confidential investigations of associate and leader concerns or allegations of misconduct such as harassment/bullying, discrimination, theft, impairment at work, etc.
2. Recognizes inappropriate behavior or poor performance and takes necessary measures to address the issues in partnership with leaders, which may involve coaching, providing feedback, recommending resources, and working through the progressive corrective action and/or performance improvement process.
3. Coordinates and ensures associate and leader understanding of the Problem Review process. Serves as review and decision-maker for the HR level of appeal in accordance with Health First policy and procedure.
4. Researches and makes determinations regarding employment agreements provisions, transfer eligibility, timekeeping/payroll exception requests, and rehire eligibility appeals.
5. Oversees associate and leader accountability compliance to ensure fair and consistent application of HR policies and requirements to include licenses, certifications, performance reviews, competency assessments, eLearning, vaccinations, N-95 mask fitting, etc. Research and make determinations in Accountability Exception appeals.
6. Monitors stay and exit interview data to identify trends and potential areas of concern to mitigate risk and contribute to retention strategy efforts.
7. Manages/oversees people transitions compliance in accordance with Health First policy, procedure and related laws; including making determinations on staffing priority, seniority, and benefit eligibility. Assists with executing communication plans and consulting with all involved parties.
8. Develops Health First employment agreements (e.g., bonus agreements, educational program and on-the-job training commitments, etc.), memoranda of understanding/agreement, grandfather clause agreements, and complex employee relations correspondence.
9. Manages compliance with Equal Employment Opportunity (EEO), Family Medical Leave Act (FMLA), and American with Disabilities Act as Amended (ADAAA) to ensure the uniform and equitable treatment of associates, safeguarding against discriminatory practices. Actively participates in and oversees the interactive process, ensuring appropriate collaboration with leaders, Associate Wellness, and Benefits.
10. Conducts formal investigations of Equal Employment Opportunity (EEO), Florida Commission on Human Relations (FCHR), Office for Civil Rights (OCR), Fair Labor Standards Act (FLSA), and all other litigated claims involving Health First associates and leaders, in collaboration with internal and/or external Legal Counsel. Serves as Health First's legal point of contact for access to HR records, investigation documentation, and witness information. Participates in mediations, depositions, and provides testimony in hearings.
11. Effectively monitors HR compliance with all required Federal and State employment laws and regulations, as well as TJC, CMS, AHCA standards and mandatory requirements. Escalates any concerns of potential noncompliance to next level leadership.
12. Develops, implements, and interprets HR policies and procedures; updates and maintains the Associate Handbook.
13. Primary advisor for Health First's Drug Free Workplace Policy/Procedure including diversion and impairment investigations. Educates and guides department leaders through the For Cause testing procedure to ensure compliance with Department of Health (DOH), Intervention Project for Nurses (IPN), and Professionals Resources Network (PRN) reporting requirements. Serves as a key member of the Diversion Response Team (DRT).
14. Oversees the Unemployment claims and hearing process and advises HR representatives to ensure accurate and timely responses to all requests for information. Challenges claims as appropriate to protect Health First's legitimate business interests.
15. Collaborates with organizational partners as appropriate, including but not limited to, Corporate Legal, Corporate Integrity, Privacy, Risk Management, and Clinical Quality. Key HR advisor for investigations and responding to portal events. Serves as HR representation on designated committees.
Qualifications:
MINIMUM QUALIFICATIONS
• Education: Bachelor's degree in human resources management, Labor Relations, or related Business Management field required. Professional HR Certification (SHRM-CP/SCP, PHR/SPHR) preferred.
• Work Experience: Minimum of 5 years of professional level experience in HR employee relations required. 3 years of HR leadership experience preferred.
• Knowledge/Skills/Abilities:
o Solid working knowledge and experience in Human Resources principles and practices, particularly in employee relations.
o Knowledge and understanding of relevant Federal and State employment laws and regulations. Advanced knowledge of EEOC, WC, ADA, FLSA, and TJC regulations.
o Excellent human relations, problem-solving, conflict resolution, and mediation skills.
o Commitment to maintaining confidentiality and exemplifying standards of integrity.
o Strategic thinker and detail-oriented with an ability to reengineer procedures, formulate policy, and implement new business strategies.
o Ability to make administrative and procedural decisions and judgements to resolve challenging customer issues.
o Strong written and verbal communication skills, applying customer service principles and standards.
o Ability to apply HR skills while working with all levels of management and Associates.
o Advanced competence using computer tools and various software applications such as Microsoft Office, PeopleSoft or other HRIS systems including performance management platforms, Teams Virtual Meetings, etc.
PHYSICAL DEMANDS
Visual acuity and hand-eye coordination to use computers.
Able to sit or stand for up to 8 hours.
Able to lift, push, pull, or move up to 10 pounds without assistance.
Able to travel to all Health First facilities and off-site locations.
Able to utilize a computer with multiple platforms and software, email, and telephone.
May be required to work extended hours to support the team during times of increased demand or during emergent situations.
MENTAL DEMANDS
Goal-directed and focused on outcomes and results.
Able to prioritize projects and tasks effectively.
Able to interpret complex issues. Able to concentrate on detailed data for extended periods of time.
Able to assess, interpret data, and educate internal customers.
Able to manage stress in a dynamic and sometimes ambiguous work environment.
Position Summary
Experienced Human Resources professional responsible for conducting thorough and impartial investigations with integrity and due diligence. Provides consultation and advice to associates and leaders, in support of a positive work environment. Works to develop and implement appropriate Human Resources policies and procedures in accordance with Federal and State employment laws and regulations. Provides excellent customer support through effective communication, teamwork, and collaboration in a matrixed role.
Primary Accountabilities
1. Conducts confidential investigations of associate and leader concerns or allegations of misconduct such as harassment/bullying, discrimination, theft, impairment at work, etc.
2. Recognizes inappropriate behavior or poor performance and takes necessary measures to address the issues in partnership with leaders, which may involve coaching, providing feedback, recommending resources, and working through the progressive corrective action and/or performance improvement process.
3. Coordinates and ensures associate and leader understanding of the Problem Review process. Serves as review and decision-maker for the HR level of appeal in accordance with Health First policy and procedure.
4. Researches and makes determinations regarding employment agreements provisions, transfer eligibility, timekeeping/payroll exception requests, and rehire eligibility appeals.
5. Oversees associate and leader accountability compliance to ensure fair and consistent application of HR policies and requirements to include licenses, certifications, performance reviews, competency assessments, eLearning, vaccinations, N-95 mask fitting, etc. Research and make determinations in Accountability Exception appeals.
6. Monitors stay and exit interview data to identify trends and potential areas of concern to mitigate risk and contribute to retention strategy efforts.
7. Manages/oversees people transitions compliance in accordance with Health First policy, procedure and related laws; including making determinations on staffing priority, seniority, and benefit eligibility. Assists with executing communication plans and consulting with all involved parties.
8. Develops Health First employment agreements (e.g., bonus agreements, educational program and on-the-job training commitments, etc.), memoranda of understanding/agreement, grandfather clause agreements, and complex employee relations correspondence.
9. Manages compliance with Equal Employment Opportunity (EEO), Family Medical Leave Act (FMLA), and American with Disabilities Act as Amended (ADAAA) to ensure the uniform and equitable treatment of associates, safeguarding against discriminatory practices. Actively participates in and oversees the interactive process, ensuring appropriate collaboration with leaders, Associate Wellness, and Benefits.
10. Conducts formal investigations of Equal Employment Opportunity (EEO), Florida Commission on Human Relations (FCHR), Office for Civil Rights (OCR), Fair Labor Standards Act (FLSA), and all other litigated claims involving Health First associates and leaders, in collaboration with internal and/or external Legal Counsel. Serves as Health First's legal point of contact for access to HR records, investigation documentation, and witness information. Participates in mediations, depositions, and provides testimony in hearings.
11. Effectively monitors HR compliance with all required Federal and State employment laws and regulations, as well as TJC, CMS, AHCA standards and mandatory requirements. Escalates any concerns of potential noncompliance to next level leadership.
12. Develops, implements, and interprets HR policies and procedures; updates and maintains the Associate Handbook.
13. Primary advisor for Health First's Drug Free Workplace Policy/Procedure including diversion and impairment investigations. Educates and guides department leaders through the For Cause testing procedure to ensure compliance with Department of Health (DOH), Intervention Project for Nurses (IPN), and Professionals Resources Network (PRN) reporting requirements. Serves as a key member of the Diversion Response Team (DRT).
14. Oversees the Unemployment claims and hearing process and advises HR representatives to ensure accurate and timely responses to all requests for information. Challenges claims as appropriate to protect Health First's legitimate business interests.
15. Collaborates with organizational partners as appropriate, including but not limited to, Corporate Legal, Corporate Integrity, Privacy, Risk Management, and Clinical Quality. Key HR advisor for investigations and responding to portal events. Serves as HR representation on designated committees.
Qualifications:
MINIMUM QUALIFICATIONS
• Education: Bachelor's degree in human resources management, Labor Relations, or related Business Management field required. Professional HR Certification (SHRM-CP/SCP, PHR/SPHR) preferred.
• Work Experience: Minimum of 5 years of professional level experience in HR employee relations required. 3 years of HR leadership experience preferred.
• Knowledge/Skills/Abilities:
o Solid working knowledge and experience in Human Resources principles and practices, particularly in employee relations.
o Knowledge and understanding of relevant Federal and State employment laws and regulations. Advanced knowledge of EEOC, WC, ADA, FLSA, and TJC regulations.
o Excellent human relations, problem-solving, conflict resolution, and mediation skills.
o Commitment to maintaining confidentiality and exemplifying standards of integrity.
o Strategic thinker and detail-oriented with an ability to reengineer procedures, formulate policy, and implement new business strategies.
o Ability to make administrative and procedural decisions and judgements to resolve challenging customer issues.
o Strong written and verbal communication skills, applying customer service principles and standards.
o Ability to apply HR skills while working with all levels of management and Associates.
o Advanced competence using computer tools and various software applications such as Microsoft Office, PeopleSoft or other HRIS systems including performance management platforms, Teams Virtual Meetings, etc.
PHYSICAL DEMANDS
Visual acuity and hand-eye coordination to use computers.
Able to sit or stand for up to 8 hours.
Able to lift, push, pull, or move up to 10 pounds without assistance.
Able to travel to all Health First facilities and off-site locations.
Able to utilize a computer with multiple platforms and software, email, and telephone.
May be required to work extended hours to support the team during times of increased demand or during emergent situations.
MENTAL DEMANDS
Goal-directed and focused on outcomes and results.
Able to prioritize projects and tasks effectively.
Able to interpret complex issues. Able to concentrate on detailed data for extended periods of time.
Able to assess, interpret data, and educate internal customers.
Able to manage stress in a dynamic and sometimes ambiguous work environment.
