Job Summary:

Supervisory Responsibilities:

Duties/Responsibilities:

• Build a strategic alliance between the business unit(s) and HR. Align business objectives with workforce solutions to achieve desired business outcomes.
• Serve as a steward of diversity, equity, and inclusion.
• Monitor the pulse of employees. Elevate and tackle potential issues negatively impacting employee engagement.
• Build trusting relationships with all levels of the organization.
• Engage and collaborate with HR Team members as needed on various issues impacting the team and the organization.
• Appropriately challenge traditional practices and identify innovative solutions that meet evolving business/industry demands
• Understand and address the upstream and downstream impacts of decisions/solutions on the workforce.
• Analyze workforce data to identify trends, inform decisions and shape recommendations to achieve business objectives (Employee engagement, Climate Survey, Exit Interviews)
• Pivot from high-level strategy development to tactical hands-on execution as needed.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the Legal Services as needed/required.
• Partner with leadership to develop, monitor and report on workforce and succession plans.
• Consult with line management, providing HR guidance when appropriate (performance, L&D, policy issues, etc.).
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Manages and recommends solutions to complex employee relations issues. Conducts effective, thorough, and objective investigations as required. Documents for review investigation results. Recommends solutions to various employee relations issues.
• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Assists in termination situations (involuntary or voluntary).
• Conduct exit interviews and develop strategies to address potential internal issues resulting in involuntary resignations.
• Provide guidance with job descriptions, partner with management to build career progression plans, and provide employee guidance as needed regarding growth opportunities.
• Maintain a comprehensive understanding of the Medsphere HRIS, ADP/WFN, and ensure its accuracy. Works closely with ADP to resolve issues or address solutions.
• Maintain the needed staff to meet business requirements by sourcing, recruiting, and onboarding the appropriate employees
• Administers benefits and serves as the subject matter expert within the organization for the benefit offerings

Required Skills/Abilities:

• Minimum of 7 years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational development, L&D practices, diversity, benefits administration, sourcing, recruiting and onboarding, performance management, and federal and state employment laws.
• Bachelor’s degree preferred, but not required.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential, preferred not required.
• Understanding of HRIS, preferably ADP Workforce Now
• Excellent verbal and written communication skills – Public speaking required.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software, specifically HRIS (ADP WFN preferred)
• Multi-state HR expereince preferred