HUMAN RESOURCE GENERALIST

Job Description

 

Position Responsibilities Summary:

The Human Resources Generalist is responsible for overall branch policies, recruiting, new hire orientation and on-boarding, performance management, workers’ compensation, and unemployment claim processing.

 

Directly Supervises:

None

 

Indirectly Supervises:

Office and field staff teams – related to performance management.

 

Key Leadership, Management, and Accountabilities (LMA):

Field staff and office team recruiting, new hire orientation and on-boarding (field staff and office staff), performance management and policies, employee retention, employment references, workers’ compensation, and unemployment claim processing, Affordable Care Act (ACA) compliance, and all branch licensure and accreditations compliance.

 

Values-based Competencies:

The Human Resources Generalist must consistently demonstrate and foster the following core values behaviors during all interactions with shareholders, clients, employees, vendors, and other business partners. Core values are the key behaviors that determine our decision-making at BrightStar.

BrightStar® Values:

Required behaviors:

Be open and positive

  •  Approachable as a leader
  •  Promotes and fun environment
  •  Kind and genuine with others
  •  Manages pressure and stress in a positive way

Serve with passion

  •  Provide help first
  •  Be confident, yet stay humble
  •  Serve for the greater good
  •  Make a real difference

Do the right thing

  •  Honest
  •  Ethical
  •  Tell the truth

Do what you say

  •  Deliver results on time
  •  Finish what you start
  •  Be accountable to yourself and others
  •  Take responsibility

Values-based Competencies Continued:

Make it great

  • Continuous improvement
  • Exceed expectations
  • Bring out the best in others
  • Detail oriented

Core Competencies:

The Human Resources Generalist must demonstrate and execute the following position-specific competencies to ensure effective, profitable, and patient-centered branch operations.

Position-specific competencies:

Required behaviors:

GWC

  •  “G” – Must demonstrate and have a “get-it” mentality; clearly understands his/her key accountabilities; confident as a subject matter expert in his/her job.
  •  “W” – Demonstrates a “want-it” attitude; accepts challenges; asks, “what can I do to help?” demonstrates a high-level of drive and energy for his/her job and success of others.
  •  “C” – Demonstrates the capacity to perform desired job expectations; ability to grow and “stretch” in position as the needs of the business changes and evolves.

LMA

  •  “L” – Effectively leads through example his/her area of responsibility.
  •  “M” – Manages processes, procedures, and standards to achieve desired results.
  •  “A” – Holds himself/herself and others accountable for getting the job done and maximizing value to company, clients, one another.

Field and office staff recruiting and retention: 

  

  •  Implements and executes active, ongoing recruiting strategies to attract the best field staff and branch office staff.
  •  Serves as the branch “brand ambassador”, positively promoting BrightStar within the community as employer of choice.
  •  Maintains current job descriptions, interview questionnaires, and recruiting materials/copies as needed.
  •  Extends offers and manages confidential offer letters.
  •  Supports benefits administration and program design.
  •  Supports and uses all technology tools and resources to ensure proper business processes (ABS2, Applicant Tracking System, Learning Management System, BrightConnect (Intranet).
  •  Use a variety of strategies to attract and retain the best talent:
    • Career fairs
    • Posting open job ads (Career Builder and Applicant Tracking System (ATS), Craigslist.com, Care.com)
    • Community job boards
    • Nursing Schools, Medical Training Schools, and University contacts
    • Social media awareness
    • Employee referral programs
    • Flyer distribution
  • Responsible for retention of staff and reducing turnover through effective employee satisfaction programs and fostering a productive and professional work environment:
    • Conducts exit surveys as part of termination procedures to understand reasons for departures and learn ways to improve the workplace.
    • Implements ongoing training and field mentoring programs to support field and office staff.
    • Implements recognition and rewards programs to incentivize high-performers (Caregiver of the Month).
    • Uses employee feedback to improve the workplace.
    • Promotes networking opportunities among field staff to cross-train and foster a learning and quality-focus environment.
    • Seeks ways to bring employee best practices together and create opportunities for synergies and idea sharing.
    • Implements benefit programs, education programs, and other cost-effective programs to promote health, well-being, and caring work environment.

New hire orientation and on-boarding

  • § Conducts thorough and engaging employee orientations to properly on-board new hires.
  • § Completes paperwork and new hire processing timely.
  • § Executes all required training programs and provides on-going opportunities for employee development, cross-training, and career growth and advancement.

Performance management procedures

  • § Ensures the entire office TEAM documents job performance, coaches , provides timely and appropriate feedback, disciplines as needed, develops relationships and demonstrates continuous improvement of employee retainment, performance, productivity, and client care.
  • § Fosters a strong and positive employee relations environment to prevent frivolous unemployment claims and employer liability. Effectively manages hiring and termination procedures.
  • § Actively promotes an Open Door Policy and handles employee grievances professionally and confidentially.
  • § Assists with annual wage budgets and labor planning discussions.
  • § Drives accountability of the performance review process; ensures reviews are timely, objective, and performance-based.
  • § Maintains all policy and procedures documentation for branch.

Ensures accreditation excellence and compliance of all federal, state, local, and clinical statutes/laws.

  • § Enforces and maintains all Joint Commission accreditation standards of excellence.
  • § Complies with all federal, state, and local regulations and employment laws and practices (e.g., EEOC, Sexual Harassment).
  • § Effectively manages workers’ compensation programs; safety and injury prevention; return to work procedures.
  • § Maintains current business, tax, and health licenses.
  • § Ensure education and compliance of all HIPAA regulations and requirements.
  • § Ensure file maintenance and security standards are consistently practiced and enforced to protect employee and client records.
  • § Uses Owner, SHRM resource and/or designated legal counsel for guidance on all workplace issues outside of scope of knowledge and requirements of the job.
  • § Manages crisis management plans and procedures; keeps Owner and key stakeholders informed immediately in crisis or other emergency situations.
  • § Investigates alleged workplace complaints and keeps parties involved informed according to laws and regulations.
  • § Support client/in-home field staff safety and environment standards.

 

Job Requirements

Education/Certification Requirements:

 

  • High School Diploma required
  • Bachelor Degree in Human Resources; may substitute Human Resources Degree requirement with a combination of any Bachelor Degree; and minimum of 2 years’ experience as Human Resources Generalist within an office setting.
  • PHR/SPHR certification highly desired; actively involved in the Society of Human Resources Management Association or equivalent highly desired.

  

Skills/Qualifications Requirements:

 

  • Proficient in MSOffice (Outlook, Word, Excel, and PowerPoint).
  • 1-2 years’ experience using major brand payroll software/payroll provider (e.g. PeopleSoft, PayCom, Oasis, ADP preferred).
  • 2-3 years’ managing as a human resources generalist in a high-volume office, branch or agency.  Healthcare or medical agency preferred but not required.
  • 2-3 years’ staff recruitment and hiring experience (supervisory, per diem staff, full-time, and part-time employees); especially experience recruiting, retaining and managing performance management of low wage, hourly personnel.
  • Valid driver’s license.
  • Current TB test or chest x-ray
  • Transportation to meet the needs of position and scope of job responsibilities.
  • Valid state required proof of auto insurance.
  • Experience within a healthcare environment supporting field staff, LPNs, CNAs, and RNs is highly desired.

 Travel Requirements:

 

  • Limited travel as needed for various staff and client care service needs.
  • Up to 10% or as directed based on the needs of the business and attending job required training and conferences.

 

 Work Environment:

 

  • Office Environment: high-paced office/branch environment; continuous phone use/ringing; talking; various noise levels; interactions with employees and clients; sitting and standing for long periods of time; bending and stooping required; lifting up to 10 lbs. regularly and up to 50+ lbs. may be required; using a computer for extended periods: typing, staring at a bright monitor or TV screen; using fingers, wrists, and arms; stress on back may occur; possible exposure to prescription drugs, bodily fluids, small appliances for cooking, cooling, and heating foods or securely storing medications.

Job Snapshot

Other Pay Competitive Compensation
Employment Type Full-Time
Job Type Human Resources, Management, Health Care
Education 4 Year Degree
Experience At least 2 year(s)
Manages Others Yes
Relocation No
Industry Healthcare - Health Services, Other Great Industries
Required Travel Negligible
Job ID PED-LPN 2014
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HUMAN RESOURCE GENERALIST


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