Human Resource GeneralistApply Now
Inglis enables people with disabilities – and those who care for them – to achieve their goals and live life to the fullest.
It is essential that all duties are performed with the highest level of integrity, while supporting Inglis Values and Standards of Excellence, ensuring the achievement of competencies and compliance with regulatory agencies.
The Inglis House Human Resources Generalist will play a key role in supporting Inglis House, while utilizing Foundation Human Resources strategies, activities and initiatives in functional areas which include Human Resources Information Systems (HRIS), Organizational Learning/Development, Engagement, Recruitment, Onboarding, Employee & Labor Relations. He/She will demonstrate the ability to utilize a wide range of appropriate knowledge, skills, and attributes to achieve desired outcome and to incorporate new knowledge and skills into work performance within scope of the job responsibilities. This position will also provide support for Inglis House HR projects as needed.
The Human Resource Generalist will also serve as the contact for Kronos, and Relias in collaboration with the appropriate HR business process owners. This position will partner with the HRBPs on recruiting and retention strategies to effectively attract, train, motivate and retain employees. He/She will collaborate with the HR Manager on the development and evaluation of HR processes around Employee & Labor Relations that support the Person-Centered Care Methodology. To be successful, He/She must be mature, service oriented, an excellent team member and able to handle multiple priorities with shifting agendas. It is essential that all duties be performed with the highest level of integrity, supports Inglis Values and Standards of Excellence and ensures compliance with regulatory agencies.
This job description is intended to describe the general nature and level of work being performed by the person assigned to this position. The primary duties and responsibilities are intended to describe those functions that are essential to the performance of this job. This job description does not state or imply that the above are the only duties and responsibilities assigned to this position. There are other duties and responsibilities that are considered incidental or secondary to the overall purpose of this job. Employees holding this position will be required to perform any other job-related duties as requested by management. All requirements are subject to possible modification to reasonably accommodate individuals with a disability.
Collaborates with IH Hiring Manager and HRBP to ensure pre-employment requirements for open roles are met to deliver diverse and qualified candidates.
Counsels IH Hiring Managers on HR Recruiting process and Occupational Health process maintaining confidentiality, compliance and integrity while supporting the onboarding of new hires during 30,60,90 Day Check In’s.
Plays a pivotal role in planning and coordinating Nursing New Hire Orientation while ensuring a good new hire experience.
Supports HR & IH leaders in coordinating and attending HR Recruiting events (Job Fairs, Community Based Events, Seminars / Conferences) to attract, motivate and retain candidates while upholding fiscal responsibility.
Partners with HR to develop new and maintain existing Community / Agency relationships to attract candidates.
Partners with HR & IH leaders to develop and implement recruiting strategies for temporary and permanent employees.
Upholds responsibility to ensure job posting are posted in designated areas and removed accordingly in a timely manner according to the CBA.
Assists HRBPs with defining, tracking, analyzing trends and reporting recruiting metrics
Coordinates with HRBPs on IH onboarding processes including completion of new hire paperwork and coordinating Nursing Orientation.
Coordinates with Foundation HR Generalist with the new hire process, including assisting and ensuring new hires properly complete on-boarding paperwork, submitting, and processing paperwork and ensuring that paperwork is in line with DOH regulations.
HR EMPLOYEE & LABOR RELATIONS
Partners with HR Manager, VP Human Resources and utilizes solid business acumen to counsel IH Leaders, employees concerning interpretation of HR Policies and CBA (Collective Bargaining Agreement) while making sound and consistent recommendations.
Partners with IH leaders and Director of Talent Development & Organizational Effectiveness to build performance-based relationships with IH leaders, employees, and delegates to maintain positive working relations.
Leverages support from HR Manager and VP, Human Resources to adhere and comply to the CBA with good will and intent.
Displays knowledge of Human Resources Laws and Acts (FLSA, NLRA, ADA, DOL etc.), Local, State and Federal guidelines to comply and support Inglis’ mission and business needs.
Leverages support from Executive Director & Administrator, HR Manager & Compliance Department on legal and compliance matters that impact Inglis’ ability to operate and maintain operations.
Partners with IH leaders to ensure compliance with Performance Management Process.
Partners with the Compliance team regarding open investigations.
Ability to direct and answer employee concerns and issues; knowing when to escalate to the Administrator and/or HR Operations Team.
Partner with IH leaders to ensure consistent application of policy & procedures to include employee performance improvement notice actions.
Audits, tracks, and conducts follow up on new hire paperwork and benefits, including but not limited to the following: applications, background release forms, policy acknowledgements, Form I-9 and associated documentation
Support Exit Interview process by interviewing employees who voluntarily are terminating employment and providing analysis and trends.
Maintains knowledge of legal requirements and government reporting regulations impacting Human Resources functions ensuring policies, procedures and reporting are in compliance.
Support the Inglis Recognition program, and partner with HR Operations Team and IH Leadership to identify and implement retention strategies.
ORGANIZATIONAL LEARNING SUPPORT
Serves as the point person for Inglis House for all manager and employee inquiries related to login and password restriction, limitations and errors for Kronos and Relias. Partners with IT and HR for resolutions.
Supports Organizational Development & Organizational Learning to collect, enter, maintain, and report data for all IH required Relias live training.
Support the IH leadership team and partner with the Director of Talent Development & Organizational Effectiveness on employee engagement initiatives, including surveys and work plans on recommended improvements that develop from data collected.
Demonstrates a real sense of inquiry and a personal willingness to learn.
Demonstrates the ability to take responsible actions within the parameters of the role without a constant need to be directed by others.
Demonstrates politeness and respectfulness and evidences the self-awareness of the effect of their behavior on others.
PEOPLE & TEAM LEADERSHIP
Demonstrates Inglis people and leadership values and behaviors
Demonstrates the Inglis code of conduct and builds trusted partnerships throughout the Inglis organization.
Works daily to improve services & reporting, establishes and maintains effective relationships by gaining trust & respect.
Is approachable & easy to talk with; puts forth an extra effort to make people at ease; is patient & builds a rapport with customers and is a good listener
Is a team player, has the trust & support of peers & promotes collaboration with the HR Department
Actively engages in the use of computer systems and technology to enhance the day-to-day flow of information.
Encourages and supports staff on the appropriate use of computer systems and technology.
Data Mindset – Able to utilize existing data and reports to inform decisions and strategic plans. Familiar with common staffing, HR People systems.
Experience with Kronos/UKG.
Able to combine multiple sources of data to solve existing problems and project future needs for the facility. develop reporting on the core business operations.
Encourage the use of the system to record all events accurately and in real time to promote an environment and culture of objective decision making. Utilize the change control process to ensure the systems are set up for optimal use with up-to-date data and processes, increase communication, improve decision making and increase transparency across all business lines.
Office 365 – Able to use Office 365 suite to manage calendaring, virtual meetings, basic tasks in Word, Excel, and PowerPoint, and comfortable using Microsoft Teams.
Utilizing Kronos tools for HR action functions for employee changes, status, job titles, promotions, corrective actions, etc. Review and approve timecards for EE productivity i.e. lateness, absence, overtime, and time off requests.
ROLE SPECIFIC COMPETENCIES:
Organizational Understanding & Thinking- Demonstrates an understanding of the organization in its entirety
and works to achieve results across disciplines, departments, and functions. Develops and maintains supportive relationships across the organization.
Employee Champion- Develops employee and organizational relationships and understands, values and promotes
Diversity. Ensuring that the rights and needs of the employees are the central focus of all the activities conducted
by the organization and its Human Resource department.
Problem Solving/Analysis- Considers multiple sides of an issue. Weighs consequences before making final
decision. Makes informed decisions based on available information. Recognizes issues, and determines actions
needed to advance the decision-making process. Follows up as necessary.
Tech Savvy- Scans the environment for new technical skills, knowledge, or capabilities that can benefit business or
personal performance. Readily learns and adopts new technologies.
Project Management- Plan, organize, manage and control all aspects of a project and the motivation of all
involved to achieve the project objectives safely and within agreed time, cost and performance criteria.
EDUCATION & EXPERIENCE:
In addition to the necessary skills and experience to perform the responsibilities outlined above, there are many traits that a successful candidate will possess.
BA/BS preferred in Human Resources or related field or 3 plus years of progressive experience in Human Resources.
SHRM- CP or SCP preferred.
3+ years of experience with recruiting
Successful experience partnering and relationship building with management and staffing agencies
Adaptable and creative in professional environments
Must be technologically savvy with a working knowledge of HRIS systems, Kronos, and Office 365 applications.
Strong project management skillsets and the understanding that learning and training is one of constant change.
Strong work ethic, integrity, and commitment to the Inglis vision and mission.
Demonstrated knowledge of Human Resource Principles and guidelines. Excellent administrative, communication, interpersonal and leadership skills.
Preferred industry experience – Non-profit, Nursing Homes, Healthcare.