Job description
Note: This is a new position joining a team of two other HR Generalists
The Human Resources Generalist performs confidential, technical and administrative human resources generalist tasks. The Generalist develops partnerships across the organization to deliver value-added service to management and employees that supports the business objectives and strategic plan of the organization. The Generalist is responsible for applying HR policies, procedures, and programs in their assigned area. The Generalist supports employees and managers by coaching, counseling and advising on a variety of employee relations matters. The Generalist is responsible for the administration of human resource programs, systems and records under the management of the Human Resources Director, which includes some discretion and independent judgement. Minimum Qualifications Knowledge, Skills & Abilities
Education
Experience
• Human resources generalist exper• Human Resources Generalist experience (2 years).
Credentials Preferred:
Other
Job Specific Functions/Performance Expectations:
1. Benefits – In collaboration with the Compensation and Benefits Specialist, assists with employee benefits programs and processes, including plan promotion activities leading up to annual open enrollment and throughout the plan year.
2. Recruitment/Selection/Retention – In collaboration with the Recruiters, partners with department supervisors to administer the annual Recruitment and Retention plan and associated activities. Assists supervisors in identifying talent and staffing needs. Collaborates with the HR Systems and Data Analyst to identify trends in turnover and work with supervisors to improve retention.
3. Employee/Labor Relations – Collaborates with the Human Resources team for administration of employee relations, including but not limited to providing general human resources assistance to employees, management team members and external customers. Manages and resolves confidential and complex employee relations issues.
4. Investigating/Monitoring – Assists in maintaining a system for managing internal/external investigations/monitoring through internal reporting mechanisms (i.e., Dispute Resolution, etc.) and regulatory agencies, which may include initiation by reports from staff. In collaboration with the Human Resources Director, conducts effective, thorough and objective investigations.
5. Performance Management – Assists with programs and processes related to performance management, including but not limited to, performance evaluations, corrective actions and performance improvement plans (PIP). Collaborates with supervisors to monitor effectiveness and progress towards achieving expectations of PIP’s.
6. Health – Collaborates with the Human Resources team for the coordination and compliance of the organization’s overall programs related to employee health and safety, which includes, workplace injuries and illnesses (in coordination with the Risk Manager), workplace hazards, workplace exposures/infection control (in coordination with Infection Control), workplace emergency situations and community emergency situations in coordination with the Employee Safety and Security Supervisor). Assists with ensuring compliance with documentation standards for employee health requirements, including but not limited to immunizations, vaccinations and testing (e.g., Tuberculosis, Hepatitis B, Flu, COVID-19, etc.).
7. Credentialing/Privileging – Assists with credentialing activities and is responsible for compliance with documentation standards for verification of employee credentialing requirements, including but not limited to licenses, certifications, registrations, permits, educational degrees, association memberships, etc. Ensures full compliance with local, state and federal requirements, including those established under the Health Resources and Services Administration (HRSA). Participates in credentialing audits and site visits conducted by HRSA and insurance carriers/payors.
8. Leaves and Accommodations Management – Assists with employees’ leaves of absence and disability or other types of accommodations (e.g., FMLA, ADA, religious, etc.). Responsible for ensuring compliance with local, state and federal guidelines associated with LOA’s and accommodations, including developing and executing internal processes to ensure compliance and relevant communications to employees. Supports efficient return to work process for employees.
9. Unemployment – Assists with unemployment related claims with the Employment Security Department, including representing the organization on claim related hearings.
10. Satisfaction/Recognition/Motivation – Assists with the development and implementation of employment satisfaction and recognition policies, procedures and programs. Partners with assigned site supervisors to evaluate, monitor, and enhance employee satisfaction, recognition, motivation and retention.
11. Legal/Regulatory Compliance – Assists with ensuring local, state and federal regulatory compliance for areas of responsibility, including relevant requirements set forth in the Health Resources and Services Administration (HRSA) Health Center Program Compliance Manual. This includes partnering with the HR Systems and Data Analyst to create audits/reporting to identify HR compliance trends including, but not limited to, remote access (off-the-clock), rest/meal breaks, etc.
12. Recordkeeping/Documentation Management – Assists with the administration of the Human Capital Management System (HCMS), including but not limited to, documentation standards of personnel/medical records. Collaborates with the HR Systems and Data Analyst to conduct audits on employee records to ensure data integrity.
13. Education/Training – Assists with administration of education/training programs, provides opportunities for education/training, including career planning and development. Partners with assigned department supervisors to assess education/training needs of teams and develop and execute plans that includes development and delivery of training courses which may be in-person, virtual or through the Learning Management System (LMS). Serves as presenter and facilitator for General Orientation. Regularly assesses effectiveness of education/training programs through feedback from both supervisors and trainees.
14. Data Analysis/Reporting – Collaborates with the HR Systems and Data Analyst in the preparation and analysis of information for the department. Makes recommendations based on data analysis to drive process and policy improvements.
15. Policies/Procedures/Forms – Assists with the development, implementation and review of policies and procedures and forms related to areas of responsibility.
16. Attendance – Adheres to standards in order to perform the job functions for daily operations and/or continuity of patient care.
The Human Resources Generalist performs confidential, technical and administrative human resources generalist tasks. The Generalist develops partnerships across the organization to deliver value-added service to management and employees that supports the business objectives and strategic plan of the organization. The Generalist is responsible for applying HR policies, procedures, and programs in their assigned area. The Generalist supports employees and managers by coaching, counseling and advising on a variety of employee relations matters. The Generalist is responsible for the administration of human resource programs, systems and records under the management of the Human Resources Director, which includes some discretion and independent judgement. Minimum Qualifications Knowledge, Skills & Abilities
- Reads, speaks, understands and writes proficiently in English.
- Demonstrates excellent analytical skills.
- Works independently and is self-directed.
- Supports, motivates and sustains a team-oriented culture.
- Organizes, prioritizes, and coordinates multiple activities, tasks and projects using time management skills.
- Works with initiative, energy and effectiveness in a fast-paced environment.
- Problem-solves with creativity and ingenuity.
- Effective presentation skills.
- Proficiency in the use of Microsoft Office applications; Word, Excel and Outlook.
- Works effectively in a team environment.
- Produces work in high quantity and quality.
- Foundational competency in coaching and influence supervisory skills.
Education
- Bachelor’s Degree in Human Resources or related field or in lieu of degree, a combination of equivalent education and work experience.
• Human resources generalist exper• Human Resources Generalist experience (2 years).
- Human Capital Management System (HCMS) experience (2 years).
- Experience resolving complex employee relations issues (2 years).
Credentials Preferred:
- Professional of Human Resources (PHR); or
- Senior Professional of Human Resources (SPHR); or
- Society for Human Resources-Certified Professional (SHRM-CP); or
- Society for Human Resources-Senior Certified Professional (SHRM-SCP).
Other
- Driver's license with the State of Washington.
- Motor vehicle insurance liability policy, a certificate of deposit, or a liability bond to the required limits.
Job Specific Functions/Performance Expectations:
1. Benefits – In collaboration with the Compensation and Benefits Specialist, assists with employee benefits programs and processes, including plan promotion activities leading up to annual open enrollment and throughout the plan year.
2. Recruitment/Selection/Retention – In collaboration with the Recruiters, partners with department supervisors to administer the annual Recruitment and Retention plan and associated activities. Assists supervisors in identifying talent and staffing needs. Collaborates with the HR Systems and Data Analyst to identify trends in turnover and work with supervisors to improve retention.
3. Employee/Labor Relations – Collaborates with the Human Resources team for administration of employee relations, including but not limited to providing general human resources assistance to employees, management team members and external customers. Manages and resolves confidential and complex employee relations issues.
4. Investigating/Monitoring – Assists in maintaining a system for managing internal/external investigations/monitoring through internal reporting mechanisms (i.e., Dispute Resolution, etc.) and regulatory agencies, which may include initiation by reports from staff. In collaboration with the Human Resources Director, conducts effective, thorough and objective investigations.
5. Performance Management – Assists with programs and processes related to performance management, including but not limited to, performance evaluations, corrective actions and performance improvement plans (PIP). Collaborates with supervisors to monitor effectiveness and progress towards achieving expectations of PIP’s.
6. Health – Collaborates with the Human Resources team for the coordination and compliance of the organization’s overall programs related to employee health and safety, which includes, workplace injuries and illnesses (in coordination with the Risk Manager), workplace hazards, workplace exposures/infection control (in coordination with Infection Control), workplace emergency situations and community emergency situations in coordination with the Employee Safety and Security Supervisor). Assists with ensuring compliance with documentation standards for employee health requirements, including but not limited to immunizations, vaccinations and testing (e.g., Tuberculosis, Hepatitis B, Flu, COVID-19, etc.).
7. Credentialing/Privileging – Assists with credentialing activities and is responsible for compliance with documentation standards for verification of employee credentialing requirements, including but not limited to licenses, certifications, registrations, permits, educational degrees, association memberships, etc. Ensures full compliance with local, state and federal requirements, including those established under the Health Resources and Services Administration (HRSA). Participates in credentialing audits and site visits conducted by HRSA and insurance carriers/payors.
8. Leaves and Accommodations Management – Assists with employees’ leaves of absence and disability or other types of accommodations (e.g., FMLA, ADA, religious, etc.). Responsible for ensuring compliance with local, state and federal guidelines associated with LOA’s and accommodations, including developing and executing internal processes to ensure compliance and relevant communications to employees. Supports efficient return to work process for employees.
9. Unemployment – Assists with unemployment related claims with the Employment Security Department, including representing the organization on claim related hearings.
10. Satisfaction/Recognition/Motivation – Assists with the development and implementation of employment satisfaction and recognition policies, procedures and programs. Partners with assigned site supervisors to evaluate, monitor, and enhance employee satisfaction, recognition, motivation and retention.
11. Legal/Regulatory Compliance – Assists with ensuring local, state and federal regulatory compliance for areas of responsibility, including relevant requirements set forth in the Health Resources and Services Administration (HRSA) Health Center Program Compliance Manual. This includes partnering with the HR Systems and Data Analyst to create audits/reporting to identify HR compliance trends including, but not limited to, remote access (off-the-clock), rest/meal breaks, etc.
12. Recordkeeping/Documentation Management – Assists with the administration of the Human Capital Management System (HCMS), including but not limited to, documentation standards of personnel/medical records. Collaborates with the HR Systems and Data Analyst to conduct audits on employee records to ensure data integrity.
13. Education/Training – Assists with administration of education/training programs, provides opportunities for education/training, including career planning and development. Partners with assigned department supervisors to assess education/training needs of teams and develop and execute plans that includes development and delivery of training courses which may be in-person, virtual or through the Learning Management System (LMS). Serves as presenter and facilitator for General Orientation. Regularly assesses effectiveness of education/training programs through feedback from both supervisors and trainees.
14. Data Analysis/Reporting – Collaborates with the HR Systems and Data Analyst in the preparation and analysis of information for the department. Makes recommendations based on data analysis to drive process and policy improvements.
15. Policies/Procedures/Forms – Assists with the development, implementation and review of policies and procedures and forms related to areas of responsibility.
16. Attendance – Adheres to standards in order to perform the job functions for daily operations and/or continuity of patient care.
Benefits include medical, dental, vision, disability insurance and life insurance. Employees are able to enroll in the 403(b) Safe Harbor retirement plan. Employees will also receive eleven paid holidays and up to 120 hours of vacation prorated by FTE every twelve months. We also offer an additional $0.75/hour for those who test proficiently in a second language.
To learn more and to apply for this position, please visit our website www.CHCsno.org to complete an online application and/or submit your resume for consideration.
Join a team that loves what they do and cares about those they serve.
CHC is an Equal Employment Opportunity/Affirmative Action Employer (EEO/AA)/At-will employer.
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