The Senior Human Resource Advisor is responsible for performing generalist duties on a professional level and partnering with senior HR management to support corporate employees and facility HR departments. This position carries out responsibilities in some or all of the following functional areas: recruitment and staffing for designated business units, onboarding and off-boarding, data maintenance, policies and procedures, compensation, employee relations, workers’ compensation, leaves of absence, and employment law compliance. The Senior Human Resource Advisor leverages a thorough knowledge and understanding of the entity's mission and strategy to align HR initiatives with department objectives.
Essential Duties & Responsibilities
- Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. Coordinates new hire paperwork and general onboarding activities.
- Partners with payroll to ensure accurate and smooth payroll processing.
- Coordinates and maintains accurate employee records and files.
- Assists with regular HR functions, including coordinating annual performance appraisals, maintaining and creating job descriptions, assisting in the development and implementation of HR policies and procedures, etc.
- Maintains good working relationships with hiring managers, internal/external recruiters, HR team members, educational institutions, and others.
- Assists with benchmarking jobs against survey data and other market and internal data to identify and assign the appropriate internal pay grade and job classification.
- Advises management on applicable state and federal employment regulations, benefits and compensation policies, and human resource procedures.
- Manages and resolves employee relations issues. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, investigations and conflict management issues).
- Manages employee leaves of absences.
- Maintains compliance with federal and state regulations concerning employment.
- Responds to employee requests and questions.
- Assists with special projects.
- Maintains an attitude and philosophy consistent with company standards.
- Performs other related duties as required/assigned.
- Strong computer skills, including Microsoft Word and Excel.
- Proactive and independent self-starter with the ability to effectively implement initiatives.
- Proven ability to thrive in a rapid pace environment by planning, organizing, and setting priorities.
- Strong attention to detail.
- A team player with strong interpersonal skills in dealing with senior management.
- Excellent time management skills with a proven ability to meet deadlines.
- Excellent verbal and written communication skills.
- Strong analytical skills with the ability to interpret and clearly communicate data and concepts.
- Thorough knowledge of all federal, state and local employment-related laws and regulations. Experience in a multi-state work environment.
- Ability to act with integrity, professionalism, and maintain confidentiality.
Education & Experience:
- Bachelor's degree in Human Resources and five (5) years of related experience required, or an equivalent combination of education, training, and experience that provides the required knowledge, skills and abilities required.
- Prior HR experience in a healthcare setting preferred.
- Strong working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal ability to furnish information. 41 CFR 630-1.35.