Human Resources Generalist/Recruiter

JOB SUMMARY

The Human Resources Generalist reports directly to the Executive Director of Human Resources. This position’s primary function is to provide principal level coordination and management of activities in recruitment and employment, Primary Source Verification, HR analytics, and special projects. Additionally, the HR Generalist will prepare reports in conformance with legislated requirements, i.e., Joint Commission, CMS, and State; and will anticipate and plan for long term Human Resource needs and trends in partnership with departmental leader. This role cultivates a high degree of accuracy and adherence to policy and procedures by providing superior insight and data visualizations. All duties are to be performed in accordance with The Joint Commission, federal, state, and local guidelines, organizational and departmental policies, and procedures.

STANDARDS OF PERFORMANCE

1. Conducts full cycle recruitment to include collaborating with departmental managers to understand skills and competencies required for openings, sourcing qualified applicants, interviewing and selection, job offer negotiation, new hire intake processing, submitting vetted candidates to the Hiring Managers for consideration, and facilitating new hire orientation.
2. Develops and Coordinates interview schedules via phone, virtual, or face to face between candidates and hiring managers to ensure qualified candidates are evaluated.
3. Assist the managers in recognizing the key skills and competencies of the candidate to make the final selection of the candidate.
4. Negotiate and decide the cost/salary of the employee in consultation with HR leadership.
5. Suggest new approaches towards developing better recruitment policies, practice, and procedures.
6. Arrange several marketing initiatives in advertising job vacancies through job sites, company website, newspaper, job vacancy journals, etc.
7. Analyze and review the effectiveness of the selected candidates and take corrective steps if goals are not met.
8. Manage and assign standardized interview questions and matrix rating sheet to hiring managers.
9. Attends job fairs, career fairs, community events, etc., to promote the EHS brand, screen, and interview candidates offsite.
10. Primarily responsible for managing and maintaining position control tracking within a timely manner, to ensure compliance with proper staffing levels based on EHS Altius and budgeted FTE’s.
11. Conducts New Hire Primary Source Verification (Licensure, Registry, Certification, Education, OIG, Criminal background checks, Employment reference check, and National Fingerprint database check if applicable).
12. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
13. Assists HR Benefits and Compensation Specialist in analyzing job descriptions evaluations and classifications.
14. Assists HR Benefits and Compensation Specialist in Conducting salary surveys and labor market research to maintain equitable and competitive benchmarks.
15. Submits monthly and annually Long-Term Care data to Care Center Leadership Team for mandatory State reporting requirements and HR Recruitment and Analytics Specialist with reporting various Talent Acquisition metrics.
16. Develops, tracks, and analyze data and statistics for trends and patterns with attention to recruitment, time to fill, pipeline status, projections, hiring practices, motivation, turnover, employee referrals, bonuses, and compliance with employment laws and regulations (i.e., Joint Commission, CMS, DCH, etc.).
17. Develops and maintains a master list of License, Certifications, ACLS, BLS, PALS, 90-day performance evaluation, 90 days-competency checklists, and running weekly/biweekly and monthly review/checks.
18. Monitors and coordinates primary source verifications of renewals of licenses and certification, ensuring strict compliance according to The Joint Commission and State Regulations, including coordinating suspense dates with employees and senior leadership.
19. Monitors and coordinates 7-days orientation, 90-day evaluation, and competency checklist, ensuring strict compliance with HR Policy, to include coordinating suspense dates with employees and leadership.
20. Discuss, review, process, and fully explains pre-hire documentation during new hire intake:

• Job offer Letter
• Job Description and Work Schedule
• Bonus if applicable
• Wage & Hour form
• W4 & G4 (Income tax withholding forms)
• Direct Deposit Form and Voided Check
• I-9 form
• HIM Signature Card if applicable
• On-boarding Intake acknowledgement form
• Demographic information sheet
• Criminal Background Check Consent form
• Georgia Long-Term Care fingerprint consent form if applicable

21. Initiates new hire NetLearning mandatory training modules and ensure employee training completion.

22. Conducts E-Verify and Georgia New Hire Reporting.

23. Regularly conducts New Hire employee personnel file audits: CPSI/HRIS new hire data entry verification of Demographics (D.O.B, S.S#, Address, Contact #, Emergency Contact), Licensure & Life Safety (BLS, ACLS, PALS), Job title, Hour Rate, and Employment Code, and Direct Deposit information.

24. Serves as a liaison with area employment agencies, colleges, EHS Auxiliary volunteer program, and industry associations.

25. Coordinates and facilitate the student rotation program to include intake and orientation activities.

26. Coordinates with schools, students, and department leaders on rotation requests, to ensure all appropriate documentation has been completed and an approved up-to-date school agreement on file via MediTract.

27. Remains aware and knowledgeable of the healthcare industry job market trends, company’s organization structure, personnel policies, best human resources recruitment practices, regulatory changes, new technologies in human resources, talent management, and employment law.

28. Performs other duties and projects as assigned to include organizational committees as needed.

29. Assists with special projects and events, including but not limited to holiday celebration, family fun day, Health Fair, Gala, charity committee, employee service award banquet, etc.

Minimum Level of Education: Bachelor’s degree in Human Resource Management, Business Administration, Accounting/Finance or related field, and two years’ experience in managing multiple HR topics (recruitment and analytics preferred) or Education equivalent to a High School Diploma and 5 years of directly related recruitment and analytics experience.

Formal Training: General knowledge of employment laws and practices. Human Resources training with strong interpersonal and critical thinking skills, sound judgement, and confidentiality. Previous experience in planning, organizing, implementing, facilitating, interviewing, counseling, and verbal and written communications. Experience in a HR Department Healthcare setting to include Joint Commission Survey activities preferred.

Licensure, Certification, Registration: Human Resources Certification highly preferred

Work Experience: Minimum of two to five years of experience in recruitment, HR operations management, HR analytics, or equivalent combination of Human Resources experience and training required. Experience working in a fast-paced, rapidly changing technology-driven environment preferred.

Computer Skills: Advanced computer literacy with the capability to effectively use Microsoft computer software to include Outlook, Word, Excel, PowerPoint, as well as HRIS database systems. .