Senior Human Resources Business Partner- Healthcare

Responsibilities:

The Sr. HR Business Partners provide HR assistance including but not limited to the following areas: manager/supervisor coaching, recruiting, performance management and corrective action support, annual performance evaluation process, employee relations, separations of employment, reorganizations/restructuring, integration of acquired entities, and compliance with company policies and employment law.

This role will support our centers in Virginia and Florida. and will require to 50 % travel to these locations as needed with overnight stays as required.

Employee Relations

Assist Director of HR and Senior Vice President, Human Resources in supporting the core business units of InnovAge, to include management of employee relations.
Develop and revise EEO policies and procedures to incorporate all EEO and employee related laws into business operations.
Participate in all management decisions with EEO ramifications, and in particular, those decisions relating to budget, discipline, terminations, job eliminations, consolidations, layoffs, and other matters directly affecting employees.
Audit and analyze data and make recommendations to management to further compliance with EEO laws, policies and procedures. Develop and implement strategies for gathering and understanding data, controlling cost of employment, including absenteeism and turnover.
Act as liaison between the corporate office and field personnel in fact finding and responding to employee claims and charges of discrimination, violations of law and violations of company policies and procedures.
Advise, create, and recommend staff development education and training programs for field and corporate employee development staff.
Conduct training to line management and employees which address contemporary employment issues.
Interact with and support Field Managers on significant EEO issues or concerns
Direct a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Make recommendations to senior management. Identify opportunities and resolve discrepancies.
Conduct studies and prepare reports that address organizational development and makes recommendations to senior management.
Stay abreast of changing events in employment legislation and its effect on business operations and advise management of same.
Possess in-depth knowledge of an ability to apply to business settings all EEO and employee-related laws and all company EEO policies and procedures.
Other duties as assigned.

Performance Management

Partner with Compensation Analyst to ensure all positions have updated job descriptions in place. Work with supervisors, and the Recruiting team as needed, to ensure applicable job descriptions have been communicated to employees.
Assist supervisors in setting and communicating expectations to their employees and managing employees to these expectations, including assessing and providing feedback regarding performance issues.
Assist supervisors with coaching and corrective action for employees whose job performance and/or behavior is not meeting expectations, including: coaching, corrective action, administrative / decision-making leave, employee meetings, and separation of employment, if necessary.
Provide coaching and training to supervisors/managers regarding the annual employee evaluation process. Assist supervisors with the process of setting goals, assessing performance, soliciting feedback, and determining merit increases, if applicable and after senior-management review and approval.

Separations/Terminations

Partner with supervisors regarding decisions to terminate employment, position eliminations, restructurings/reorganizations leading to job losses, and reductions in force. Collaborate with Director of HR and SVP - HR as needed on termination decisions.
Works with Director of HR and SVP - HR regarding determining if severance is applicable, drafting severance agreements, and communicating to impacted employees receiving severance. All severance determination must be made at the senior executive management level.
Work with supervisors to ensure that all separation procedures are being followed.
Inform those as appropriate HR, IT, Payroll, etc. of the separation of the employee so that each department can process related separation steps accordingly.
Coordinate with HR and Payroll for final pay check including all wages owed and accrued PTO.
Facilitate exit interviews with employees who are resigning.
Partner with supervisors to communicate to employee during termination notification meetings.

Administrative

Addresses HR-related calls/emails from internal and external sources on HR issues within assigned client groups.
Provides consultation to supervisors/managers and employees from assigned client groups regarding HR policies, procedures, and programs.
Develops and creates reports as requested and assists with HR processes and forms as needed.
Assists the Director of HR and participates with other staff on special projects as assigned.
Attends meetings with client groups as needed in order to stay informed regarding the operations of the business.
Coordinates with HR or others as needed for benefits, compensation, and leaves of absences.
Works with supervisors as needed to ensure appropriate documents are placed in personnel files.
Acts as a back-up for other HR Business Partners and HR staff as needed.
Exhibits superior verbal and written communication skills, demonstrated through quality of communications, documentation, reports, presentations, and dealing with difficult employee situations.
Completes work while being results-oriented, solution-focused, and tying objectives to organization goals.
Generates reports, measures outcomes, evaluates results, and analyzes/utilizes data to improve processes and outcomes.
Surfaces complicated questions or questions out of scope of practice to the Director of HR and SVP HR as appropriate.
Ensures compliance with InnovAge policies/procedures and state and federal employment laws and keeps legal compliance/liability in mind when performing all other duties.
Travels to various work sites and other locations as needed to carry out duties

REQUIRED

Bachelors degree in Human Resources, or a related field from an accredited college/university and/or equivalent years of experience in Human Resources
Requires state issued drivers license, personal transportation, good driving record and auto insurance as required by law.
Minimum of 8 years HR experience managing all aspects of Va employment laws, required.
Minimum of 8 years human resource management experience, with particular emphasis in recruiting and extensive interview experience as well as employee relations.
Minimum of 8 years experience in a corporate recruiting environment.
Must have a thorough knowledge of recruitment and selection techniques and requirements of the federal Selection Guidelines and the Americans with Disabilities Act.
Must have a thorough knowledge with federal and state employment laws, as they relate to the states within which InnovAge operates

Ability to travel at 75% of the time based on our VA and FL centers needs.

PREFERRED

PHR certification is a plus.
Previous experience working in a healthcare environment with multiple locations, preferred.
Experience with HRIS programs i.e. UltiPro is desired.

InnovAge is dedicated to empowering seniors to live independently, allowing them to age in their own homes and communities safely. InnovAge offers an alternative to nursing homes through its Program of All-inclusive Care for the Elderly (PACE), which provides enrolled seniors with customized healthcare and social support at PACE Adult Day Health Centers. These centers are staffed by medical professionals who are committed to creating personalized care plans for each participant. At InnovAge, our team members are our greatest asset and have a significant impact on the lives of our participants every day. When you join InnovAge, you'll work alongside talented, respectful, and passionate colleagues within a patient-centered care model.

InnovAge is committed to equal opportunity and affirmative action, and we strive to create a diverse and inclusive workplace. We consider all qualified candidates for employment without discrimination based on race, color, religion, sex, sexual orientation, gender identity/expression, national origin, disability, protected veteran status, pregnancy, or any other protected status. Salaries are determined by various factors such as qualifications, experience, and location, and do not include potential bonuses or benefits. Our extensive benefits package includes medical/dental/vision insurance, short and long-term disability, life insurance and AD&D, supplemental life insurance, flexible spending accounts, 401(k) savings, paid time off, and company-paid holidays.

Applicants are considered until the position is filled.