Human Resources Specialist

Job Description

The Human Resource Specialist (HRS) will function as a business partner with the leadership team by planning, and administering policies, programs and processes related to human resources. The HRS will assist in the strategic planning of the agency and talent management strategies to increase human capital. Evaluating culture and provide leadership to the management team to increase employee engagement and align the culture with the mission and values of BHS. 

Requirements

Roles and Responsibilities

Strategic Planning and Leadership 

• The HRS will develop relationships outside of the agency to assist in the marketing of behavioral health services and to the target market, as applicable. This includes working with educational institutions, law enforcement, and/or local and regional leaders. 
• In conjunction with the Supervisor, the HRS will coach/counsel employees, as needed. Based upon their observations, the HRS/Supervisor provides the appropriate resources and/or training to meet the goals and objectives of the employee  and BHS. 
• The HRS will provide a positive culture within the department and throughout the agency by being an effective member of the management team. This includes participation in management meetings and providing feedback and/or solutions for the department/agency.

Administrative, Payroll and Benefit Functions 

• Reviews the Employee Handbook to ensure legal compliance with the applicable local, state, and federal laws.
• The HRS will review Human Resources policies and procedures and ensure employees of the agency are aware of the      necessary changes within their department. 
• The HRS will ensure the agency is meeting all applicable employment and labor law regulations and advises the management team to those applicable regulations. 
• May assist with the payroll functions of the agency including working with the agency's HRIS. Utilize  the HRIS and train the functionality of the system to appropriate  personnel. The HRS ensures the necessary background checks, payroll records and completes the new-hire paperwork as per the policies and procedures of the agency. 

· The HRS will administer benefits programs such as life, health, dental, vision and disability insurances, vacation, sick leave, leave of absence, and employee assistance. The HRS will Manage FMLA, STD claims 

· Investigate and process claims reports and support documentation with workers compensation

· Provide support to employees in various HR-related topics such as leave and compensation and resolve any issues that may arise.

Recruiting, On-Boarding/Training

· Plan and conduct new employee orientation to foster positive attitude toward organization objectives.

· Maintain records and compile statistical reports concerning personal-related data such as hires, terms, performance appraisals, and absenteeism.

· Organize annual employee performance reviews.

• Will create and implement recruiting strategies to attract/hire qualified candidates that meet the expectations of the agency. Perform background and/or reference checks as appropriate. 

· Keep all background checks compliant to meet Joint Commission Standards

Counseling, Coaching and Talent Management Strategies

· The HRS will assist the management team to effectively coach and counsel employees to ensure the overall outcome is a win-win solution for the employee and the agency. The HRS will review all appropriate documentation for legal compliance and consistency within the agency, including suspension and terminations. 

· Serve as a link between management and employees by handling questions, interpreting, and administering policies and helping resolve work-related problems.

· Perform difficult staffing duties, including dealing with understaffing, referring to disputes, and administering disciplinary procedures.

Other Requirements 

· Must be at least 21 years of age. 

• Successful completion of background checks/references including a valid driver's license. The driving record must be in accordance with the agency's guidelines. 

· If in lived substance abuse recovery, two years of continuous sobriety/ "clean time" is required and maintained throughout employment. 

• Willing to obtain a flu shot annually (except for those allergic to the vaccine or who have a religious exception) or must wear a mask when agency deems appropriate due to times of high illness.

· Must comply with agency policies and procedures, including those regarding conduct, confidentiality, and record keeping.

Education and/or Experience   

Bachelor's degree in Human Resources, or Business from four-year college or university preferred; or one - three years related experience and/or training; or equivalent combination of education and experience.

Knowledge, Skills, and Abilities (Competencies): To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The Knowledge, Skills, and Abilities (Competencies) requirements are listed below:

· Strong critical thinking skills, understand the importance of unintended consequences, and evaluate decisions based upon the best long-term outcome of the situation. Demonstrate adaptability, demonstrate discrete and ethical behavior, and have teambuilding skills including relationship building. 

· Understand and have knowledge in strategic leadership and human capital development including the ability to influence others by having difficult conversations with positivity and instill a positive culture within the department and agency. Proactive in handling conflict resolutions with the overall objective of behavior modifications. Implement talent management strategies to increase recruitment and retention. 

· Strong oral communication skills with the ability to influence others through developing relationships, providing facts/logic, and understanding situational awareness to provide a win-win scenario during the communication and conflict process is required. Understands the importance of recruiting and retaining referral sources and other agencies/organizations by being visible and proactive in the region.

· Proactive in the marketing strategies of the agency and developing relationships throughout our target market. Understand the importance of push/pull marketing strategies, core competencies, primary/selective demand, promotional strategies, and SWOT analysis of the agency.

· Knowledge on the policies and procedures of the agency This includes reviewing the policies and procedures and making recommendations on best practices to meet the goals and objectives of the agency's standards. 

· Understand HR policies, procedures, and benefits for the importance of recruiting and retention of candidates and employees. 

· Knowledge of Employment and Labor laws that are associated with the agency and understand applicable employee benefits. 

· Knowledge of talent management strategies that will provide organizational and employee growth.