HR Generalist

Overview:
The Human Resources Generalist is responsible for the human resources needs and implementation of best practices to support the achievement of both HR, Birdsong staff, and business objectives. This position will perform administrative, strategic, employee relations, talent acquisition, and planning duties. Also accountable for the vital task of ensuring compliance with all local, state, and federal regulations for HR policies and processes. This position must be able to balance overall business needs, employee support and the ongoing operational needs of the company while maintaining compliance with all HR regulations.

Responsibilities:
Employee Relations
- Formulates and recommends Human Resources policies and objectives for the company regarding employee relations, aligned with shared services.
- Partners with HR Director and management to communicate Human Resources policies, procedures, programs, and laws. Keeps abreast of changes in regulation and ensures education process to HR Director and as directed to the senior leadership team on applicable regulations pertaining to the business.
- Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
- Conducts investigations when employee complaints or concerns are brought forth.
- Monitors and advises managers and supervisors in the progressive disciplinary processof the company. Monitors the implementation of a performance improvement process with non-performing employees.
- Reviews, guides, and approves management recommendations for employment terminations with the utmost confidentiality and proper protocol.
Human Resources Information Systems (HRIS)
- Ensures data integrity with HRIS system, reviewing and approving employee changes such as supervisor, location, or terminations. Ensure data is accurate and appropriately documented.  Partner with shared services to ensure all data elements are maintained especially for auditing purposes.
- Manages the development and maintenance of the Human Resources employee data and confidential materials in conjunction with shared services protocols and policies.
Training and Development
- In partnership with the President ad HR Director, defines the training and development programs, and partners with the responsible managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports as follows suit with shared services.
- Leads and coaches’ performance management systems and leaders that includes and employee development programs.
- Establishes the use of employee training in learning management system (LMS) that addresses company training needs including training assessments for new employee orientation and onboarding, Coordinates management development, cross-training efforts where needed, and ensures the measurement of training impact, and training transfer.
Talent Acquisition
- Establishes and leads the recruitment processes and procedures necessary to recruit and hire a superior workforce.
- Utilize technology and social media networking tools as well as traditional sourcing techniques. to source the best candidates.
- Understand and be knowledgeable of talent acquisition trends and changes through research, relying heavily on data, metrics, and industry best practices in coordinating recruitment efforts.
- Ensure delivery of prompt and effective communications with candidates & workforce scheduling throughout the full cycle recruiting process
- Participate in full cycle employment engagement from applicant through employee by ensuring appropriate communications, training and onboarding occur prior to working a schedule.
- Further engage in regular interactions with employees to access engagement and possible referral opportunities.
Performance Management
- Counsel and advise leadership regarding performance.
- Provide continued reinforcement of performance development structure and assist leaders in continuous development of employees.
- In collaboration with HR Director, lead, manage, track, and submit Merit and Performance review process.
- Provide guidance and serve as a trusted counsel to employees, managers, and leaders.
 
 

Qualifications:
Requirements and Must Have Criteria
- HR Experience:  It is preferred that the person have at least 5 years’ experience in the field of Human resources.  Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development. 
- Proven Track Record Delivering Excellence and Value to Internal Customers: Proven ability to effectively manage employee related issues, drive positive work relations and strong HR operations to drive employee retention. Understanding the voice of the customer (employee) is essential to success. The person must be a proven change leader with strong interpersonal skills and the ability to handle sensitive information.
- Preferred Healthcare/Health Plan/TPA Experiences: Mission-oriented and energetic, it is preferred the person have a demonstrated track record of success in the US healthcare sector with a passion for customer care. It is preferred the successful candidate has experience in the healthcare industry with payor, provider, or other health care-oriented organizations. 
- Staff Management and People Development Skills: Proven and successful track record recruiting, mentoring, and inspiring and empowering individuals with an ability to hold people accountable and to deliver superior performance. Excellent emotional intelligence and ability to identify their own strengths and gaps to maximize impact. Demonstrated ability to delegate effectively and to establish clear guidelines for accountability.
- Interpersonal, Communication, and Relational Building Skills: Ability to relate to and effectively work with a diverse group of individuals, groups, and people collaboratively and diplomatically. Proven ability to engage internal and external constituencies. The person must possess an uncanny ability to handle and to resolve conflict in a productive and direct manner. Excellent oral and written communications are a must. The person must also exude high energy with a positive manner and a can-do attitude and excellent judgment.
- Emotional Intelligence and Business Acumen: this role will require a mature, seasoned approach to driving human resources principles, and have the experience of working with all levels of leaders, often in a complex matrix environment. The role will also require a sound, level, calm, and engaging acumen to work with bringing out the best in people and reinforcing the values of Birdsong Hearing benefits, and its affiliates. 
Other Personal Characteristics and Experience
- Ability to simultaneously balance and adjust to multiple changing priorities and make decisions with speed and accuracy.
- A true and trusted team player who takes a collaborative approach with executive peers and other colleagues. Someone who is able and willing to regularly debate constructively, build consensus, and ultimately align around common objectives. A direct communicator who can foster the same among his/her executive level peers.
- High level of energy, and detailed orientation.
- High level of proficiency and demonstrated effectiveness in problem-solving, and implementing new programs related to increased departmental and organizational operating efficiency.
- Impeccable values, ethical standards, and a strong moral compass with integrity.
- Business savvy and financial acumen.
- Above average oral and written communication skills. Ability to convey information in a clear, concise manner assisting in building strong understanding of how to articulate human resources principles including regulations.
- Excellent interpersonal and advanced coaching skills. 
- Excellent listener and ability to bring people to reach agreement, align with objectives, and help to develop others.
- Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
- Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
Education

Bachelor's degree preferred in Human Resources or related Business field or an equivalent combination of education, training and experience.
- Project management experience helpful.
- Preferred applicable human resources certifications (SHRM) and compensation certification.
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