Memorial Health System

  • Sr. Human Resources Generalist

    Job Locations US-IL-Springfield
    ID
    2020-3373
    Category
    Professional and Leadership
    Position Type
    Full-Time
  • Overview

    Works directly with leaders and employees of assigned business units to provide consultation on all employee relations issues. Serves as an advanced-level strategic business partner providing expertise and guidance on employee relations, employment law, staffing, policy Interpretation, coordination of HR centers of excellence (COE) services (Recruitment, Benefits, Compensation, Operations, Employee Relations) as well as workforce development and retention.

     

    Initiates investigations and provides guidance regarding issues such as: working conditions, disciplinary actions, harassment, and employee complaints in collaboration with leadership/employee as needed. Provides guidance and recommendations for problem resolution, analysis of data obtained, and timely report preparation. Participates in the development, analysis, modification, and implementation of HR policies and procedures. Serves as a key stakeholder in developing and reassessing HR goals, objectives, and systems.

    Qualifications

    Education:

    Bachelor’s degree in Human Resources, business, or related field is required. Master’s degree desirable.

     

    Licensure/Certification/Registry:

    Professional HR certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is desirable.

     

    Experience:

    Four or more years’ experience as a HR Generalist, Employee Relations Representative (or similar) with expertise in handling conflict associated with employee relations and workplace issues.

     

    Other Knowledge/Skills/Abilities:

    • Possesses sound business acumen and demonstrated knowledge of all Human Resource functions.
    • Thorough knowledge of federal, state, and local employment laws and regulations.
    • Solid interpersonal skills, with the proven ability to collaborate and communicate with others at all levels while displaying the utmost tact, diplomacy, sensitivity and confidentiality.
    • Possesses fair, neutral and balanced judgement with the ability to gather facts, synthesize information and form accurate conclusions to make sound recommendations.
    • Proven critical thinking skills and success in dealing with ambiguous situations, and collaborate with subject matter experts to develop appropriate solutions.
    • Strong analytical, organizational, and problem-solving skills with strong attention to detail to gather facts in a thorough and unbiased manner.
    • Positive, proactive, service-oriented approach with the ability to thrive in a fast-paced environment.
    • Advanced ability to multi-task to meet competing demands.
    • Competent in using Microsoft Office software such as Excel, PowerPoint, and Word.

    Responsibilities

    1. In conjunction with the Manager, Employee Relations, designs and develops systemic approaches, solutions, and initiatives to ensure standard HR practices, including, but not limited to, performance management, best practices for Employee Relations, and MHS HR integration of new entities and service lines.

     

    1. In conjunction with Manager, Employee Relations, recommends human resources strategic plan, objectives, programs, practices, key initiatives, policies and procedures that support organizational values and objectives and provides management with the basis to direct, motivate and retain high-caliber employees.

     

    1. Participates in the creation, deployment, and advocacy of HR programs, tactics and best practices that help support attraction and retention of top talent. Performs associated research and formulates recommendations to ensure success.  

     

    1. Works in partnership with assigned business units and HR COEs to communicate and implement HR programs that support goals, foster employee engagement, and drive results. Collaborates with business units to identify areas for standardization of HR systems and practices; and participates in development of solutions and implementing programs and changes where identified opportunities exist.

     

    1. Works in partnership with assigned business units to provide advice and counsel to leaders and employees in the areas of conflict resolution, policies/procedures, grievance resolution, disciplinary action and the like to minimize disruptions. Reviews and documents all involuntary employee terminations while maintaining legal compliance.

     

    1. Leads and creates a work environment that fosters positive employee and labor relations, including but not limited to, productivity, labor cost, turnover, vacancy rates, patient satisfaction, employee engagement, etc., to identify trends and proactively assesses unit work environment.

     

    1. Participates in (or may lead) special projects related to employee relations, performance management, and supports business/change management initiatives.

     

    1. Analyzes HR metrics and data to drive business decision, program design, and results.

     

    1. Manages conflict, while offering alternative solutions without jeopardizing overall direction, while managing internal and external customer expectations.

     

    1. Counsels leaders through performance management situations, progressive discipline, involuntary separations, including reductions in force and other workforce changes. Supports leaders in developing and communicating plans to address issues.
    2. Ensures compliance with all federal regulations governing HR policies and procedures. Performs HR audit functions as requested or needed. Assists employees with routine human resource/personnel-related questions. Maintains confidentiality as appropriate in all human resource activities.

     

    1. Responds to outside agencies on EEO matters, Unemployment Compensation claims and others as necessary. Included in this responsibility is case preparation, witness preparation and acting as spokesperson where appropriate.

     

    1. Independently investigates and resolves all employee complaints, disputes, claims of discrimination, harassment and disruptive behavior.

     

    1. In conjunction with Employee Health, investigates and resolves ADA/FMLA and ergonomic issues.

     

    1. In conjunction with the Manager, Employee Relations, assists in the development of the HR Generalist in mentorship capacity.

     

    1. Performs other related work as required or requested.

     

    The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.

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