Human Resources Associate

At White House Clinics, we do health care differently. Our multi-disciplinary care teams incorporate the expertise of medical, dental, behavioral health, pharmacy, and care navigation professionals to provide patients with comprehensive care designed to help them achieve their health goals. While our work is fast-paced, our teams enjoy being able to work collaboratively to support patients.White House Clinics Physicians enjoy a competitive wage and robust benefit package including:Employer Paid Health, Life & Disability Insurance4 Weeks of PTO8 Paid HolidaysRetirement Plan with up to 4% Employer MatchAnd More!Many employees work alternative schedules (four 10-hour shifts) which allow them a day off during the week.At White House Clinics, we believe in providing our employees with opportunity for both personal and professional growth in a challenging and rewarding work environment. We recognize the contributions that each person makes to the team and value each person’s input as we work to deliver outstanding patient care. Join us today!PRIMARY FUNCTIONThe HR Generalist serves as a primary day-to-day Human Resources resource for employees and managers and is responsible for delivering responsive, consistent, and employee-centered HR support across the organization.JOB RESPONSIBILITIESGeneral HR Generalist DutiesManage a broad range of employee lifecycle activities, including employee relations, performance management support, onboarding and offboarding, leave and benefits support, HRIS transactions, policy interpretation, employee requests, and HR documentation.Work closely with the HR Director to ensure managers are equipped to effectively lead employees and that employee concerns are addressed promptly, consistently, and appropriately.Work independently to manage routine and moderately complex HR matters while escalating high-risk, legally sensitive, or strategically significant matters to the HR Director.Play a key role in achieving the department’s goals of providing excellent HR service, improving turnaround times, building employee trust, and creating positive employee experience.Prepare or contribute to routine reports.Employee RelationsServe as first point of contact for employee questions related to policies, procedures, and employment matters .Promote a positive work environment aligned with company culture and values.Review and maintain shared HR Inbox.Maintain appropriate documentation on employee relations matters.Identify matters requiring escalation to the HR Director.Promote consistent application of HR policies, processes, and available resources.Identify recurring employee relations trends and recommend preventive actions.Performance ManagementAssist in coordination of the organization’s performance management processes.Monitor completion of performance evaluations.Support development and implementation of manager HR tools and resources.HR Service Delivery & Request ManagementServe as primary owner of the HR requests/intake processes.Review incoming employee and manager requests and ensure they are assigned appropriately.Respond to routine HR questions within established service standards.Track request aging, resolution times, and overdue requests.Escalate urgent or high-risk matters appropriately.Identify recurring requests that could be addressed through improved communication, training, self-service tools, or process improvement.Support measurement of HR service-level performance.Employee OnboardingCoordinate HR portion of employee onboarding.Ensure new-hire documentation and HRIS information are complete.Coordinate with the Recruiting Specialist regarding pre-employment-to-onboarding handoffs.Coordinate with the HR Specialist when credentialing or professional documentation is required.Support new employee orientation.Monitor completion of required onboarding activities.Coordinate 30-, 60-, and 90-day employee follow-up processes.Identify onboarding issues contributing to early turnover.Employee OffboardingCoordinate employee separation processes.Conduct standardized exit interviews for voluntary separations.Ensure appropriate separation documentation is completed.Coordinate final HRIS actions and applicable benefit notifications.Coordinate equipment/access-removal notifications with appropriate departments.Code exit interview information consistently for trend reporting.Leave & Benefit SupportProvide employees with general benefits information and direct complex benefit questions to the HR Director.Assist with employee leave administration.Maintain required leave documentation.Track employee leave status and required follow-up.Escalate complex FMLA or other legally sensitive matters to the HR Director as appropriate.HRIS & Employee RecordsMaintain accurate employee information in HR systems.Ensure required employee documentation is maintained appropriately.Identify and correct HR data discrepancies.Employee Engagement & RetentionSupport quarterly pulse surveys.Conduct stay interviews as assigned.Assist with employee recognition programs.Participate in HR site visits.Identify employee experience issues and communicate trends to the HR Director.ACCOUNTABILITYReports to the Director of Human Resources.SUPERVISION EXERCISEDNone.TYPICAL WORKING CONDITIONSWork is performed in an office environment and involves frequent contact with staff and the public. Position may involve dealing with angry or upset people. Work may be stressful at times.TRAVEL REQUIREMENTSRequires frequent travel between clinics, to recruiting events, conferences, etc.WORK HOURS37.5 hours per week, subject to wage and labor laws.SALARY$15.04 - $23.68 per hour, based on experience.All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, sexual orientation, gender identity, age or disability. The above information is intended to describe the most important aspects of the job. It is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required in order to perform the work. The health center reserves the right to revise or change job duties and responsibilities as the business need arises. Additionally, this job description is not intended as an employment contract, implied or otherwise, and the Center continues to maintain its status as an at-will employer.JOB REQUIREMENTSMinimum Education: High School Diploma or GED required. Bachelor’s degree in relevant fields, such as human resources, business administration, etc. preferred.Minimum Work Experience: 2-5 years of progressively responsible HR experience preferred, preferably in the healthcare industry, including working knowledge of employment practices and HR principles and experience with HRIS systems. Preference given to candidates with experience supporting employee relations and performance management. Healthcare or FQHC experience preferred.Required License: None. Preference given to candidates with SHRM-CP or PHR credentials.QualificationsA successful candidate will have knowledge of the healthcare sector, as well as expert knowledge of HR principles, practices, and employment laws. Ideal candidate will have the ability to handle sensitive and confidential information with discretion. Ideal candidates will be energetic, motivated, and demonstrate creativity in problem-solving. Successful applicants must have superb written and oral communication skills. Candidates should be able to monitor team efficiency and analyze situations requiring effective action. #J-18808-Ljbffr