Human Resources Generalist

Job Description

Job Description

Company Information

At Community Hospice & Health Services and its affiliates, Community Hospice & Health Services Foundation, and CHI Management, Inc. (herein referred to collectively as “CHHS”) you will find a family-based and compassionate work environment. Our goal is to provide a wonderful work experience that allows our employees to thrive by feeling engaged and fulfilled each day. CHHS is the largest and oldest nonprofit hospice, palliative care, and support services provider in the Central Valley.

We are proud to indicate that CHHS has been supporting and providing compassionate and quality services to our community since 1979. Our mission is to embrace individuals and families facing life-changing journeys, enhancing quality of life for all. CHHS is accredited by Community Health Accredited Program (CHAP).

REPORTS TO:  Director of Human Resources

SUMMARY:  Responsible for completing a variety of tasks to support the daily operations of the Human Resources department. Including, but not limited to, benefit administration, recruitment and selection, new hire onboarding, workers compensation, resignation/termination processing, and assistance with employee relations. Works closely with management and employees to achieve the organization’s goals and compliance with state and federal regulatory requirements.

RESPONSIBILITES:

• Benefit Administration: Assists in communicating and interpreting all benefit changes and policies. Educates employees about their benefits. Assists with new hire and benefits open enrollment periods. Utilizes Human Resource Information System (HRIS) to tracks and process benefit actions. Submits benefit paperwork to applicable people as needed. Communicates with insurance carriers and representatives as needed. 
• Employee Relations: Meets with employees to document employee relations matters and provides documentation to the Director of Human Resources (HR) to review the employees concerns and to verify what are possible solutions that may be implemented to resolve matters. Communicates and interprets HR policies and procedures while providing possible remedies to the Director of HR for any employee relations issue that may arise. Promotes effective employee relations processes by assisting managers in addressing employee issues. Demonstrates effective communication and executes HR projects in support of fostering a positive employee environment built on trust and respect. When appropriate facilitates a progressive discipline action approach to address performance and behavioral issues.
• Leaves of Absence: Administers employee leaves of absence, which includes documentation, forms, and tracking. Administers the pay out of extended sick leave hours. Provides leave correspondence to employees. Communicates with the Director of HR regarding to leaves of absences that may possibly be denied before denying the leave of absence.
• Workers Compensation : Administers workers compensation claims, which includes completing forms and tracking the status of claims. Communicates with employees, supervisors, and the worker’s compensation carrier in regards to claims. Completes OSHA 300, 300A, and 301 forms. 
• HRIS Reports and Maintenance: Maintains input and reports related to Human Resources issues including EEO, staffing, turnover, performance evaluation tracking, DMV Pull Notice reporting and various demographic reports.
• Recruitment, Selection, and New Hire Orientation: Responsible for full recruitment cycle which includes but is not limited to receiving position requisitions, posting open positions on a variety of job ad sources, reviews candidate applications and resumes, provides resumes and/or applications to Hiring Managers for viable candidates, schedules interviews, provides interview questions to Hiring Managers, prepares and provides candidates with offer letters. Assists in making decisions regarding discrepancies that may appear during the pre-employment background process. As assigned prepare and execute all hiring paperwork including offer letters and job descriptions, new hire documents, background checks, employment verifications, and letters of employment. Assists with Human Resources New Hire Orientation.
• Salary/Compensation: Assists in the development of salary offers, creating recommendations based on experience and qualifications of candidates. Research compensation standards set by industry and governing bodies to create salary structures for current and new positions within the organization. Research and monitor competitive wage rates to assist in the development or modification of compensation plans.
• Respond to HR related questions, redirect and/or provide resolution for inquiries that include, but are not limited to benefits, payroll, paid time off requests and LOA’s. Reviews job descriptions, handbooks, policy development, etc. and partners with other departments as appropriate.
• Receives resignation letters and termination on employment requests. Processes end of work documents and requests final paychecks. Meets with employees that submit employment resignations when possible one to two weeks before they leave the organization to process an end of employment exit interview. Before the employee leaves the organization, reviews with the Director of Human Resources the outcome of the end of employment exit interview to verify if follow-up is needed.
• Conducts individual or group presentations related to benefits, leaves of absence, workers compensation, recruitment and selection, time and attendance management, and other human resources topics as assigned.
• Processes Personnel Action Forms for a variety of changes.
• Generates reports regarding to recruitment and selection, leaves of absences, workers compensation, compensation, and benefits.
• Performs other various duties and manages assigned projects to support the Human Resources Department and the organization.
• Follows all Community Hospice and related organizational policies and procedures including, but not limited to, safety, infection control, privacy and confidentiality, and HIPAA.

 

SUCCESS FACTORS:

 

• Ability to consistently understand complex labor law and employee relations; preparing clear, concise, and comprehensive reports, correspondence, and documentation.
• Ability to retain personal objectivity, when dealing with emotionally charged situations pertaining to and personnel issues.
• Ability to demonstrate sound judgment and take timely appropriate action. Investigate and follow through on incomplete information or unresolved situations.
• Ability to follow policies and procedures, and to document and remember precedents that have been set.
• Ability to develop and maintain respectful, cooperative, constructive relationships with all people.
• Ability to consistently build relationships respectful and trustworthy. 
• Ability to consistently communicate and assist people in a manner that reflects compassion.
• Ability to maintain a professional appearance of self and work area that is neat and organized.
• Ability to consistently respond to changing situations in a flexible manner in order to meet current needs, such as reprioritizing work as necessary.
• Maintain and protect confidential data with great discretion, judgment, and professionalism. Ability to handle confidential information and disseminate appropriate information to coworkers and other departments.
• Ability to handle multiple projects and tasks simultaneously.

QUALIFICATIONS:

• AA degree with 4 years of experience or Bachelor’s degree with 2 years of experience. A degree in Business Administration, with a concentration in human resources or a related field is highly preferred. Certification in Human Resources desired.
• Progressive experience in a related position within a Human Resources Department is required.
• Demonstrates excellent written and oral communication skills and interpersonal relations skills.
• Demonstrates autonomy, organization, assertiveness, flexibility, and cooperation in performing job responsibilities.

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