HR Generalist/Work From Home

The HR Generalist is responsible for supporting the day-to-day Human Resources functions of the organization and maintaining workforce compliance for caregivers and administrative employees working within New Mexico home and community-based care programs.

This position works closely with RNs, CNAs, PCAs, caregivers, administrative employees, supervisors, managers, and company leadership to ensure employee records, credentials, training, onboarding, benefits, employee relations, and other HR requirements are maintained accurately and timely.

The HR Generalist must develop a working knowledge of the employment and workforce requirements applicable to the organization's Directed, Delegated, and EPSDT service models and assist in maintaining compliance with applicable company policies, payer requirements, state and federal requirements, and contractual obligations.

HR Compliance & Personnel Records

Maintain accurate and complete personnel records for RNs, CNAs, PCAs, caregivers, supervisors, managers, and administrative employees.

Maintain personnel documentation within approved company systems, including the company server, MEDsys, and other authorized HR or workforce management systems.

Ensure personnel files contain required employment, credentialing, training, compliance, and program-specific documentation.

Conduct routine personnel file audits and assist with comprehensive compliance audits at least semi-annually or according to company policy.

Assist with internal, MCO, payer, state, and other regulatory audits involving employee documentation.

Maintain records for active and terminated employees according to applicable retention requirements and company policy

Support HR compliance for caregivers providing services through the organization's Directed, Delegated, and EPSDT programs.

Coordinate with Operations, Nursing, Compliance, and other departments to ensure caregivers meet applicable qualifications before providing services.

Track required caregiver documentation, training, background screening, credentials, evaluations, and other program-specific requirements.

Assist with corrective action when personnel or credentialing deficiencies are identified.

Credentialing & Employee Documentation

Coordinate employee credentialing and recredentialing activities in partnership with the Director of Operations and other designated departments.

o Training certifications

Recruitment, Hiring & Onboarding

Assist with recruitment of caregivers, RNs, CNAs, PCAs, administrative employees, supervisors, and managers.

Review applications and assist with candidate screening and interviews.

Verify that required hiring documentation has been completed before final approval.

Coordinate and conduct new-hire orientation.

Coordinate annual reorientation and required employee training.

Enter and maintain new-hire information within MEDsys and other applicable company systems.

Prepare and distribute required new-hire and termination reports to H2H, ZBA, and other approved vendors or third parties.

Coordinate with Payroll, Operations, Nursing, and other departments to ensure new employees are properly activated.

Background Checks & Compliance Monitoring

Immediately escalate potentially disqualifying findings or compliance concerns according to company policy.

Employee Relations

Serve as an HR resource for caregivers, clinical staff, administrative employees, supervisors, and managers.

Receive, document, and assist with employee complaints, concerns, and grievances.

Assist HR leadership with workplace investigations.

Help resolve employee conflicts and workplace disputes in accordance with company policy.

Assist managers with performance management, coaching, corrective action, and documentation.

Maintain administrative performance logs and other employee relations documentation.

Escalate serious employee relations matters to the HR Director, Director of Operations, Executive Director, CEO, or legal counsel as appropriate.

Monitor open HR incidents through resolution.

Coordinate with Operations, Nursing, Compliance, executive leadership, insurance representatives, or legal counsel when necessary.

Administer or assist with the company's 401(k) retirement plan enrollment and employee communications.

Coordinate with insurance brokers, benefit administrators, and approved third-party vendors.

Track administrative PTO, sick leave, holiday pay, and other company-provided leave benefits.

Support compliance with applicable federal, New Mexico, and local leave requirements.

Coordinate leave information with Payroll and management as necessary.

Payroll & Compensation Support

Prepare and submit required employee payroll reports to Accounting accurately and on time.

Maintain the administrative salary spreadsheet.

Ensure ZBA and other authorized payroll partners receive current approved compensation information.

Assist in verifying that administrative employees are paid correctly on the company's bi-weekly payroll schedule.

Research payroll discrepancies involving HR records and coordinate corrections with Accounting or payroll vendors.

Maintain confidentiality of compensation and payroll information.

Unemployment, Workers' Compensation & Employment Claims

Process unemployment claims from initial notice through resolution.

Respond to requests and claims submitted through the New Mexico Department of Workforce Solutions as assigned.

Coordinate workers' compensation claims from initial reporting through claim closure.

Maintain complete claim documentation.

Communicate with employees, supervisors, insurance carriers, claims representatives, and leadership.

Assist with EEOC charges and other employment-related claims under the direction of company leadership and legal counsel.

Coordinate documentation requested by the company's attorney, insurance broker, Director of Operations, Executive Director, CEO, CPA, or other authorized company representatives.

Training & Performance Management

Coordinate required employee training and maintain training records.

Assist with new-hire orientation and annual reorientation programs.

Track required caregiver and administrative training.

Develop and update employee training materials, handouts, presentations, and training pamphlets.

Assist supervisors with performance documentation and employee development.

Track overdue training and follow up with employees and supervisors.

Policies, Procedures & HR Administration

Assist with creating, reviewing, and updating company HR policies.

Maintain HR work instructions and standard operating procedures.

Assist with maintaining and updating the organization's Continuity of Operations Plan (COOP) as assigned.

Maintain HR calendars, priority calendars, spreadsheets, trackers, and compliance reports.

Ensure current HR forms and procedures are available to employees and supervisors.

Assist with implementation and communication of new company policies.

Process employment verification (VOE) requests according to company policy.

Protect confidential employee information and release records only when authorized.

Assist with MCO, state, payer, credentialing, and company audits.

Multi-Office HR Support
Provide HR support to the corporate office and company satellite locations, including Santa Fe, Socorro, Las Cruces, Santa Rosa, and other locations operated by the organization.

Communicating with local office management and employees.

Resolving HR questions and employee concerns.

Supporting recruiting and onboarding needs.

Assisting with employee training.

Ensuring consistent implementation of company HR policies across locations.

General Administrative Responsibilities
The HR Generalist may also perform general administrative functions associated with the position, including:

Answering telephone calls.

Communicating with RNs, CNAs, PCAs, caregivers, administrative employees, members, and management.

Computer work and data entry.

Supporting recruiting and marketing activities related to workforce development.

Maintaining an organized and professional HR office.

Assisting employees and supervisors with HR-related questions.

Supporting company events, orientations, meetings, and training activities.

Performing other HR-related duties reasonably assigned by the HR Director, Director of Operations, Executive Director, or CEO.

The HR Generalist may provide guidance and HR support to supervisors and managers but does not automatically have direct supervisory authority over all administrative staff unless specifically assigned by company leadership.

When supervisory responsibilities are assigned, the HR Generalist may assist with employee performance, attendance, coaching, corrective action, training, scheduling coordination, and enforcement of company policies.

Associate's or bachelor's degree in Human Resources, Business Administration, Health Care Administration, or a related field preferred.

Prior Human Resources experience strongly preferred.

Experience in home health, home and community-based services, health care, Medicaid-funded services, or a regulated health care environment strongly preferred.

Knowledge of employee onboarding, personnel records, benefits, payroll support, employee relations, and compliance.

Strong computer skills, including Microsoft Office applications and electronic employee record systems.

Understanding of HR confidentiality requirements.

Professional communication and employee relations skills.

Sound judgment and appropriate escalation of sensitive HR matters.

Ability to prepare for and respond to regulatory and payer audits.

Ability to interpret company policies and apply them consistently.

Ability to perform prolonged computer and desk work.

Ability to communicate by telephone, video conference, email, and in person.

Ability to travel between company locations when required.

Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

The HR Generalist has access to confidential employee, payroll, benefit, investigation, medical, credentialing, and company information. The employee must maintain confidentiality and comply with applicable company privacy, information-security, and recordkeeping policies.

Compliance Responsibility
The HR Generalist is expected to support the organization's compliance efforts and promptly report identified personnel or workforce compliance deficiencies to appropriate leadership.

The position works collaboratively with Human Resources, Operations, Nursing, Compliance, Payroll/Accounting, and executive leadership. Responsibility for organizational compliance is shared among the appropriate departments and is not assigned exclusively to the HR Generalist.

Responsibilities may change based on operational needs, regulatory requirements, payer requirements, and company programs.

Nothing in this job description creates a contract of employment or alters the at-will employment relationship where applicable. Employment classification, exemption status, compensation practices, leave administration, and other employment practices will be administered in accordance with applicable federal, state, and local law and company policy.

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