HR Generalist - FT 8am - 4:30pm

Profile

HR Generalist - FT, 8am - 4:30pm','Full-time','Professional Non-Clinical','8am - 4:30pm','8am - 4:30pm','80','80','None','None','OREGON-ROSEBURG-MERCY MEDICAL CENTER','','!*!
CHI Mercy Health is a vibrant complex of quality health care services that includes a Trauma III, 174 bed hospital, an outpatient surgery center, an outpatient therapy clinic, outpatient lab and imaging, a sleep lab, and home health and hospice.  With over 1000 employees, Mercy was named a 2017 Top 100 Rural and Community Hospital in the U.S. by the Rural Health Policy Institute, has been honored as a Top Performer on Key Quality Measures® by The Joint Commission, the leading accreditor of health care across America, and has been voted the area’s #1 employer for three years in a row. Employees enjoy outstanding pay, a rich benefit package, high levels of employee engagement and a family-like environment.
Mercy is located in Roseburg, OR, a land of outdoor adventure and unrivaled beauty.  Nestled in the heart of the Umpqua Valley, it is surrounded by majestic mountains and pristine rivers.  Equally distant to sleepy coastal villages, winter resorts and metropolitan entertainment, Roseburg is home to an historic downtown, boasts a budding microbrewery industry, produces internationally acclaimed wines, and showcases multiple artistic and musical events throughout the year.
Douglas County, earning the distinction as Oregon’s most beautiful county, is noted for its world class fishing, hiking and mountain biking trails.
 
Pay Scale: $27.40 - $36.56
 
Shift: Monday - Friday, 8am - 4:30pm
 
Job Summary:
 
Under the direction of the Human Resources Director, the HR Business Partner (HRBP) is a strategic partner whom aligns business objectives with employees and management in designated departments and/or facilities and achieves business results through collaboration. The HRBP serves as a consultant to management on Human Resource related issues, including but not limited to recruitment, general employee relations, performance management, policy application and compliance, workers’ compensation, employee engagement, workforce planning, and compensation. The HRBP, in partnership with management, is a critical part of ensuring communication of key messages to employees across the organization and therefore needs to be highly skilled in working with leaders and other to enable this to occur.  The HRBP seeks to develop integrated solutions and is a change agent for new HR initiatives.
 
Essential Functions:
 
Workforce Planning/Employment Practices


Provides professional HR Support and project assistance to area managers in talent recruitment, onboarding, compensation, benefits, retention, job descriptions and affirmative action.

Articulates an understanding of the service line/department business goals, strengths and opportunities, and makes recommendations for improvement, and assists with design, development and implementation processes.

Conduct assessments and anticipate HR-related needs within their respective departments making recommendations and developing quarterly plans including goals and priorities.

Assists with identifying top talent, both internally and externally, and works with management team to ensure succession planning for the future.
Compliance


Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.  Consults with legal services as directed.

Provides HR policy guidance and interpretation.

Provide guidance to managers on the collective bargaining agreement and other regulatory agency requirements.
Employee Relations


Participates in the management and resolution of general employee relations issues.  May assist with conducting effective and thorough investigations and interviews to gather facts and make recommendations.

Assists managers to create, communicate and consistently apply performance expectations, including applying progressive discipline when necessary.
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
Performance Management and Goal Development


Works collaboratively with department management and staff to incorporate HR expertise to support and maximize departmental performance.  Provides guidance and support with the organization’s performance management program.

Assists management in aligning department processes with overall organizational strategic goals.

Applies strategic understanding to complex problems and issues.
Employee Engagement


Works with management to facilitate communication of and changes from employee satisfaction surveys.

Provides appropriate advice, feedback, and development resources to improve effectiveness of individuals and teams.

Takes active measures to coach and/or provide training to management team members with a goal to increase their leadership and best practices.
Data Analytics


Assists management team in accessing and interpreting information, generating reports, and provide insightful analysis of information gathered and make recommendations.

Analyzes information/trends from various sources such as exit interviews, feedback from employees, etc. and makes recommendations for improvements.

Analyzes trends and metrics in partnership with HR team to develop solutions, programs and policies.
Other

Organization of events assigned to Human Resources.','!*!License/Certification:


PHR/SHRM-CP certified preferred.
Experience:


A minimum of three (3) years of recent related HR work experience in employee recruitment and employee relations (strong preference in healthcare) required. 

Knowledge of principles and practices of Human Resources administration and labor laws required.

Strong interpersonal, organizational and communication skills, both written and verbal, required.

Thorough knowledge of Microsoft Office products, Excel, Taleo, Lawson or other HR/Payroll database experience beneficial.

Must be able to demonstrate the following: Success with difficult recruits; Thorough understanding of recruitment and retention strategies; High level of professionalism to work effectively with various levels of talent; Strong organizational skills and the ability to adapt to changing priorities in a fast paced environment under pressure of deadlines; Strong analytical and problem solving skills.
Education:

Bachelor’s degree in Human Resources (or related field) required.  Five (5) years of progressive HR experience in lieu of a degree considered.','We’re an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.','2018-R0146158','CHI Mercy Health','HR Generalist - FT, 8am - 4:30pm

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