HR Generalist
Montrose Clinic - Houston, TX

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Job Title

HR Generalist

Job Code:

Reports to:

HR Manager

Revision Date:

Type of position:

Full-time Unscheduled Part Time (UPT)

Part-time Temporary

Holidays Evenings/Weekends

Position Classification:

Exempt (not eligible for overtime)

Hourly (eligible for overtime)

Hours of Duty: _____________________________________________

General Description

The HR Generalist provides generalist human resources support and advice/and assistance to employees/management on staff policies, regulations, and procedures regarding equal opportunity/affirmative action employment, recruitment and hiring options, compensation, performance management and disciplinary procedures, employee benefits, and training. Provides consultative direction to employees/management on best HR practices in specific situations, and coordinates and facilitates timely response to individual needs, as appropriate.

Essential Functions Essential functions are those tasks, duties, and responsibilities that comprise the means of accomplishing the job’s purpose and objectives. Essential functions are critical or fundamental to the performance of the job. They are the major functions for which the person in the job is held accountable.
  • Interacts and consults with hiring officials in the planning, approval, and implementation of staffing projections, recruitment strategies, utilization goals, posting/advertising, screening and applicant pool development, requisition/applicant tracking, and selection support; assists with and facilitates the design of proactive staffing plans.
  • Monitors and reviews department adherence to recruitment/selection policy and procedure and regulatory compliance issues; approves formal offers of hire.
  • Consults with management regarding application of all aspects of staff compensation policies, guidelines, and procedures; works with individuals to resolve compensation issues within policy parameters; reviews and refers policy variations to Sr. HR Director for adjudication.
  • Serves as initial point of advice, problem resolution, and facilitation in the areas of employee relations, performance management, and employee discipline; advises both employees and management regarding employee relations policies, procedures, and documentation; researches, identifies, and analyzes specific employee relations concerns and makes appropriate recommendations to management.
  • Works with management to initiate requests for job reclassification; collaborates with Sr. Director of HR in the analysis of job responsibilities and assessment of appropriate job classification for existing employees.
  • Provides a range of generalist support and problem resolution to departments including, but not limited to, implementation of FMLA and leave policies, compliance with ADA, FLSA, and other related regulations and internal policies.
  • Provides individual advice and problem resolution to employees on employee benefits issues; administers individual employee benefits within policy parameters and monitors compliance with policy, procedure, and documentation requirements; reviews and refers policy variations to HR Manager, as appropriate.
  • Undertakes research into operating policy and procedure issues and participates as appropriate in the development or revision of operating policy and procedures; analyzes and prepares recommendations to management on specific policy-related issues, as appropriate.
  • Develops, designs, and presents in-service and general training to departments with regards to general and specific human resources policies, procedures, and documentation.
  • Monitors, verifies, and authorizes routine personnel actions and requests pertaining to existing employees and new hires, in accordance with established policies, procedures, and guidelines.
  • Participates in additional committees and task forces as required both within the agency and the community using quality management, clinical and professional experience.
  • Demonstrates respect and regard for the dignity of all patients, families, visitors and fellow employees to insure a professional, responsible and courteous environment.
  • Promotes effective working relations and works effectively as part of a team to facilitate the department’s ability to meet its goals and objectives.
  • Attends all required safety training programs and can describe his/her responsibilities related to general safety, department/service safety, specific job–related hazards.
  • Follows Legacy’s exposure control plans/blood-borne and airborne pathogens.

AGE RELATED COMPETENCIES

Definitions of Age Specific Groups:
  • Neonate: Birth – 24 months
  • Child: 2-12 years
  • Adolescent: 13-17 years
  • Adult: 18-64 years
  • Geriatric: 65 years and beyond
  • NA: Non-age specific
Populations Served for this position:

Neonate Child Adolescent Adult Geriatric NA

education & TRAINING requirements
  • Bachelor's degree in related field required.
  • PHR or SPHR preferred.

work experience requirements
  • A minimum of 3-5 years of HR experience in a similar environment required. Healthcare HR experience preferred.
  • Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community required.
  • Knowledge of equal opportunity and affirmative action requirements as related to public sector human resources procedures required..
  • Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues.
  • Knowledge of federal and state employment laws and regulations, and healthcare related employment policies and procedures required..
  • Ability to prepare and present training programs and materials.
  • Knowledge of compensation administration principles and procedures.
  • Mathematics skills.
  • Knowledge of FMLA and catastrophic leave policies, procedures, and practices required..
  • Ability to analyze complex information, and to define and solve problems.
  • Knowledge of ADA, FLSA, and other employment legislation and regulations required..
  • Knowledge of staff employee benefits laws, regulations, policies, procedures, and documentation.
  • Excellent team development skills and strong interpersonal skills required.
  • Excellent time management and prioritization skills.
  • Strong proficiency with Microsoft Office applications, including: Word, Excel and PowerPoint required.
  • Bilingual (English and Spanish) preferred.

Essential functions – physical & Mental Requirements Note: Reasonable accommodations may be made for individuals with disabilities to perform the essential functions of this position.
  • Frequently required to sit; occasionally required to stand and walk.
  • Occasionally required to reach with hands and arms.
  • Frequently required to talk or hear.
  • Occasionally required to lift and/or move up to 25 pounds.
  • Occasionally required to bend, twist or climb.
  • Moderate concentration/intensity, which includes prolonged mental effort with limited opportunity for breaks.
  • Normal memory, taking into consideration the amount and type of information.
  • Moderate level of complexity for decision making.
  • Normal time pressure of decision making.

ORGANIZATIONAL COMPETENCIES – T o perform this job successfully, the employee will demonstrate the following competencies to perform the essential functions of the position.

All Legacy leadership staff are required to follow and uphold Legacy’s Mission, Vision, and Values, Behavioral Standards, Legacy’s Policies and Procedures, The Code of Conduct and The Code of Ethics and Compliance Plan. In addition, the following competencies are expectations for all employees:

Courteous – Employee is courteous in interactions with customers, which include patients/residents, physicians, fellow-employees and our community.

Respectful and Confidential – Employee respects the rights of privacy of our patients/residents and co-workers.

Ensures cultural differences are respected. Refrains from disruptive and disrespectful behavior which may include, but is not limited to:
  • Obstruction of the operation of Legacy
  • Interference with the ability of others to do their jobs
  • Creation of a “disruptive work environment” for Legacy staff (including volunteers), or medical staff
  • Conduct adversely affecting or impacting the community’s confidence in the Legacy’s ability to provide quality care
  • Attacks (verbal or physical) leveled at any member of Legacy staff, medical staff, patients/residents or patients/residents’ families that are personal or beyond the bounds of fair professional conduct
  • Inappropriate comments or illustrations made in patient medical records or other official documents impugning the quality of care at Legacy, or attacking specific physicians, or Legacy staff
  • Non-constructive criticism addressed to the recipient in such a way as to intimidate, undermine confidence, belittle or to suggest stupidity or incompetence.
  • Disruptive and disrespectful behavior includes statements that are generated verbally, in writing or electronically in any form including e-mail, text messages, social network sites and blogs.

Responsive – Employee responds quickly, graciously and appropriately to customer needs.

Gratitude and Attitude: Employee’s behavior shows that he/she believes that each of us controls our own attitude and that what is important is not so much as what happens to us, but how we choose to react to it.

Pride, Ownership and Image: Employee accepts all the rights and responsibilities of being a part of the Legacy family.

Communication- Employee is personally accountable for positive communication with the customer-patients/residents, family members and co-workers.

Teamwork- Employee contributes positively to the Legacy team and is committed to treating coworkers with courtesy, honesty and respect. Employee abides the Attendance Policy. Employee has team pride in the purpose of our work –our patients/residents.

Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to handle frequent change, delays, or unexpected events.

WORK ENVIRONMENT
  • May be exposed to infectious waste, diseases, conditions, etc., including the AIDS and Hepatitis B viruses.
  • The noise level in the work environment is usually moderate