HR Coordinator

SBH-Green Bay; United States; On-site; USD 42,000 - 54,000; Full time

Job summary

St. Gregory Recovery Center in Bayard, Iowa seeks an HR Coordinator to partner with leaders and the Regional HR team. The role covers engagement, onboarding, compliance, and HR operations to support business objectives and a positive employee experience.

You will assist with hiring, retention initiatives, policy interpretation, and workforce planning while collaborating with clinical and administrative teams to ensure smooth HR processes.

Qualifications

• Experience as an HR coordinator or similar role.
• Ability to support recruitment, onboarding and employee relations.
• Familiar with HR compliance and record-keeping requirements.
• Strong communication and collaboration across teams.

Responsibilities

• Assist with recruitment plans and interview coordination.
• Support employee engagement, retention and onboarding efforts.
• Assist leaders with HR policies and performance development.
• Manage employee relations matters with confidentiality.
• Monitor workforce data, turnover, and HR metrics.
• Partner with leadership to support workforce planning and operations.

Skills

Recruiting support

Employee relations

Onboarding

HR compliance

Workforce planning

HR analytics

Policy interpretation

Education

Bachelor or equivalent HR experience

Job description

HR Coordinator | St. Gregory Recovery Center | Bayard, Iowa

About the Job:

Position Summary

Summit Behavioral Healthcare is committed to transforming lives by providing compassionate, high-quality behavioral healthcare services across a diverse network of treatment facilities. Our employees are the foundation of our success, and we are dedicated to fostering a culture of engagement, accountability, collaboration, and continuous improvement in support of our mission to improve the lives of those we serve. The Human Resources Coordinator serves as the primary Human Resources partner for an assigned facility, collaborating with the Regional HR Business Partner to deliver exceptional HR services. This role supports employee engagement, employee relations, leadership development, workforce planning, onboarding, compliance, and HR operations while fostering a positive employee experience and partnering with operational leaders to support business objectives.

Roles and Responsibilities:

Essential Functions

Recruitment and Hiring Support

• Assist with the development and execution of recruiting plans to support facility staffing needs collaborating with the Talent Acquisition Team.
• Post open positions, coordinate interview schedules, and track candidate activity throughout the hiring process.
• Support pre-employment screening, offer letter preparation, and related candidate communications.
• Participate in career fairs and other recruiting events as directed.

Employee Engagement, Retention & Workforce Stability

• Support employee engagement, recognition, retention, and workplace culture initiatives that strengthen employee connection and workforce stability.
• Monitor turnover, vacancy, retention onboarding, and employee feedback trends; share observations and recommendations with facility and HR leadership.
• Assist leaders with stay interviews, engagement activities, new hire check-ins, and follow-up action plans designed to improve morale and reduce turnover.
• Identify recurring employee concerns and engagement themes through employee interactions, exit feedback, employee relations trends, and leadership input.

Leadership Support & Talent Development

• Support leaders in applying HR policies, procedures, and employment practices consistently, fairly, and in alignment with organizational and regulatory expectations.
• Assist with new leader onboarding, leadership development, and HR education activities that strengthen management effectiveness, communication, accountability, and employee engagement.
• Help leaders interpret workforce data, HR metrics, turnover trends, attendance patterns, training compliance, and other people-related indicators to improve departmental performance.
• Partner with facility leaders, Corporate HR, Talent Acquisition, Learning and Development, and operational teams to support workforce capability and organizational goals.

Employee Relations, Compliance & Workforce Risk

• Assist with employee relations matters and investigations, including gathering information, documenting findings, maintaining confidentiality, and escalating complex matters as appropriate.
• Promote compliance with employment laws, organizational policies, healthcare regulatory requirements, and HR best practices.
• Maintain audit-ready employee records, HR documentation, personnel files, training records, licensure information, and employment documentation.
• Support readiness for Joint Commission, CARF, CMS, state licensing, and other regulatory or accreditation surveys through HR audits, documentation reviews, and corrective action follow-up.
• Identify employee relations themes, documentation gaps, compliance risks, workplace trends and communicate concerns to facility and HR leadership.

Workforce Planning, HR Operations & Analytics

• Support workforce planning by monitoring staffing levels, vacancies, turnover, position control, labor needs, and workforce trends.
• Partner with facility leadership, HR leadership, Talent Acquisition, and operational leaders to identify staffing needs, hard-to-fill positions, high-turnover roles, and workforce gaps.
• Maintain accurate HRIS and workforce data, including employee status changes, job profiles, reporting structure updates, transfers, promotions, terminations, and secondary job assignments.
• Prepare, review, and analyze HR reports and workforce metrics related to headcount, vacancies, attrition, retention, attendance, overtime, onboarding, training compliance, and licensure.
• Track HR operational tasks, audits, compliance items, employee lifecycle activities, and workforce planning initiatives to ensure timely completion and accountability.

HR Partnership & Business Support

• Serve as a day-to-day HR partner to facility leaders, supervisors, managers, and employees by providing timely guidance, support, and follow-up on HR policies, employee concerns, and operational needs.
• Build effective working relationships with clinical, administrative, and support department leaders to understand priorities, staffi