HR Shared Services Specialist II

Capital Health (US); Lawrence Township (NJ); On-site; Full time

Job summary

A leading healthcare provider in New Jersey is seeking an HR Shared Services Specialist II to manage escalated HR inquiries and streamline onboarding processes. Successful candidates will possess an associate's degree in Human Resources or a related field, along with relevant experience. The role promotes exceptional customer service while ensuring compliance with all HR policies. An engaging workplace with opportunities for professional development awaits the right candidate.

Benefits

Comprehensive health benefits

Competitive PTO plan

Flexible compensation offers

Qualifications

• One year related experience in HR required.
• Experience in onboarding or benefits preferred.
• Ability to maintain confidentiality and professionalism.

Responsibilities

• Handles escalated HR inquiries and processes requiring deeper understanding.
• Facilitates the onboarding process for new hires.
• Communicates regularly with internal stakeholders regarding timelines and status updates.

Skills

Effective communication

Critical thinking

Time management

Attention to detail

Organizational skills

Education

Associate's degree in Human Resources or relevant field

Tools

Microsoft Office Suite

HR systems (Workday preferred)

Job description

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Join to apply for the HR Shared Services Specialist II role at Capital Health (US)

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

Minimum Pay

$22.20

Position Overview

Handles escalated HR inquiries and processes that require a deeper understanding of HR functions, policies, and systems. Partners with HR Centers of Excellence (COEs) and ensures complex transactions are resolved efficiently and accurately. Provides consultation and guidance in the interpretation and application of policies and procedures for managers and employees to minimize risk. Promotes exceptional customer service and maintains compliance with all relevant policies and procedures. Facilitates the onboarding process for new hires, ensuring a smooth and efficient transition into the organization. Generates reports related to employee data.

Education

MINIMUM REQUIREMENTS

Associate's degree, in Human Resources or relevant field with one year related experience.; OR two years of progressive experience in Human Resources.

Experience

One year onboarding or benefits related experience.

Other Credentials

Knowledge and Skills:

Effective communication, critical thinking, and time management skills. Strong attention to detail and organizational skills. Able to multi-task, and effectively carryout plans and tasks to timely completion.

Special Training

Knowledge of Microsoft applications, including Outlook, Excel, and Word. Working knowledge of HR systems, Workday strongly preferred.

Mental, Behavioral And Emotional Abilities

A high degree of professionalism and confidence required. Demonstrated ability to establish successful relationships with internal customers and prospective employees. Ability to navigate complex systems and create positive relationships interdepartmentally. Ability to handle confidential information with discretion and professionalism.

Usual Work Day

8 Hours

Reporting Relationships

Does this position formally supervise employees? No

Essential Functions

• Supports first level support for questions and all escalated cases from HR Shared Services Specialist I. Handles case management of all inquiries and provides direction to resolve in a timely manner. Utilizes case management system to accurately log case issues and indicates those assigned under Legal Department requirements.
• Serves as a subject matter resource for level I specialist.
• Assists with development of sustainable, efficient, and effective processes supported by the department within the guaranteed service level agreements. Serves as back-up for HR Shared Services to support phone queue.
• Maintains confidentiality of department and employee information according to established practice within HIPAA and NPPI guidelines.
• Maintains a working level knowledge of applicable Federal, State, local laws and regulations, Corporate Compliance, and other policies and procedures to ensure adherence in a manner that reflects honest, ethical and professional behavior.
• Adheres to established regulations and ensures compliance for, processes, procedures, plans and systems.
• Processes all hiring actions timely and accurately in the HR Information System (HRIS). Reviews and validates HR transactions such as job changes, leaves, and benefits enrollments. Works to assure all paperwork is completed accurately and in a timely manner; facilitates follow up with candidate(s) on missing items.
• Identifies recurring issues and recommends process improvements.
• Communicates regularly with internal stakeholders (TAPs, HRBPs, Hiring Managers, new employees, etc.) related to timelines and status updates, including start date information.
• Maintains and updates relevant HR documents and records for compliance and audit purposes.
• Collaborates with TAPs and Organizational Development to confirm onboarding requirements and ensures smooth transitions. Works closely with hiring managers to confirm pre-hire activities and requirements.
• Facilitates submission of background checks, verifies licensures if applicable, and other requirements based on job descriptions.
• Creates, enters, and verifies contingent worker data into HRIS timely.
• Supports the delivery of agency-required orientations and training for new hires.
• Performs other duties as assigned.
  
  

PHYSICAL DEMANDS AND WORK ENVIRONMENT

Frequent physical demands include: Sitting , Walking , Reaching forward , Wrist position deviation , Pinching/fine motor activities , Keyboard use/repetitive motion

Occasional physical demands include: Standing , Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching overhead , Squat/kneel/crawl

Continuous physical demands include: Talk or Hear

Lifting Floor to Waist 5 lbs. Lifting Waist Level and Above 5 lbs.

Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Accurate Color Discrimination, Accurate Depth Perception, Accurate Hearing

Anticipated Occupational Exposure Risks Include the following: N/A

Offers are contingent upon successful completion of our onboarding process and pre-employment physical. Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions.

"Company will never ask candidates for social security numbers or date of birth during application phase. If you are asked for this information online, you may be a target for identity theft."

For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.

The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level.

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.

Seniority level

• Seniority level

  Entry level

Employment type

• Employment type

  Full-time

Job function

• Job function

  Human Resources

• Industries

  Hospitals and Health Care

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