Human Resource Specialist

Nebraska Urban Indian Health Coalition, Inc; Omaha (NE); On-site; USD 55,000 - 75,000; Full time

Job summary

Nebraska Urban Indian Health Coalition, Inc. is seeking a Human Resources Generalist to coordinate recruitment, onboarding, benefits administration, employee relations, and HR compliance.

You will work with leadership to maintain fair employment practices and support a respectful workplace across clinical and community programs. The role supports a Title V FAR contract and a broad set of HR functions, including training, records management, and policy coordination, aiming to strengthen health

Qualifications

• Bachelor's degree in human resources, business administration, or a related field.

Responsibilities

• Coordinate recruitment, onboarding, and background checks.
• Maintain HR records and ensure compliance under IHS Title V FAR contract.
• Support benefits administration and open enrollment processes.
• Assist with employee relations and performance documentation.

Skills

Recruitment

Employee relations

Benefits administration

Documentation

Communication

Organization

Problem-solving

Interpersonal skills

Multitasking

Education

Bachelor's degree in human resources or related field

Tools

Microsoft Office

HR information systems

Paylocity (preferred)

Job description

Description

The Human Resources Generalist coordinates day-to-day human resources activities for a nonprofit Urban Indian Organization providing healthcare, behavioral health, substance use treatment, and community services. The position supports recruitment, onboarding, employee relations, benefits administration, performance management, training, personnel records, and HR-related compliance support for the organization's Indian Health Service (IHS) Title V Federal Acquisition Regulation (FAR) contract.

The HR Generalist works with leadership and supervisors to maintain consistent employment practices and a respectful workplace. This position supports the organization's mission of improving the health and well-being of American Indian and Alaska Native people and other individuals served by the organization.

Essential Duties and Responsibilities Workforce Planning and Compensation

• Partner with the CEO and program directors to identify current and future staffing needs, retention priorities, and succession planning needs.
• Maintain job descriptions and organizational staffing information; help leadership assess role changes and position classifications.
• Research compensation and benefits benchmarks and recommend salary ranges and compensation structures for leadership approval in coordination with finance and available funding.
• Support consistent documentation of approved compensation decisions and performance or merit criteria.

Recruitment and Onboarding

• Coordinate job postings, applicant screening, interviews, reference checks, and approved employment offers.
• Work with supervisors to maintain accurate job descriptions and identify staffing needs.
• Coordinate required background checks and other pre-employment screenings according to organizational policy and position requirements.
• Complete new-hire paperwork, employment eligibility verification, benefits orientation, and onboarding schedules.
• Enter and update employee profiles in the HR information system and maintain onboarding checklists.
• Coordinate with the IT vendor and supervisors to request approved email, computer profiles, and remote access; arrange approved equipment through established purchasing procedures.
• Coordinate orientation to organizational mission, confidentiality, workplace policies, safety, and culturally responsive service.
• Coordinate employee separations, exit interviews, and offboarding with IT and supervisors.

Employee Relations

• Serve as a resource for employees and supervisors on HR policies, workplace concerns, and employment procedures.
• Support fair and consistent application of personnel policies.
• Receive and document employee concerns; conduct or support investigations within assigned authority and elevate sensitive matters to leadership.
• Assist supervisors with coaching, corrective action, and performance improvement plans.
• Participate in disciplinary meetings and employee separations with supervisors and leadership; maintain factual, timely documentation and follow-up.
• Maintain discretion and protect confidential information while sharing concerns with appropriate decision-makers.

Benefits and Leave Administration

• Administer benefit eligibility, enrollments, qualifying life event changes, and coverage terminations in coordination with benefit providers and plan rules.
• Distribute enrollment materials, explain plan provisions, and respond to employee and supervisor inquiries; refer plan interpretation questions to the appropriate administrator.
• Coordinate annual open enrollment communications, deadlines, and confirmation of employee elections.
• Administer Federal Employees Health Benefits (FEHB) / Tribal Federal Employees Health Benefits participation and timely entries in the applicable Tribal Insurance Processing System (TIPS), where used by the organization.
• Support 403(b) retirement plan enrollment and employee questions about plan changes and contribution elections in coordination with the plan administrator.
• Provide benefit plan and annual rate information to finance for budgeting and reconciliation; maintain accurate benefits records.
• Track paid time off and coordinate leave requests, supporting documentation, required notices, and return-to-work processes.
• Coordinate protected leave and continuation-of-coverage processes, when applicable, with leadership and benefit administrators.
• Coordinate accommodation requests with leadership and designated advisors.
• Maintain accurate employee information in the HR information system.

Personnel Records Policies and Reporting

• Maintain complete, accurate, and secure personnel records, with sensitive records stored separately as appropriate.
• Help develop and update the employee handbook, HR policies, forms, and procedures; communicate approved changes and track employee acknowledgments.
• Maintain records according to retention schedules and authorized access procedures; respond to approved employment verification requests.
• Monitor changes in employment requirements and HR practices; recommend policy revisions and seek specialized advice when needed.
• Monitor deadlines for evaluations, required training, and employee documentation.
• Support applicable employment requirements and refer complex questions to leadership or legal counsel.
• Prepare workforce reports, including staffing, vacancies, turnover, benefits participation, and training completion.
• Provide authorized HR documentation for audits, grant reviews, and accreditation activities.

Healthcare and Program Workforce Support

• Coordinate with clinical and compliance personnel to track required professional licenses, certifications, background checks, and renewal dates.
• Maintain assigned employee qualification and training documentation for medical, behavioral health, residential treatment, and community programs.
• Support workforce documentation for applicable funder and accreditation requirements.
• Coordinate employee health documentation with designated clinical personnel while protecting confidentiality.
• Notify supervisors of missing or expiring requirements and help coordinate timely resolution.

IHS Title V FAR Contract and Other Grants and Agency Requirements

• Support compliance with personnel-related requirements in the organization's executed IHS Title V FAR contract, statement of work, incorporated clauses, and subsequent modifications.
• Work with leadership and the designated contract administrator to identify HR obligations, maintain a personnel compliance checklist, and track required documentation and deadlines.
• Maintain records demonstrating that assigned employees meet contract staffing and qualification requirements, including education, experience, professional licenses, certifications, and position-specific screenings where required.
• Coordinate required background investigations and suitability documentation for covered positions, including positions involving contact with children when applicable under the contract and governing requirements.
• Track required orientation, training, confidentiality acknowledgments, and employee policy acknowledgments for staff supporting IHS-funded services.
• Coordinate with program leadership to document staffing changes, vacancies, and proposed key personnel substitutions; support contract-required notifications and approvals through the designated contract administrator.
• Support employment-related contract clauses, required workplace notices, and personnel reports to the extent applicable to the executed contract and current governing requirements.
• Prepare authorized personnel documentation for IHS monitoring visits, contract reviews, and audits; protect confidential records and track completion of assigned HR corrective actions.
• Assist with employee acknowledgment and return of government-furnished equipment, when applicable, in coordination with the designated property custodian.

Workplace Safety and Employee Support

• Coordinate with the safety committee, compliance personnel, and program leadership on employee safety orientation and required workplace training.
• Support timely reporting and documentation of employee injuries, occupational exposures, and workplace safety concerns through designated procedures.
• Coordinate workers' compensation follow-up and return-to-work arrangements with the designated parties.
• Connect employees with available assistance and wellness resources while protecting confidential information.

Performance Training and Workplace Culture

• Coordinate annual and introductory-period performance evaluation schedules, reminders, and completed documentation.
• Work with directors to identify training needs and arrange learning opportunities that support employee development and service quality.
• Help supervisors develop measurable job expectations and employee development plans.
• Coordinate training on respectful workplace practices, confidentiality, safety, cultural responsiveness, and other organizational priorities.
• Support employee recognition, engagement, and retention efforts.
• Promote respectful communication and awareness of the diverse cultures and experiences of American Indian and Alaska Native communities.
• Perform other related duties consistent with the position.

Requirements

• Bachelor's degree in human resources, business administration, or a related field.
• At least two years of progressively responsible human resources experience.
• Experience with recruitment, employee relations, benefits administration, and confidential personnel records.
• Working knowledge of employment practices and the ability to identify matters requiring specialized advice.
• Proficiency with Microsoft Office and HR information systems.
• Strong written communication, organization, problem-solving, and interpersonal skills.
• Ability to manage competing priorities, meet deadlines, and handle sensitive matters with sound judgment.
• Ability to conduct impartial fact-finding, resolve employee concerns, and collaborate with supervisors across multiple programs.
• Commitment to the mission of an Urban Indian Organization and culturally responsive service.

Preferred Qualifications

• Experience in a nonprofit, healthcare, behavioral health, or human services organization.
• Experience working with American Indian and Alaska Native communities.
• Experience with Paylocity or a comparable HR information system.
• Three or more years of human resources and benefits administration experience.
• SHRM-CP, SHRM-SCP, or PHR certification.
• Experience administering FEHB / Tribal Federal Employees Health Benefits, TIPS, and 403(b) retirement benefits.
• Experience supporting workforce documentation for grants, audits, healthcare credentialing, or accreditation.
• Familiarity with IHS Title V contracts, FAR personnel requirements, and contract monitoring documentation.
• Experience supporting employees at multiple program locations.