Human Resources Business Partner

Socket.dev; Nebraska; On-site; USD 80,000 - 110,000; Full time

Job summary

Ohio Living is seeking a Human Resources Business Partner to support employees across life plan communities and Home Health & Hospice locations. You will ensure policy adherence, drive recruitment, onboarding, and performance processes, and work with leadership to maintain compliant HR practices.

Role requires a Bachelor’s degree in HR or related field and at least five years of HR experience. Strong knowledge of Workday, ATS, and MS Office is preferred.

Qualifications

• Bachelor’s degree in human resources or a related field required.
• Five years experience in human resources.

Responsibilities

• Resolves HR policy questions and ensures consistent application.
• Develops and updates HR policies with timely communication.
• Consults with location management on staffing, discipline, and terminations.
• Develops new job descriptions with Corporate HR support.
• Manages performance review processes and ensures timeliness.

Skills

HR policies & procedures

Staff relations

Recruitment

Onboarding

Performance management

Payroll & budgeting

Labor laws & compliance

Education

Bachelor's degree in HR or related field

Tools

Workday

ATS

Windows

Microsoft Office

Job description

It's fun to work in a company where people truly BELIEVE in what they're doing!

Our intention is to haveemployees who are passionate about making their personal mission statement come to life each day at work! Be it through providing healing, eradicating loneliness,contributing to efficiencies, streamliningprocesses, beingdependable,sparking creativity or something else,the demonstration ofHOW you do your job is just as important as WHAT you do in your job.

Alongsideour valued employees, we are making a difference throughout the state of Ohio in the lives of those that need healthcareorthoseembracingthe next chapter of their lives.Sustained members of our team demonstrate accountable behavior and share our values of customer service, innovation, inclusion, integrity, financial stewardship, leadership, and care.

The Area Human Resources Business Partner serves the employees of their assigned locations in all areas of human resources at one or more life plan communities or one or more home health and hospice locations in accordance with company standards and federal, state, and local standards, guidelines, regulations, and laws, ensuring effective delivery of employment services to staff members.

Essential Activities and Tasks

Human Resources Management - 60%

• Resolves questions and concerns pertaining to HR policies and procedures from staff members and location management and ensures appropriate and consistent application and practice. Keeps staff members and location management informed of changes to HR policies and procedures.

• Assists corporate HR in developing or updating HR policies and procedures. Implements these policies and procedures with concise and timely communication to staff members and location management.

• Consults with location management concerning staffing issues, disciplinary actions/counseling, terminations, etc. Reviews and approves all disciplines and terminations prior to action involving corporate HR or legal counsel as appropriate.

• Develops new job description with the support of Corporate HR.

• Administers and monitors the performance review process ensuring timeliness, legal appropriateness, consistency, goal setting, and follow-through.

• Fosters an open and positive atmosphere inclusive of communication and open-door practices.

• Works as the location point person for employee opinion surveys, open enrollment, learning management system, etc.

• Serves as a champion of recognition and appreciation throughout the organization.

• Ensures that concerns are addressed through the proper resolution procedure in partnership with the Executive Director.

• Provides information to outside sources in accordance with company standards and employment guidelines, regulations, and laws (i.e. verification of employment, wages, reference checks, etc.).

• Serves as local point person in compiling data and documentation for OCRC, EEOC, DOL, attorneys or other legal entities to submit to corporate HR.

• If a union is present at the location, fosters a productive relationship with the union representative, stewards, etc., educates location management on the union contract, coordinates the grievance process, coordinates contract negotiations, etc.

• Ensures accurate and timely reporting of information is provided to corporate.

• Reviews bi-weekly payroll changes and payroll registers for appropriateness.

• Generates and distributes reports as necessary (i.e. employee information, accruals, turnover, salary roster, statistical data, etc.)

• Supplements benefit education, counseling, and administration of all company-sponsored benefits programs during the open enrollment period and throughout the rest of the year (i.e. medical, dental, vision, supplemental life, short and long-term disability, 403(b), etc.).

• Participates in annual compensation calls to identify wage challenges at the local level.

• Creates a safe employee workspace. When situations occur, directing workers’ compensation activities including investigations, reporting, tracking and working with the third-party administrator.

• Oversees unemployment compensation activities, including submitting timely responses to requested information and providing appropriate and complete appeals to reduce inappropriate unemployment compensation payments.

• Works with Executive Director and location management team, as needed, to develop labor budget.

• Develops the annual local HR budget.

Recruitment, Selection, and Onboarding -15%

• Works with centralized recruiters to effectively recruit candidates for open positions, including attending job fairs, holding hiring events, partnering with local schools, and other means.

• Develops and maintains an efficient pre-employment and onboarding process, including conducting drug screening, fingerprinting, and other tasks.

• Develops, coordinates, and implements new hire orientation that includes topics relating to an organization and location overview, policies and procedures, benefits, etc.

Quality, Compliance, and Risk Management - 10%

• Ensures that the location is in compliance with current applicable federal and state employment regulations and laws regarding wages, overtime, work hours, workers’ compensation, unemployment compensation, etc.

• Ensures that personnel files are complete and documentation contained is compliant with current company standards and employment guidelines, regulations, and laws (i.e. Form I-9, income tax forms, reference checks, HIPAA regulations, etc.).

• Oversees employee leave requests including serving as a resource to location management and staff members.

• Maintains confidentiality of all personnel information accordance with company standards and employment guidelines, regulations, and laws.

People Management and Development -10%

• If applicable, manages the HR staff for one or more life plan communities and possibly one or more Ohio Living Home Health & Hospice locations.

• Fosters a positive work environment that attracts, retains, and motivates employees.

• Interviews, selects, and orients new direct reports.

• Defines, establishes, and promotes performance expectations so direct reports understand and demonstrate excellence through high quality and consistent performance.

• Evaluates job performance of direct reports in accordance with the company policy and procedure and provides developmental guidance to staff for improved performance and growth.

• Monitors accountability with organization requirements prescribed by the Employee Handbook. Documents and engages employees who are routinely not observing these requirements in an effort to achieve compliance. Works with corporate when circumstances arise that necessitate further documentation and intervention.

• Participates in the development, planning, scheduling, conducting, and monitoring of in-service training programs, on-the-job training, and orientation programs for departmental staff.

Strategic Planning - 5%

• Implements broad-based goals and cultural initiatives (i.e. inclusion).

• Develops and manages the workforce strategy and HR function at the location to support organizational growth, goals, and objectives, and responds to the changing needs of the organization.

• Participates in strategic planning at the location with the purpose of aligning HR with the organization and location goals and vision.

• Works on the succession planning evaluation and analysis process with the location’s management team.

All other duties as assigned.

Qualifications

Education

• Bachelor’s degree in human resources or a related field required.

Experience

• Five years experience in human resources required.

• Strong knowledge of employment guidelines, regulations, and laws required.

• Experience in a long-term care facility, hospital, or other related medical facility preferred.

• Proficiency with Windows, Microsoft Office (Word, Excel, PowerPoint), and the internet required.

• Proficiency with an HCM, ideally Workday, required.

• Proficiency with an applicant tracking system (ATS) required.

Other Requirements

• Must be able to read, write, speak, and understand the English language.

• Must possess a valid driver's license and acceptable driving record. Must be insurable under professional liability and crime coverage policies as specified by insurance carrier underwriting standards.

Working Conditions and Special Requirements

• Sitting - Up to 8 hours/day

• Standing - Up to 4 hours/day

• Walking - Up to 2 hours/day

• Lifting, pushing, pulling, and moving residents/patients or equipment/supplies - Up to 25 pounds

• Driving - Up to 6 hours/day

• Travel % / Overnight Travel - Minimal

• Work weekends and evenings - Special circumstances

• On-call availability - 24/7 for emergencies

• Subject to residents/patients with various disease processes - Occasional

• Risk Category for Exposure to Bloodborne Diseases - III