Senior Human Resources Generalist

American Addiction Centers; Brentwood (CA); Remote; USD 50,000 - 80,000; Full time

Job summary

Join a progressive organization dedicated to transforming lives through compassionate care. As a Senior HR Generalist, you'll play a crucial role in supporting our HR team, ensuring compliance, and fostering a positive work environment. This is an opportunity to grow within a dynamic field, where your contributions will directly impact the well-being of individuals seeking recovery. Embrace a culture that values your ideas, promotes work/life balance, and invests in your professional development. If you're ready to make a difference and advance your HR career, this role is perfect for you.

Benefits

Company Matching 401K

Medical Insurance

Dental Insurance

Vision Insurance

Life Insurance

Qualifications

• 3-5 years of HR Generalist experience in relevant industries.
• Strong understanding of ADA regulations and compliance.
• Experience with multi-state HR operations and employee relations.

Responsibilities

• Maintain compliance with employee file regulations and audits.
• Support employee relations and manage workplace conflicts.
• Administer employee leaves and ensure smooth transitions.

Skills

HR Generalist Experience

Employee Relations

Leave Management

ADA Regulations Knowledge

Project Management

Education

Bachelor’s Degree in Human Resources

SHRM-CP Certification

Tools

HRIS (UKG)

LMS (HealthStream)

ATS (iCIMS)

Job description

Overview

Company Summary

If you are searching for a fulfilling place to develop your career and an opportunity to make a difference in helping others, then keep reading on. Here at AAC, we have a progressive culture; we listen to your ideas, value a work/life balance, invest in education, and we foster trust and respect for all individuals. Our exceptional comp and strong benefits include company matching 401K, medical, dental, vision and life insurance. We are looking for our future leaders, who are not only going to fill the qualifications for this job description, but who are going to exceed expectations. Be a part of a team whose mission is to provide quality, compassionate, and innovative care to adults struggling with addiction and co-occurring mental health disorders. Our purpose and passion are to empower patients, their families, and our communities by helping individuals achieve recovery and optimal wellness of the mind, body, and spirit.

Responsibilities

Job Summary

American Addiction Centers (AAC) is a leading provider of comprehensive addiction treatment services, dedicated to helping individuals overcome substance use disorders and achieve long-term recovery. With facilities nationwide, AAC offers evidence-based treatment programs tailored to meet the unique needs of each patient, including specialized care for veterans and active-duty military personnel. Our mission is to provide high-quality, compassionate care in a supportive environment, empowering individuals to regain control of their lives and rebuild healthy, fulfilling futures. Through cutting-edge therapies and a commitment to clinical excellence, AAC strives to be a trusted partner in the journey to recovery.

The Senior HR Generalist remotely will support the HR team at American Addiction Centers, providing key HR functions for the corporate office, including corporate, marketing, business development, and call center teams. This role is designed for an up-and-coming HR professional interested in growth, who will gain exposure to various HR areas, including employee relations, leave management, project support, change management, and administrative duties. This role will also provide coverage for divisional HR Business Partners (HRBP) as needed.

Responsibilities

HR Administration

• Ensure all corporate employee files are accurately maintained and up-to-date in compliance with company policies and regulatory requirements.
• Proactively collaborate with the HR department to support the transition from hard copy employee files to a fully digital filing system within the HRIS.
• In partnership with HRBP and HRIS team members, develop and implement a mechanism to conduct quarterly audits of employee files to identify and address potential gaps.
• Ensure all departments and locations remain compliant with file maintenance tasks, collaborating with HRBPs to prevent delays or non-compliance.
• Provide administrative support before and during state and/or regulatory audits, ensuring all required documentation is digitally housed within the HRIS system; includes assistance collecting missing documents.
• Maintain confidentiality and security of all employee records, aligning with company standards and legal obligations.
• Ensure compliance with the Americans with Disabilities Act (ADA) across all corporate locations, including identifying and implementing any state-specific extensions or modifications of ADA regulations.
• Support the auditing and updating of company policies and the employee handbook, ensuring alignment with legal/state requirements and best practices.
• Conduct new hire orientation (NHO) for all corporate employees, including remote corporate employees.
• Act as liaison between facility operations, divisional HRBPs, HR assistants to help ensure facility NHO is conducting consistently and per regulatory requirement including Joint Commission, CARF, and/or state regulatory agencies.

Employee Relations

• Provide guidance and support on employee relations issues for corporate office staff, handling sensitive matters with confidentiality.
• Assist in conducting investigations and resolving workplace conflicts, within the corporate office and/or in the field as needed.
• Partner with managers to foster a positive work environment and support employee engagement efforts.
• Ensure compliance with company policies and applicable employment laws.
• Collaborate with the HRBP team to identify and co-implement employee relations training to first-time and/or new leaders to AAC.

Employee Leaves

• Manage the administration of various employee leaves, including FMLA, ADA, and personal leaves for corporate personnel.
• Work closely with employees, managers, and the HR team to ensure smooth transitions during leave periods.
• Collaborate with the HR and benefits team personnel to maintain accurate and up-to-date leave records and ensure timely communication with relevant stakeholders.
• Provide support and guidance to divisional HRBPs on leave-related matters as needed.
• Collaborate with the HRBP team to identify and co-implement employee leave(s) training to first-time and/or new leaders to AAC.

Field HRBP Support

• Provide coverage for divisional HR Business Partners during absences, ensuring seamless continuity of HR services across departments.
• Collaborate with HRBPs on key projects, assisting with tasks such as employee engagement initiatives, training programs, and/or compliance efforts.
• Assist in navigating and implementing change management initiatives, working with HR leadership and field teams to support smooth transitions.
• Adapt to evolving HR needs, providing flexible and proactive HRBP support as HR challenges arise.
• As needed, support HRBPs with accommodations requests, including documentation and helping to ensure timely responses and appropriate adjustments that meet both federal and state laws.

Project Management Support

• Co-own and/or support HR projects alongside the HRBP team, ensuring project milestones are met.
• In collaboration with the senior HR leadership team, coordinate the tracking and reporting of HR metrics and performance data for ongoing process improvement efforts and quarterly board of director(s) meetings.
• Ongoing and as needed, provide administrative support for HR initiatives and company-wide programs.
• Other duties as assigned.

Qualifications

Job Requirements

Experience

• Demonstrated 3-5 years of HR Generalist experience, ideally in organizations with 24/7, 365-day operations (e.g., healthcare, behavioral healthcare, hospitality, or similar industries that potentially require round-the-clock HR support.
• Experience with employee relations, leave management, and HR administration required.
• Thorough understanding of the Americans with Disabilities Act (ADA) regulations, including familiarity with how specific states may modify or extend ADA provisions.
• Experience with multi-state HR operations, including compliance with state-specific regulations such as quick pay states and varying leave laws.
• Familiarity of wage and hour laws, final paycheck requirements, and other employment laws that differ across states.
• Experience operating within a centralized HR department is preferred.
• Experience supporting HR Business Partners across a divisional/multi-state organizational structure is preferred.
• Ability to handle sensitive information with the utmost discretion and professionalism.

Education

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• SHRM-CP or PHR certification preferred.

HR Systems

• Proficiency in traditional HR systems, including HRIS (Human Resources Information System/UKG), LMS (Learning Management System/HealthStream), ATS (Applicant Tracking System/iCIMS), and leave management software.
• Experience and/or familiarity with external leave management systems preferred.
• Experience with HR system(s) integrations preferred.

Character Traits

• Demonstrated self-starter who is eager to learn and grow within the HR profession.
• Adaptable, proactive, and able to thrive and support change management in a fast-paced environment.
• Team-oriented with a willingness to collaborate and provide support wherever needed.
• Strong work ethic and commitment to excellence in HR service delivery.
• Strong interpersonal skills and the ability to build relationships with employees and leaders at all levels.
• Excellent verbal and written communication skills.
• Detail-oriented with strong organizational skills to manage multiple priorities effectively.

American Addiction Centers is an equal opportunity employer. American Addiction Centers prohibits employment practices that discriminate against individuals or groups of employees on the basis of age, color disability, national origin, race, religion, sex, sexual orientation, pregnancy, veteran or military status, genetic information or any other category deemed protected by state and/or federal law.