Human Resources Manager

Salary: $62,353 / yr - $73,000 / yr Overview:

Elderwood at Grand Island is seeking a Human Resource Manager (HRM) to join our team. The ideal candidate is an experienced HR Professional with strong problem solving & communication skills who can quickly learn our HRIS and talent management systems.

The Human Resources Manager supports all business operations by managing the organization's HR administration, and execution. Overall, this position is responsible for executing and managing all recruiting, onboarding, offboarding, performance management, payroll and general HR activities for the site. T his position also has a Recruiting Coordinator on-site to help execute critical recruitment functions for the facility.

Core Competencies:
• Problem Solving
• Customer Service
• Decision Making
• Excellent Communication

Responsibilities:

Essential Job Functions

Recruitment
1. Responsible for the timely sourcing, interviewing, & onboarding of candidates through the Applicant
Tracking System.
2. Maintaining an accurate and timely submission of the weekly open positions report.
3. Participation in marketing the facility through recruitment events held at the facility as well various
organizations and schools, i.e. open interviews & job fairs.
4. Ensure internal posting process is properly managed within the facility, and for employees
involved in facility-to-facility transfers.
5. Promote company Employee Referral Program.
6. Accurately track employee referral program and timely payout of referral bonuses.

Onboarding & Training
7. Orient and complete new hire paperwork for all new staff members and ensure that employment
regulatory requirements are met; to include but not limited to, reviewing benefit program eligibility,
describing benefit plans, and confirmation of enrollment completion.
8. Schedule new hires for General Orientation and deliver HR training component.

Administrative
9. Obtain all required regulatory documentation for all licensed & certified persons hired at the facility
at time of hire, and annually thereafter, i.e., professional licenses and CPR and other Life Safety
certifications. If not certified arrange for training.
10. Coordinate new hire physicals and obtain required medical documentation for TST.
11. Ensure that all personnel actions are properly documented (location, address, rate of pay and status
change, disciplinary actions, and signature receipts).
12. Maintain staff member personnel records in accordance with regulatory agency
requirements and HR Policy & Procedure Manual.
13. Initiate probationary and annual performance evaluation process.
14. Administer 30 Day New Hire Surveys & Exit Interviews in accordance with company policy.
15. Complete wage verification forms for Social Service agencies, insurance, and mortgage companies,
etc.
16. Order name badges, business cards and computer access as needed.
17. Timely processing of employee termination and maintain staff roster in several databases.
18. Coordinate uniform benefit allowance and fitting and acquiring of uniforms under the allowance
program.

Payroll & Benefit Administration
19. Timely distribution of information on the company’s benefits package to all eligible employees,
monitor pending enrollments and provide follow up to verify completion.
20. Responsible for accurate and timely data entry of employee information and ongoing maintenance
in ADP HRIS.
21. Review all employee timecards in time & attendance system for accuracy and approvals.
22. Run various reports out of ADP reporting
23. Assist employees with benefit/payroll inquires.
24. Interpret personnel policies and procedures and communicate benefit program details to staff.
25. Upon termination of staff, distribute documentation relating to benefits such as Health
Insurance, 401K, Life Insurance, and Dental Insurance.
26. Helps coordinate all employee activities, as established by executive staff.
27. Compile and track paperwork for staff members on leave of absence; maintain compliance with
FMLA and other regulatory leaves; maintain communication with staff members on return-to work expectations.

Unemployment & Workers Compensation
28. Ensure timely response to claims for unemployment insurance. Verify that all termination data is
reported to payroll within one pay period of termination date.
29. Represent the company in UI and WC hearings when necessary.
30. Participate in facility Safety Committee.
31. Compile and submit information for unemployment, Worker's Compensation, and disability
claims; maintain OSHA 300 log.

Employee Relations
32. Ability to triage employee concerns and issues; knowing when to escalate to the
Administrator and/or EAS HR.
33. Ensure consistent application of policy & procedures to include corrective disciplinary actions.
34. Maintain disciplinary log.
35. Drive facility recognition and retention programs, i.e., Employee of the Month, birthdays,
anniversaries.
36. Managing Performance Management systems and supporting management in employee
development.
37. Cultivating and monitoring company culture via multiple avenues, to support the
attainment of the company's goals and promote employee satisfaction and retention.
38. Planning and executing company events and meetings (both remote and in person) that
encourage team bonding, culture diffusion and ongoing organizational learning and
development.

General
39. Apply knowledge and understanding of all policies and procedures. Act as a resource for staff
seeking guidance and explanation of policies and procedures.
40. Overseeing all HR initiatives, strategies, systems, and tactics.
41. Exhibits the highest level of customer service towards individuals, staff, and visitors.
42. Consistently demonstrates the ability to respond to changing situations in a flexible manner to
meet current needs, such as reprioritizing work as necessary.
43. Supporting team management by providing HR counsel, mediation, workshops, trainings, and best
practices on issues such as non-performing employees and improving and developing employee
skills.
44. Researching, developing, writing, updating, communicating, and enforcing all company policies
and procedural guidelines to meet organizational values.
45. Maintaining company LMS, ATS and HRIS for an efficient and employee friendly HR experience.
46. Arrives to work on time, regularly, and works as scheduled.
47. Recognizes and follows the dress code of the facility including wearing name tag at all times.
48. Follows policy and procedure regarding all electronic devices, computers, tablets, etc.
49. Supports and abides by Pediatric Specialty Care’s Mission, Vision, and Values.
50. Abides by Pediatric Specialty Care’s businesses code of conduct, compliance and HIPAA policies.
51. Performs other duties as assigned by supervisor, management staff or Administrator.

Qualifications:

Qualifications

Bachelor’s or Master's degree in Human Resources, Business or other related field.
PHR is preferred.
A minimum of five years of experience in a Human Resources management role.
Demonstrable knowledge in state & federal labor laws, FMLA, OHSA, & COBRA.
Must have prior recruitment and employee onboarding experience.
Prior payroll and benefits experience strongly preferred.
Must be proficient in Microsoft Office, highly organized, detail oriented, and quality focused.
Strong written and verbal communication skills required.
Effectively prioritize job responsibilities in a fast-paced environment.
Ability to successfully self-manage and work autonomously.

Skills/Competencies

Problem Solving

Customer Service

Decision Making

Excellent Communication

This position requires regular interaction with residents, coworkers, visitors, and/or supervisors. In order to ensure a safe work environment for residents, coworkers, visitors, and/or supervisors of the Company, and to permit unfettered communication between the employee and those residents, coworkers, visitors, and supervisors, this position requires that the employee be able to read, write, speak, and understand the English language at an intermediate or more advanced level.

EOE Statement: WE ARE AN EQUAL OPPORTUNITY EMPLOYER. Applicants and employees are considered for positions and are evaluated without regard to mental or physical disability, race, color, religion, gender, national origin, age, genetic information, military or veteran status, sexual orientation, marital status or any other protected Federal, State/Province or Local status unrelated to the performance of the work involved.