POSITION DESCRIPTION | TITLE: | Human Resources III | CLASSIFICATION: | TBD | | REPORTS TO: | Sr. HR. Manager of Human Resources | PROGRAM OR DEPT: | Administration |
JOB SUMMARY: |
As a Horizon Services Inc. employee you will enjoy generous benefits and have a unique opportunity to shape an engaging employee experience and offer a rewarding work environment to our dedicated team.
The Human Resources III is an integral part of the Human Resources Department at Horizon Services Inc (HSI). This role will collaborate with staff members throughout the organization to co-create a positive employee experience. The goal of this role is to develop the systems and processes needed to co-create a thriving environment for staff from the time they begin their employment and through their engagement. We are committed to providing excellent customer service throughout the process. We are collaborators functioning in a fast-paced environment. Duties include creating a talent pipeline designing and developing an engaging onboarding experience and providing excellent customer service throughout.
The Human Resources Generalist is also tasked with ensuring that through the HR systems we promote client-centered-care promote greater quality and equity in the delivery of services to the clients.
The Human Resources Generalist works closely with the Personnel & Program Administrator the Compliance & Outcomes Administrator the Human Resources Director the Director of Clinical Services and the Finance Director to coordinate the development if systems across the organization.
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| PRIMARY ACCOUNTABILITIES & RESPONSIBILITIES: |
Accountabilities: (3-5)- Customer Service: Provides professional and prompt support to staff and embraces diversity in all aspects.
- Talent Acquisition: Co-Creates a talent pipeline for current and future key positions in the organization.
- Talent Engagement: Develops and monitors on-boarding tools and processes
- Compliance: Ensures hiring managers and companys talent processes are applied consistently and in compliance with local state and federal regulations.
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Responsibilities:
Customer Service- Responds to inquiries from staff related to policies protocol procedures benefits and programs in a timely manner.
- Uses varied methods of communication to reach a diverse population to engage employees.
Talent Onboarding/Acquisition - Partners with Administrators Finance Team and HR Team to identify and plan for current and future people needs talent gaps and staffing budget to develop and execute workforce planning processes.
- In collaboration with all staff builds applicant pipelines by researching and contacting community services colleges employment agencies recruiters media and internet sites; providing organization information opportunities and benefits; making presentations; and maintaining community relationships.
- Designs a report for monitoring pipeline and reports monthly to the executive team.
- Collaborates with Learning and Staff Development Specialist to train managers on writing job descriptions conducting behavioral and performance-based interviews maintaining communication thru Applicant Tracking System (ATS).
- Tracks all employee data in the Paycom system from payroll changes to training.
- Ensures accurate and timely processing of employee updates including new hires terminations and changes to pay rates.
- Collaborates with HR Team Administrators and Executive Team Members to co-create onboarding for new employees and oversees the effective delivery and provides it on an ongoing basis.
- Reviews and updates recruiting tools and collateral materials: job application benefits summary interview questionnaires offer templates etc.
- Oversees the on-boarding processes for new hires to ensure a smooth integration into the business.
- Collaborates with all managers to ensure staff have been onboarded per our protocols and reports on this periodically.
- Review improve and update on an ongoing basis the on-boarding process to enhance the candidate to employee experience.
- Administers Paycom the HRIS to ensure integrity of data and enters all employee information changes.
- Collaborates with Learning and Staff Development Specialist to support training managers on leadership communication performance management staff development skills including the application of local state and federal laws and regulations and tracks information in Paycom.
- Assists developing learning materials for training sessions: PowerPoint presentations exercises action plans
- Manages and updates the applicant tracking tools and resources.
- Conducts phone screenings
Benefits - Collaborates with Administrators and Learning and Staff Development Specialist to conducts orientations/training to support the rollout of new programs: performance management compensation benefits etc.
- In collaboration with benefits broker and finance team designs benefits package then ensures open enrollment process takes places and any changes are processed accordingly.
- Administers benefits program such as group health dental and vision life insurance 401k UI COBRA etc. and responds to all provides and vendors requests for information.
- Assist employees with health dental life and other related benefit claims.
- Coordinate workers compensation claims with third-party administrator. Follow up on claims.
Compliance- Collaborate with all managers to monitor the performance of new hires into HSIs culture and teams which involves ensuring that all managers conduct 1:1 check-ins with new hires during the first three (3) months of employment.
- Oversees and ensures compliance with the Performance Evaluation process and coaches managers as needed.
- Implements talent processes in accordance with policies practices EEO HIPPA and other legal requirements.
- Collaborates with Operations Manager on all safety related activities.
- Maintains an in-depth industry knowledge of HR related disciplines related to day-to-day management of employees in alignment with business objectives.
|
Collaboration-Builds partnerships and works collaboratively with others to meet shared objectives. Functioning effectively as a member of a professional team. Represents own interests while being fair to others and their areas. Partners with others to get work done. Credits others for their contributions and accomplishments. Gains trust and support of others. Understands and values the roles and responsibilities of other team members.
Ensures Accountability-Holds self and others accountable to meet commitments. Follows through on commitments and makes sure others do the same. Acts with a clear sense of ownership. Takes personal responsibility for and learns from decisions actions and failures.
Interpersonal Communication-Establishes rapport quickly and delivers multi-mode communications that convey a clear understanding of the needs of different audiences: co-workers managers clients clients families care providers etc. Adjusts to fit the audience and the message. Accepts responsibility for miscommunications or misunderstandings. Avoids escalated arguments at work and seeks a positive resolution. Listens actively and effectively: seeks first to understand. Conveys information in a jargon-free non-judgmental manner
Optimizes work processes-Knows the most effective and efficient processes to get things done with a focus on continuous improvement and delivery of services. Identifies and creates the processes necessary to get work done with highest quality
Problem-Solving-Uses a logical approach to address problems or manage the situation at hand by drawing on ones knowledge and experience base and calling on other references and resources as necessary.
Develop Talent - Develops people to meet both their career goals and the organizations goals. Places a high priority on developing others. Develops others through coaching feedback exposure and stretch assignments. Aligns employee career development goals with organizational objectives. Encourages people to accept developmental opportunities.
Plans and Aligns - Plans and prioritizes work to meet commitments aligned with organizational goals. Sets objectives to align with broader program/organizational goals. Breaks down objectives into appropriate initiatives and actions. Stages activities with relevant milestones and schedules. Anticipates and adjusts effective contingency plans. Considers impact of plans on others and communicates & trains proactively.
Values Differences and Cultural Awareness - Recognizes the value that different perspectives and cultures bring to an organization. Seeks to understand and adapt to different perspectives and cultures. Contributes to a work climate where differences are valued and supported. Applies others diverse experiences styles backgrounds and perspectives to get results. Is sensitive to cultural norms expectations language preferences and ways of communicating. Is aware of own cultural biases and proactively seeks consultation from supervisor on how to handle them. | - Collaborative and proactive problem solver.
- Able to provide thoughtful customer service.
- Understands cultural humility and enjoys working in a diverse environment.
- Outstanding ability to follow-through with tasks.
- Highly organized with excellent time management skills.
- Strong attention to detail.
- Excellent writing grammar and spelling skills.
- Strong ability to perform scheduling documentation and coordination tasks.
- Skilled in use of MS Office Suite and able to quickly learn new software.
- Interest in training in the Substance Use Disorder field.
Desired Skills and Knowledge:- Knowledge of healthcare behavioral healthcare and substance use disorder treatment systems. Payroll Knowledge 401k Full Cycle Hiring Terminations
|
| QUALIFICATIONS: (education and work experience) |
- Bachelors in business or related field preferred. Combination of education and recruitment/HR experience will be considered.
- Minimum 4 years of human resources experience in the non-profit sector preferred
- Excellent interpersonal and communication skills. Able to build rapport over the phone.
- Solid knowledge of MS Outlook Word Excel ATS and HRIS
- Able to build a network of resources.
|
| PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee successfully performing the essential functions of this job (i.e. travel driving lifting etc.). Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Note: Please use percent time spent in these requirements. Totals do not have to add to 100%. |
| Standing and Walking: | 15% required | | Close Vision and Sitting: | 50% |
Talking and Hearing:
(via phone/in person) | 60% required | | Lifting (more than 20 lbs):
| 5% |
| Travel | 10% | | Other: | |
| NUMBER OF DIRECT REPORTS: |
| Salaried (number): 0 |
| Hourly (number): 0 |
Required Experience:
Senior IC
POSITION DESCRIPTIONTITLE:Human Resources IIICLASSIFICATION:TBDREPORTS TO: Sr. HR. Manager of Human ResourcesPROGRAM OR DEPT:Administration JOB SUMMARY:As a Horizon Services Inc. employee you will enjoy generous benefits and have a unique opportunity to shape an engaging employee experience and offe...
POSITION DESCRIPTION | TITLE: | Human Resources III | CLASSIFICATION: | TBD | | REPORTS TO: | Sr. HR. Manager of Human Resources | PROGRAM OR DEPT: | Administration |
JOB SUMMARY: |
As a Horizon Services Inc. employee you will enjoy generous benefits and have a unique opportunity to shape an engaging employee experience and offer a rewarding work environment to our dedicated team.
The Human Resources III is an integral part of the Human Resources Department at Horizon Services Inc (HSI). This role will collaborate with staff members throughout the organization to co-create a positive employee experience. The goal of this role is to develop the systems and processes needed to co-create a thriving environment for staff from the time they begin their employment and through their engagement. We are committed to providing excellent customer service throughout the process. We are collaborators functioning in a fast-paced environment. Duties include creating a talent pipeline designing and developing an engaging onboarding experience and providing excellent customer service throughout.
The Human Resources Generalist is also tasked with ensuring that through the HR systems we promote client-centered-care promote greater quality and equity in the delivery of services to the clients.
The Human Resources Generalist works closely with the Personnel & Program Administrator the Compliance & Outcomes Administrator the Human Resources Director the Director of Clinical Services and the Finance Director to coordinate the development if systems across the organization.
|
|
| PRIMARY ACCOUNTABILITIES & RESPONSIBILITIES: |
Accountabilities: (3-5)- Customer Service: Provides professional and prompt support to staff and embraces diversity in all aspects.
- Talent Acquisition: Co-Creates a talent pipeline for current and future key positions in the organization.
- Talent Engagement: Develops and monitors on-boarding tools and processes
- Compliance: Ensures hiring managers and companys talent processes are applied consistently and in compliance with local state and federal regulations.
|
Responsibilities:
Customer Service- Responds to inquiries from staff related to policies protocol procedures benefits and programs in a timely manner.
- Uses varied methods of communication to reach a diverse population to engage employees.
Talent Onboarding/Acquisition - Partners with Administrators Finance Team and HR Team to identify and plan for current and future people needs talent gaps and staffing budget to develop and execute workforce planning processes.
- In collaboration with all staff builds applicant pipelines by researching and contacting community services colleges employment agencies recruiters media and internet sites; providing organization information opportunities and benefits; making presentations; and maintaining community relationships.
- Designs a report for monitoring pipeline and reports monthly to the executive team.
- Collaborates with Learning and Staff Development Specialist to train managers on writing job descriptions conducting behavioral and performance-based interviews maintaining communication thru Applicant Tracking System (ATS).
- Tracks all employee data in the Paycom system from payroll changes to training.
- Ensures accurate and timely processing of employee updates including new hires terminations and changes to pay rates.
- Collaborates with HR Team Administrators and Executive Team Members to co-create onboarding for new employees and oversees the effective delivery and provides it on an ongoing basis.
- Reviews and updates recruiting tools and collateral materials: job application benefits summary interview questionnaires offer templates etc.
- Oversees the on-boarding processes for new hires to ensure a smooth integration into the business.
- Collaborates with all managers to ensure staff have been onboarded per our protocols and reports on this periodically.
- Review improve and update on an ongoing basis the on-boarding process to enhance the candidate to employee experience.
- Administers Paycom the HRIS to ensure integrity of data and enters all employee information changes.
- Collaborates with Learning and Staff Development Specialist to support training managers on leadership communication performance management staff development skills including the application of local state and federal laws and regulations and tracks information in Paycom.
- Assists developing learning materials for training sessions: PowerPoint presentations exercises action plans
- Manages and updates the applicant tracking tools and resources.
- Conducts phone screenings
Benefits - Collaborates with Administrators and Learning and Staff Development Specialist to conducts orientations/training to support the rollout of new programs: performance management compensation benefits etc.
- In collaboration with benefits broker and finance team designs benefits package then ensures open enrollment process takes places and any changes are processed accordingly.
- Administers benefits program such as group health dental and vision life insurance 401k UI COBRA etc. and responds to all provides and vendors requests for information.
- Assist employees with health dental life and other related benefit claims.
- Coordinate workers compensation claims with third-party administrator. Follow up on claims.
Compliance- Collaborate with all managers to monitor the performance of new hires into HSIs culture and teams which involves ensuring that all managers conduct 1:1 check-ins with new hires during the first three (3) months of employment.
- Oversees and ensures compliance with the Performance Evaluation process and coaches managers as needed.
- Implements talent processes in accordance with policies practices EEO HIPPA and other legal requirements.
- Collaborates with Operations Manager on all safety related activities.
- Maintains an in-depth industry knowledge of HR related disciplines related to day-to-day management of employees in alignment with business objectives.
|
Collaboration-Builds partnerships and works collaboratively with others to meet shared objectives. Functioning effectively as a member of a professional team. Represents own interests while being fair to others and their areas. Partners with others to get work done. Credits others for their contributions and accomplishments. Gains trust and support of others. Understands and values the roles and responsibilities of other team members.
Ensures Accountability-Holds self and others accountable to meet commitments. Follows through on commitments and makes sure others do the same. Acts with a clear sense of ownership. Takes personal responsibility for and learns from decisions actions and failures.
Interpersonal Communication-Establishes rapport quickly and delivers multi-mode communications that convey a clear understanding of the needs of different audiences: co-workers managers clients clients families care providers etc. Adjusts to fit the audience and the message. Accepts responsibility for miscommunications or misunderstandings. Avoids escalated arguments at work and seeks a positive resolution. Listens actively and effectively: seeks first to understand. Conveys information in a jargon-free non-judgmental manner
Optimizes work processes-Knows the most effective and efficient processes to get things done with a focus on continuous improvement and delivery of services. Identifies and creates the processes necessary to get work done with highest quality
Problem-Solving-Uses a logical approach to address problems or manage the situation at hand by drawing on ones knowledge and experience base and calling on other references and resources as necessary.
Develop Talent - Develops people to meet both their career goals and the organizations goals. Places a high priority on developing others. Develops others through coaching feedback exposure and stretch assignments. Aligns employee career development goals with organizational objectives. Encourages people to accept developmental opportunities.
Plans and Aligns - Plans and prioritizes work to meet commitments aligned with organizational goals. Sets objectives to align with broader program/organizational goals. Breaks down objectives into appropriate initiatives and actions. Stages activities with relevant milestones and schedules. Anticipates and adjusts effective contingency plans. Considers impact of plans on others and communicates & trains proactively.
Values Differences and Cultural Awareness - Recognizes the value that different perspectives and cultures bring to an organization. Seeks to understand and adapt to different perspectives and cultures. Contributes to a work climate where differences are valued and supported. Applies others diverse experiences styles backgrounds and perspectives to get results. Is sensitive to cultural norms expectations language preferences and ways of communicating. Is aware of own cultural biases and proactively seeks consultation from supervisor on how to handle them. | - Collaborative and proactive problem solver.
- Able to provide thoughtful customer service.
- Understands cultural humility and enjoys working in a diverse environment.
- Outstanding ability to follow-through with tasks.
- Highly organized with excellent time management skills.
- Strong attention to detail.
- Excellent writing grammar and spelling skills.
- Strong ability to perform scheduling documentation and coordination tasks.
- Skilled in use of MS Office Suite and able to quickly learn new software.
- Interest in training in the Substance Use Disorder field.
Desired Skills and Knowledge:- Knowledge of healthcare behavioral healthcare and substance use disorder treatment systems. Payroll Knowledge 401k Full Cycle Hiring Terminations
|
| QUALIFICATIONS: (education and work experience) |
- Bachelors in business or related field preferred. Combination of education and recruitment/HR experience will be considered.
- Minimum 4 years of human resources experience in the non-profit sector preferred
- Excellent interpersonal and communication skills. Able to build rapport over the phone.
- Solid knowledge of MS Outlook Word Excel ATS and HRIS
- Able to build a network of resources.
|
| PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee successfully performing the essential functions of this job (i.e. travel driving lifting etc.). Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Note: Please use percent time spent in these requirements. Totals do not have to add to 100%. |
| Standing and Walking: | 15% required | | Close Vision and Sitting: | 50% |
Talking and Hearing:
(via phone/in person) | 60% required | | Lifting (more than 20 lbs):
| 5% |
| Travel | 10% | | Other: | |
| NUMBER OF DIRECT REPORTS: |
| Salaried (number): 0 |
| Hourly (number): 0 |
Required Experience:
Senior IC
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Job Location:
Monthly Salary:
Not Disclosed
Posted on:
01-11-2025
Vacancies:
1 Vacancy
