Hospital Sisters Health System


Human Resources Generalist


The HR Generalists at HSHS are key members in the human resources function who are responsible for the day-to-day management of HR operations. Working with HSHS colleagues and leaders, the Generalists manage the administration of human resources policies, procedures and programs to support the delivery of high-quality patient care.


Qualifications

Education
Bachelor’s degree in Human Resources, Business, or related field-Required
Master’s degree in Human Resources, Business, or related field-Preferred
Four years experience in a HR Generalist or similar role may be considered in lieu of degree.


Experience
Two years Human Resources generalist or related experience-Preferred


Certificates, Licenses & Registrations
PHR/SPHR or SHRM-CP/SHRM-SCP-Preferred


Overview
Throughout communities in Illinois and Wisconsin, 15 hospitals, numerous community-based health centers and clinics, our 13,000+ colleagues have built a culture based on our solid core values of respect, care, competence, and joy. These are the ideals we believe in, work by, and live each day. Built upon more than 145 years of service to the communities we serve, we now look to the future and our place in it as a health care system that strives to continually improve processes, procedures, and outcomes with the latest and most advanced technologies and treatments. Regardless of how far our passion for excellence carries us, our focus will always remain on the most important person in our entire organization: The patient. HSHS and affiliates is an Equal Opportunity Employer (EOE).


APPLY HEREhttps://careers.hshs.org/jobs/41691?lang=en-us

Posted: 9/10/21


Memorial Health System
Director, Human Resources

The Director is “imbedded” in the served affiliate(s) working as a strategic partner with affiliate operations management, leaders, frontline managers and staff. Establishes and maintains a presence in the served affiliate(s), attends and participates operations management and staff meetings.  The Director provides expertise, leadership and guidance on all aspects of Human Resources at the level of an internal consultant and as a liaison between the affiliate(s) and Human Resources CoE. 

The Director works in collaboration with Human Resources and leadership to identify, develop and implement programs designed to retain colleagues and enhance the work environment fostering an engaged, motivated, and productive work force. Embodies the Memorial Health System values of Safety, Integrity, Quality, and Stewardship that support our mission and vision.

Education:

  •   Bachelor’s degree in business administration, human resources or related field required, Master’s preferred.

Licensure/Certification/Registry:

  •  Professional human resources certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is preferred.
  •  Flawless Consulting Certification within 1 year of hire.

Experience:

  • Minimum of 3 years of management experience (including colleague relations) is required, preference to healthcare setting.
  • Relevant experience conducting formal investigations involving all levels of interaction and providing appropriate recommendations to leadership, including executives.

Other Knowledge/Skills/Abilities:

·         Communication: Ability to use written and spoken communication in formal and informal situations to convey meaning, build shared understanding, and productively move agendas forward.

·         Collaboration: Ability to work cooperatively and inclusively with other individuals and/or teams not formally lead; working together as opposed to working separately or competitively.

·         Human Resource Management: Ability to implement staff development and other management practices that represent contemporary best practices, comply with legal and regulatory requirements, and optimize the performance of the workforce, including performance assessments, alternative compensation and benefits methods, and the alignment of human resource practices and processes to meet the strategic goals of the organization.

·         Impact and Influence: Ability to persuade, convince, influence or impress others in order to get them to go along with or to support one’s opinion or position; able to understand others interests and motivations, in order to have a specific impact, effect, or impression on them and/or convince them to take a specific course of action.

·         Initiative: Ability to identify a problem, obstacle or opportunity and then take action in light of identification to address current or future problems or opportunities.

·         Relationship and Network Development: Ability to establish, build and sustain professional contacts for the purpose of building networks of people with similar goals that support similar interests.

·         Strategic Orientation: Ability to consider the business, demographic, ethno-cultural, and regulatory implications of decisions and develop strategies that continually improve the long-term success and viability of the organization.

·         Talent Development: Ability to build the breadth and depth of the organization’s human capability and professionalism, including supporting top performing people and taking a personal interest in coaching and mentoring high-potential leaders.

Principle Duties and Responsibilities

1.       Directs the development and implementation of strategic HR solutions at assigned affiliate(s) to engage and retain colleagues. Analyzes colleague relations data such as turnover, exit data, vacancy rates, complaints, disciplines, performance assessments, engagements, and compliance data. Compares this data to key performance indicators such as patient satisfaction. Develop plans to address findings and collaborate with HR CoE’s, workforce planning/development, and other key organizational partners to proactively resolve issues, plan for improvement and enhance colleague engagement.

2.       Acts as the voice of HR to consult, advise, and facilitate strategies relating to HR.  Ensures the consistent implementation of Memorial HR policies, processes, and programs by providing direction, motivation and guidance to affiliate(s) leadership.

3.       Establishes and maintains collaborative, credible, trusting partnerships with affiliate leaders. Upholds a positive colleague relations environment by responding to all colleague issues and guiding them to successful resolution. Informs and educates leaders on tools, standards, processes and procedures to assist them with managing in a proactive fashion.

4.       Directs the investigation and disciplinary processes for assigned affiliate(s). Investigates and resolves highly sensitive or escalated colleague relations issues. Conducts thorough and prompt investigations, interpreting and explaining company policies, coaching colleagues and leaders as necessary, and ensuring that corrective action is administered fairly and consistently. Represents Memorial at employment-related claims hearings with external agencies as necessary.

5.       Partners in the development of strategies and resolution of issues related to federal and state regulations, including but not limited to, EEO/fair employment practices, Americans with Disabilities Act (ADA), Family Medical Leave Act (ADA), Fair Labors Standards Act (FLSA), diversity and unemployment compensation. 

6.       Supports and provides information related to, for example, the EEOC and Illinois Department of Human Rights for discrimination complaints and compliance reporting; the Illinois Department of Employment Security for unemployment compensation claims; the NLRB for organized labor issues; State Civil Rights Compliance Agencies, and the Joint Commission.

7.       Ensures compliance with all federal and state laws, organizational policies and all accrediting and regulatory standards. Educates and counsels leadership and colleagues regarding compliance obligations. Facilitates understanding, interpretation and application of HR policies and practices throughout the organization. In collaboration with HR leadership, updates policies and procedures to ensure accuracy, conformity and consistency.

8.       Partners with HR and Experience to implement special events and/or projects such as Service Awards, Holiday Celebrations, Colleague of the Month/Year, and applicable colleague recognition initiatives at assigned affiliate(s).

9.       Provides effective leadership, direction and support to HR generalists and support staff, ensuring the development of a high performance and engagement culture. Recruits, hires, trains and manages staff; establishing clear objectives, coaching, counseling and advising direct reports. Defines development plans to ensure professional growth of team. Conducts annual performance appraisals and merit increase reviews for direct reports.

10.    Performs other related work as assigned.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.


To apply. please go to: https://jobs.choosememorial.org/


Posted: 9/7/21

HANSON PROFESSIONAL SERVICES

SENIOR TALENT ACQUISITION SPECIALIST

Click HERE to apply.

Hanson Professional Services is seeking a dedicated, experienced, and personable Senior Talent Acquisition Specialist to work closely with the HR department and management team with a heavy emphasis on filling positions for the company nationwide. This position can be in any city where we have an office with the potential to be remote for the right candidate. Click HERE for a list of office locations.

About Us

Hanson Professional Services Inc. is a dynamic, employee-owned consulting firm of more than 400 employees providing a full range of multi-disciplined engineering, scientific, and allied services throughout the USA.

Position Profile

This position is responsible for facilitating best-in-class sourcing, interview and selection, and onboarding processes. The Senior Talent Acquisition Specialist executes customized recruitment strategies that will support our growth and for developing, driving, and executing on the inclusive staffing programs across all offices as well as drive continuous improvement and increased efficiency.

Our Senior Talent Acquisition Specialist is a natural collaborator with cross-functional teams and ensures success by being a subject matter expert on methodologies for sourcing highly specialized roles within the Civil Engineering Disciplines. The Senior Talent Acquisition Specialist must maintain an exceptional record of recruiting accomplishments, is proactive, and thrives in complex matrixed environments.

Essential Job Functions/Responsibilities

  • Develops recruitment strategies to achieve required staffing levels, and identify qualified candidates through various recruiting tools
  • Participates in annual Workforce Planning process
  • Meets with managers regularly to develop and execute role-specific recruiting plans
  • Takes a proactive approach to sourcing and seeking out active and passive candidates
  • Develops and maintains professional relationships with college, university, and community college placement offices and professional associations as sources to generate qualified applicants
  • Directs the efforts of employment agencies and search firms, including negotiating and controlling employment-related fees
  • Schedules job/career fairs and other recruiting events with appropriate staff to generate qualified applicants
  • Oversees all aspects of the recruiting life cycle including all applicable laws, processes, and records requirements.
  • Researches, analyzes, prepares, and presents hiring and recruiting metrics
  • Negotiate wage rates and other terms and conditions of employment with candidates, and gain commitment from candidates for current and future job requirements
  • Ensures a positive candidate experience
  • Demonstrates knowledge of applicable employment laws
  • Other duties as assigned

Qualifications

Technical Skills:

  • Demonstrated proficiency in MS Office required
  • Have strong skills to be able to navigate standard HR organizational programs
  • Demonstrated proficiency with Applicant Tracking Systems (ATS) required
  • Experience with Workday preferred

Soft Skills:

  • Must be able to communicate complex technical concepts to engineers, clients, candidates and/or public stakeholders
  • Must be able to build effective relationships with internal and external stakeholders
  • Must be able to work independently and as a team member to problem solve and learn new technical skills
  • Proven stakeholder management skills required
  • Possess strong written and oral communication skills
  • Able to thrive in a fast-paced environment
  • Self-starter, self-motivated; capable of staying focused without close supervision
  • Must be detail oriented

Education/Experience:

  • Bachelor’s degree in HR or related field required
  • Minimum of five (5) years of recruiting experience in a service-oriented business industry, preferably in the AEC industry working directly with civil engineering disciplines
  • Ideal candidate will possess HR certification through SHRM and/or HRCI

Working at Hanson:

  • Must be able to collaborate remotely with colleagues in other offices
  • Must be willing to work overtime to meet project demands and deadlines when needed
  • Must be willing to travel 25% - 30% of the year

As employers/governmental contractors, we comply with government regulations, including affirmative action responsibilities where they apply.  To assist us in meeting our affirmative action goals, employees are encouraged to refer minorities, women, individuals with disabilities and veterans.

AN EQUAL OPPORTUNITY — AFFIRMATIVE ACTION EMPLOYER

EEO / MINORITY / FEMALE / INDIVIDUALS WITH DISABILITIES / VETERANS

Posted 9/7/21

Hospital Sisters Health System

Executive Talent Consultant


  • Springfield, Illinois
  • Human Resources
  • Hospital Sisters Health System
  • Day
  • Regular Full-Time
  • 41457

Job Description

Summary

Do you love building relationships, connecting with executives, finding top talent to support an organization's mission? Check out our Executive Talent Acquisition Consultant role. The Executive Talent Consultant is the expert in Executive leadership recruiting, creating innovative search strategies that will identify and attract the best executives for HSHS with a focus on continuing to raise the bar with every hire that is made. The Executive Talent Consultant establishes a framework to proactively map the external talent market, build out talent networks and utilizes industry sources to develop an on-going pool and database of executive candidates. This role also coordinates the HSHS fellowship program to build the Executive talent pipeline. This role will lead the HSHS Colleague Refer a Friend referral program and support other TA projects and initiatives as needed.


Qualifications
  • Minimum of two (2) years of sales, recruitment, or customer relations level experience or related required.
  • Experience recruiting executives or high-level positions is preferred.
  • Knowledge on working with mid to senior level executives is required.
  • Social media proficiency to connect and network with candidates is required.
  • Recruiter Academy Certified Recruiter (RACR) preferred.

Overview

Throughout communities in Illinois and Wisconsin, 15 hospitals, numerous community-based health centers and clinics, our 13,000+ colleagues have built a culture based on our solid core values of respect, care, competence, and joy. These are the ideals we believe in, work by, and live each day. Built upon more than 145 years of service to the communities we serve, we now look to the future and our place in it as a health care system that strives to continually improve processes, procedures, and outcomes with the latest and most advanced technologies and treatments. Regardless of how far our passion for excellence carries us, our focus will always remain on the most important person in our entire organization: The patient. HSHS and affiliates is an Equal Opportunity Employer (EOE).

Apply Here: https://careers.hshs.org/jobs/41457?lang=en-us 

Posted: 9/3/21

Hospital Sisters Health System

System Manager - Talent Acquisition


  • Springfield, Illinois
  • Leadership
  • Hospital Sisters Health System
  • Day
  • Regular Full-Time
  • 41413

Job Description

Summary

The System Manager-Talent Acquisition is responsible for developing and executing short-term and long-range strategies to attract and retain top talent at HSHS. HSHS leaders are tasked with leading a specific area or function and furthering the mission and core values of the organization. In the Franciscan tradition, HSHS leaders put the needs of others before their own and model HSHS core values, holding themselves and others accountable to these values.


Qualifications

Education

  • Bachelor's degree in Human Resources or a related field is required.
  • Master’s degree in Human Resources or a related field is preferred.

Experience

  • 5 years of healthcare recruitment or related experience is required. 
  • 2 (of the 5 total) - Progressively more responsible leadership experience or equivalent is required.
  • Proven experience working in a high-volume recruitment environment is strongly preferred.
  • Prior experience using an applicant tracking system is required.

 

Certificates, Licenses & Registrations

  • Professional in Human Resources (PHR) is preferred
  • Senior Professional in Human Resources (SPHR) is preferred. 
  • Society for Human Resource Management Certified Professional (SHRM-CP) is preferred.
  • Society for Human Resource Management Senior Certified Professional (SHRM-SCP) is preferred. 
  • Certified Healthcare Recruiter (CHCR) is preferred.
  • Recruiter Academy Certified Recruiter (RACR) – Healthcare or related recruitment certification required or obtained within one year of hire is required.

Overview
Throughout communities in Illinois and Wisconsin, 15 hospitals, numerous community-based health centers and clinics, our 13,000+ colleagues have built a culture based on our solid core values of respect, care, competence, and joy. These are the ideals we believe in, work by, and live each day. Built upon more than 145 years of service to the communities we serve, we now look to the future and our place in it as a health care system that strives to continually improve processes, procedures, and outcomes with the latest and most advanced technologies and treatments. Regardless of how far our passion for excellence carries us, our focus will always remain on the most important person in our entire organization: The patient. HSHS and affiliates is an Equal Opportunity Employer (EOE).

Apply Here: https://careers.hshs.org/jobs/41413?lang=en-us

Posted: 9/3/21

Hospital Sisters Health System
Talent Acquisition Consultant

  • Springfield, Illinois
  • Human Resources
  • Hospital Sisters Health System
  • Day
  • Regular Full-Time
  • 40830

Job Description

Summary

At HSHS we cannot provide high-quality care to patients without a team of great colleagues to deliver that care. Our Talent Acquisition Consultants work closely with talent acquisition leadership and hiring leaders to understand staffing needs and develop strategies to source and hire top talent to join our organization and further our mission.


Qualifications

Educational/Training Requirements

Bachelor’s degree in Human Resources, Business, or related field preferred. 

Five (5) years of recruitment experience may be considered in lieu of bachelor’s degree.


Experience

Two plus years’ successful experience recruiting top talent for “best-in-class” organizations or related experience preferred.

Healthcare industry experience preferred.


Certificates, Licenses & Registrations

Society for Human Resource Management Certified Professional (SHRM-CP) - Preferred.

Society for Human Resource Management Senior Certified Professional (SHRM-SCP) - Preferred.

Professional in Human Resources (PHR) - Preferred.

Senior Professional in Human Resources (SPHR) - Preferred.

Recruiter Academy Certified Recruiter – Healthcare or related recruitment certification within two years of employment – Required.


Overview

Throughout communities in Illinois and Wisconsin, 15 hospitals, numerous community-based health centers and clinics, our 13,000+ colleagues have built a culture based on our solid core values of respect, care, competence, and joy. These are the ideals we believe in, work by, and live each day. Built upon more than 145 years of service to the communities we serve, we now look to the future and our place in it as a health care system that strives to continually improve processes, procedures, and outcomes with the latest and most advanced technologies and treatments. Regardless of how far our passion for excellence carries us, our focus will always remain on the most important person in our entire organization: The patient. HSHS and affiliates is an Equal Opportunity Employer (EOE).

Apply here: https://careers.hshs.org/jobs/41694?lang=en-us

Posted: 8/26/21

SIU School of Medicine

Labor Relations Manager

August, 2021

CIVIL SERVICE POSITION DESCRIPTION

INCUMBENT: CIVIL SERVICE #:

CLASSIFICATION: Labor Relations Manager 

DEPARTMENT: Office of Human Resources

Function

Under direction of the Executive Director of Human Resources, this position serves as the Director of Labor Relations at SIU School of Medicine. This position will be responsible for administering all aspects of the labor relations program including but not limited to union contract negotiations, conducting grievance and disciplinary hearings incorporating best practices and maintaining compliance with applicable laws, policies, guidelines and statutes. This position will be responsible for developing and maintaining strong relationships with departmental staff in order for effectively and efficiently building a strong employee relations program.

Organizational Relationships

This position functions under the general supervision of the Executive Director for Human Resources who reports to the Dean of SIU School of Medicine.

Duties and Responsibilities

The following information is intended to be representative of the work performed by incumbent in this position and is not all-inclusive. The omission of a specific duty or responsibility will not preclude it from the position if the work is similar, related, or a logical extension of position responsibilities.  Under general direction and guidance of the Executive Director, responsible for leading and coordinating all aspects of union contract negations including team development, costing parameters, and language development with the primary goal of meeting the needs of members and the business operations while retaining amicable relations.  Responsible for collaborating with legal partners to ensure all labor agreements are written and executed in compliance with University policy and rules, civil service rules and regulations, and state statutes.  Serves as the designee of the Executive Director of Human Resources in the negotiation process with the union and administration whenever necessary to assure that management's position is being properly represented.  Acts as liaison with the Illinois Educational Labor Relations Board in the process of recognizing proposed bargaining units and conducting elections.  Conducts research and thorough investigations in order to support employment or legal action when necessary.  Serves as a confidential advisor and liaison for all employees of SIU School of Medicine for the purpose of ensuring the policies, procedures and conduct guidelines are followed.  Responsible for the management, supervision, and development of the labor relations staff in the Office of Human Resources.  Serves as an active member of the human resources’ senior management team supporting the goals, mission, vision, and values of the department and of the organization as a whole.  Serves as a collaborative leader and partner on committees and other advisory groups as requested.  Oversees the employee performance evaluation program of SIU School of Medicine including development of evaluation tools, training, tracking, and execution.  Responds to a wide variety of employee-relations inquiries, requiring an in-depth understanding of School of Medicine policies and procedures.  Analyzes and identifies areas for process improvement and ongoing professional development for the labor team.  Represents the School of Medicine and the Executive Director as appropriate with internal and external constituencies.


Minimum Qualifications

 High school graduation or equivalent; AND

 A combination of college coursework, an advanced degree, and/or professional personnel experience equating to ten (10) years. This includes a minimum of four (4) years specialized experience in the practice of labor relations/negotiations to include experience at a senior labor specialist level as a spokesperson and two (2) years as a principal negotiator

Preferred Qualifications

 Professional Human Resources Certification, such as PHR, SPHR, SHRM-SCP, SHRM-CP

 Master’s Degree in Human Resources or related field

 Experience managing and leading a team

 Experience and ability to develop and execute policies and procedures.

 Ability to develop, establish, and maintain effective working relationships with public, private, and governmental offices and agencies

Knowledge, Skills, and Abilities

To be successful in this position, the incumbent must meet all of the minimum qualifications identified by the SUCSS for this classification as well as the following skills and/or attributes identified as essential for this individual position:

1. Behavior Standards: Demonstrates, by actions, commitment to the mission and the behavioral standards of SIU School of Medicine. Provides excellent service to both internal and external customers through collaboration and partnership; compassion and respect; integrity and accountability; diversity and inclusion; as well as continuous learning and improvement.

2. Communication & Interpersonal skills: Excellent communication and interpersonal skills are critical to the success and reputation of this unit, as the ability to accurately communicate in a professional and respectful manner with applicants, employees and administrators will set the tone for how Human Resources is perceived and whether or not we are respected and sought out by our users.

3. Customer Service: Dedication to excellence in customer service with both internal and external customers, including both the ability to look for creative solutions that will meet the customer’s need and the ability to tactfully deliver unpleasant answers when there are no options.

4. Excellent computer skills and demonstrated ability to work with both mainframe and PC systems; aptitude in a variety of software applications (Web-based applicant tracking system, MS Word, Excel, Access, Publisher, e-mail, electronic calendaring, web-design applications, etc.)

5. Ability to present the proper image of Human Resources to the public, faculty and staff, including professional demeanor and appearance.

6. Multi-tasking: Skilled at juggling multiple priority activities to meet tight deadlines. Requires skill in time management, priority setting, and ability to adjust appropriately to distractions and changing priorities and still produce a quality work product/service.

7. Thoroughness: Ability to work effectively with large amount of highly confidential and time sensitive information and develop a comprehensive assessment, guidance, and final report.

8. Laws & Procedures: A thorough understanding of the state and federal laws governing employment; the State Universities Civil Service Statute and Rules and the Office of Human Resources procedures, as they apply to labor relations, benefits, and collective bargaining.

9. Confidentiality: Must maintain full confidentiality in all matters and possess the ability to exercise sensitivity to employee and management concerns and issues.

10. Problem-solving skills: Experience and proven ability to employ critical thinking skills, creativity and ingenuity for effective and timely problem-solving. Requires ability to accurately interpret or analyze information and apply logic in making sound decisions; ability to appropriately communicate interpretation to others.

11. Flexibility and ability to work effectively as a team member and/or project leader.

12. Sensitive to the needs of underrepresented minority populations.

Responsibility

The incumbent must be able to perform a variety of specialized duties under general supervision. Incumbent must be able to establish priorities and complete work in a timely and accurate manner. Incumbent must bable to handle confidential matters with complete discretion and must be able to exercise sound judgment in the performance of duties and problem solving.

Difficulty

The majority of the work in this position is governed by established policies and procedures. The incumbent must be able to understand and accurately apply these contracts, policies and procedures to a wide variety of situations. This work requires many steps/processes to complete the required duties. Tact and diplomacy are of utmost importance, as the results produced will affect the image of the Office of Human Resources.

Personal Contacts

This position requires daily contact with union representatives, employees, administrators, and outside agencies, by phone, by e-mail and in person. Contacts with all personnel in the School of Medicine will be to acquire and/or interpret and disseminate information regarding labor and employee relations. Contacts made have a direct impact on the image and reputation of the department and/or the School of Medicine.

Environmental, Health and Safety Responsibilities

Participates in meetings, trainings and other environmental, health and safety activities as required by SIU School of Medicine.

Physical & Environmental Demands

As referenced on the attached Physical & Environmental Requirements form.

Apply here: https://www.siumed.edu/careers

Posted: 8/23/21


Illinois Education Association
Human Resource Specialist
Springfield, IL

Salary range: $51,594 - $60,378; competitive benefits and 401K plan

For questions, please contact Lindsey Spindel at Lindsey.Spindel@ieanea.org

The Illinois Education Association-NEA is seeking qualified candidates to fill the above-named position on the IEA-NEA administrative staff.

EFFECTIVE DATE:  To Be Determined

HOW TO APPLY:  Candidates should submit resume and application materials by using the following link: External Apply Here.  

INTERVIEWS:  Candidates who appear to meet the qualifications will be invited to interview.

STAFF AUTHORITY AND RELATIONSHIPSDirectly responsible to the Director of Human Resources & Labor Relations, and Executive Director. 

POSITION DESCRIPTION:  Serves as specialist for human resources administrative functions; makes recommendations for procedures and management of the Human Resources Department.

RESPONSIBILITIES:

  • Handles and/or assists in handling confidential matters; screens telephone calls and visitors; handles correspondence, filing, messages, calendar, and other secretarial duties; maintains confidential personnel files.
  • Performs all clerical functions of the office as directed.
  • Processes new employees; onboarding, orientation, employment forms, I-9 record keeping
  • Processes employee separations; final benefits, final pay.
  • Administrator for staff evaluation process; monitors evaluation dates; sets up evaluation documents; assists designated AA with process; responsible for follow up on final report.
  • Monitors compliance of HR department document retention.
  • Assists with administering staff retirement plans, loan processing, notifications, beneficiaries; maintains 401(k) maintenance files; sends annual reports to 401(k) participants.
  • Assists in the administration and maintenance of the HR information systems.
  • Administrator for all leave programs, sick leave banks; monitors leave accruals; responsible for year-end reports.
  • Monitors and resolves unemployment insurance claims; processes IDES occupational employment reports.
  • Provides HR information for fiscal year and annual audits.
  • Completes verification of employments.
  • Maintains seniority lists.
  • Verifies changes made to payroll.
  • Processes and tracks UniServ Readiness Pool applicants; calculates professional staff salary placement per the IEA/IEASO Agreement.
  • Tracks and monitors Outside Service Credit applications and purchases for all new Professional staff hires.
  • Administers poster compliance for all IEA offices.
  • Shares oversight of student worker.
  • Provides information and/or materials as requested pursuant to departmental procedures and established policy; refers questions to appropriate personnel.
  • Maintains a proficiency in using office machines, computer equipment, programs and software provided by IEA-NEA.
  • Acquires an understanding of the structure, operation and function of the IEA-NEA.
  • Utilizes appropriate office procedures as per the IEA-NEA Policy Manual.
  • Demonstrates a high degree of interpersonal skills.  Interacts appropriately with staff, members, and the general public.
  • Performs other appropriate duties as directed by management staff.

QUALIFICATIONS:

  • Human Resources/business-related Bachelors degree preferred.
  • Five (5) yearsexperience in HR preferred with preference given to those with PHR and/or SHRM-CP certification.
  • Demonstrated proficiency with HR applications to include experience with human resources information systems (HRIS) software.
  • Knowledge of HR-related laws, precedents, government regulations, and executive orders.
  • Knowledge of basic economic and accounting principles and practices.
  • Excellent planning, follow-up, and organizational skills.
  • Ability to quickly learn relevant systems, processes, and procedures and be able to quickly assimilate information and formulate solutions.
  • Demonstrated proficiency with Microsoft Office Suite, office machines, computer equipment and software provided by IEA-NEA.
  • A high degree of communication and interpersonal skills and the capacity to interact effectively on an interpersonal basis with members, IEA-NEA leadership and staff.
  • Valid driver’s license required.

FRINGE BENEFITS: In accordance with the IEA-NEA/IEASO Associate Staff Contract.

AN EQUAL OPPORTUNITY EMPLOYER


Posted: 8/12/21


Memorial Health System

Human Resources Generalist

POSITION TYPE
Full-Time

SHIFT
Day

JOB LOCATION
Springfield, Illinois

DESCRIPTION

Works directly with leaders and employees of assigned business units to provide consultation on all employee relations issues. Provides strong partnership on performance management, disciplinary processes, legal issues, investigations, and conflict management. Assess and resolve routine and non-routine employee relations matters ensuring consistency across health system and in alignment with Memorial practices. Ensures a fair and consistent approach to Memorial’s policies and procedures, thus promoting a positive culture within Memorial, while minimizing risks. Serves as a single point of contact for employee relation issues to ensure clear communication and efficiency in resolving matters. Serves as a business partner providing expertise and guidance on employee relations, employment law, staffing, policy Interpretation, coordination of HR centers of excellence (COE) services (Recruitment, Benefits, Compensation, Operations, Employee Relations) as well as workforce development and retention.

Initiates, conducts and concludes investigations and provides guidance regarding issues such as: working conditions, disciplinary actions, harassment, and employee complaints in collaboration with leadership/employee as needed. Provides guidance and recommendations for problem resolution, analysis of data obtained, and timely report preparation. Participates in the development, analysis, modification, and implementation of HR policies and procedures. Serves as a key stakeholder in developing and reassessing HR goals, objectives, and systems.

REQUIRED SKILLS 

    • Works in partnership with assigned business units to provide advice and counsel to leaders and employees in the areas of conflict resolution, policies/procedures, grievance resolution, disciplinary action and the like to minimize disruptions. Reviews and documents all involuntary employee terminations while maintaining legal compliance.
    • Works in partnership with assigned business units and HR COEs to communicate and implement HR programs that support goals, foster employee engagement, and drive results. Collaborates with business units to identify areas for standardization of HR systems and practices; and participates in development of solutions and implementing programs and changes where identified opportunities exist.
    • Creates a work environment that fosters positive employee and labor relations, including but not limited to, productivity, labor cost, turnover, vacancy rates, patient satisfaction, employee engagement, etc., to identify trends and proactively assesses unit work environment.
    • Advocates the use of HR and management best practices to mitigate the escalation of issues.
    • Participates in special projects related to employee relations, performance management and supports business/change management initiatives.
    • Assists in analyzing HR metrics and data to drive business decision, program design, and results.
    • Counsels leaders through performance management situations, progressive discipline, involuntary separations, including reductions in force and other workforce changes. Supports leaders in developing and communicating plans to address issues.
    • Ensures compliance with all federal regulations governing HR policies and procedures. Performs HR audit functions as requested or needed. Assists employees with routine human resource/personnel-related questions. Maintains confidentiality as appropriate in all human resource activities.
    • Responds to outside agencies on EEO matters, Unemployment Compensation claims and others as necessary. Included in this responsibility is case preparation, witness preparation and acting as spokesperson where appropriate.
    • Investigates and resolves all employee complaints, disputes, claims of discrimination, harassment and disruptive behavior.
    • In conjunction with Employee Health, investigates and resolves ADA/FMLA and ergonomic issues.
    • Contribute effectively to the development, deployment and sustainability of HR best practices to increase attraction and retention of employees.
    • Performs other related work as required or requested.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.

REQUIRED EXPERIENCE

Education:

  • Bachelor’s degree in Human Resources, business, or related field is required.

Licensure/Certification/Registry:

  • Professional HR certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is desirable.

Experience:

  • Minimum of 3 years of related HR generalist experience is required. Previous employee relations experience is highly desirable.

Other Knowledge/Skills/Abilities:

  • Possesses sound business acumen and basic knowledge of all Human Resource functions.
  • Thorough knowledge of federal, state, and local employment laws and regulations.
  • Interpersonal skills, with the ability to collaborate and communicate with others at all levels while displaying the utmost tact, diplomacy, sensitivity and confidentiality.
  • Analytical and problem-solving skills with strong attention to detail to gather facts in a thorough and unbiased manner.
  • Positive, proactive, service-oriented approach with the ability to thrive in a fast-paced environment.
  • Possesses fair, neutral and balanced judgement with the ability to gather facts, synthesize information and form accurate conclusions to make sound recommendations.
  • Skilled at conflict resolution with effective planning skills and the ability to multi-task to meet competing demands.
  • Competent in using Microsoft Office software such as Excel, PowerPoint, and Word.

Posted: 8/12/21



CIC-SHRM is a 501(c)6 non-profit organization. PO Box 2938 Springfield, IL 62701

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