Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advanced technology. Capital Health is a dynamic health care resource accredited by the DNV that includes two hospitals, an outpatient center, satellite ED, and an expansive network of primary and specialty care. Capital Health Medical Group is made up of more than 600 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed pay range or pay rate reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Pay Range:

Scheduled Weekly Hours:

Position Overview

SUMMARY (Basic Purpose of the Job)

MINIMUM REQUIREMENTS

Education:Bachelor's degree in Human Resources or business-related field or 15 years of experience in Human Resources in lieu of degree.

Experience:Five years of experience in HR-related field required, including a background in one or more of the following Human Resources areas: recruitment and selection, employment law, employee relations, coaching, training and development, or compensation.

Other Credentials:

Knowledge and Skills:Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers compensation, union relations, and federal and state employment laws. Proficiency using Microsoft Word, Excel and Power Point.

Special Training:

Mental, Behavioral and Emotional Abilities:Excellent communication and interpersonal skills.

Usual Work Day:8 Hours  

Reporting Relationships

Does this position formally supervise employees? No

If set to YES, then this position has the authority (delegated) to hire, terminate, discipline, promote or effectively recommend such to manager.

ESSENTIAL FUNCTIONS

• Partners and consults to management on people related issues.
• Acts as a catalyst in delivering Human Resources solutions that support business objectives. Ensures Human Resources programs and processes are aligned with desired culture, operating model, and organizational Human Resources strategies. Serves on committees or cross-functional teams to facilitate process innovation and communication.
• Participates as an active and involved partner in the development and execution of leadership-specific and organizational business plans and strategies.
• Conducts regular meetings with assigned area leadership to understand operating goals, evaluate operating plans for potential Human Resources-related applications, and create strategies to respond to implications.
• Attends department meetings with enough regularity to understand daily operations, issues, people and needs.
• Seeks to develop integrated solutions by acting as a liaison between operations and HR centralized resources and assesses and anticipates HR-related needs while communicating needs and changes proactively.
• Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.
• Provides direction and guidance in the integration of the Human Resource operations and services to advance and align strategy and structure with talent to achieve organizational goals.
• Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
• Consults with directors/managers with development of job descriptions and performance expectations consistent with organizational structure. Identifies compensation issues and discusses potential solutions with compensation team.
• Provides input and guidance on recruitment initiatives, department structures, workforce planning, succession planning, and development/training with talent acquisition and organizational development team.
• Collaborates with Learning and Organizational Development specialists in developing, implementing, presenting, and evaluating training programs to address client needs. Reviews employee relations and performance management trends and submits recommended training initiatives. Assesses climate to determine any opportunities for team building, conflict resolution, succession planning, culture and change management.
• Advises, counsels and proactively works to resolve job related concerns; performs internal complaint investigations; reviews and approves disciplinary actions to assure conformance to policy and consistency of practice. Responsible for managing the grievance process. Escalates appropriate employee relations issues to the example and labor relations team.
• Collaborates with Learning and Organizational Development specialists and identifies training needs for assigned area including individual executive coaching needs; participates in evaluation and monitoring success of training programs and follows-up to ensure training objectives are met.
• Supports human resources departmental objectives by collaborating with other staff, particularly specialists in functional areas of the Department.
• Serves as point of service contact for assigned area and employees on interpreting human resource policies, procedures, and practices.
• Consults with, coaches, and trains leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization.
• Ensures compliance with HR policies, procedures, protocols and ensures consistent practice. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Performs recruitment or other related duties at the assigned.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

Frequent physical demands include:

Occasional physical demands include: Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities , Keyboard use/repetitive motion

Continuous physical demands include: Sitting , Standing , Walking

Lifting Floor to Waist 10 lbs. Lifting Waist Level and Above 10 lbs.

Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Accurate Color Discrimination, Accurate Depth Perception, Accurate Hearing

Anticipated Occupational Exposure Risks Include the following: Uneven Surfaces or Elevations , Dust/Particulate Matter

This position is eligible for the following benefits:

• Medical Plan

• Prescription drug coverage & In-House Employee Pharmacy

• Dental Plan

• Vision Plan

• Flexible Spending Account (FSA)

- Healthcare FSA

- Dependent Care FSA

• Retirement Savings and Investment Plan

• Basic Group Term Life and Accidental Death & Dismemberment (AD&D) Insurance

• Supplemental Group Term Life & Accidental Death & Dismemberment Insurance

• Disability Benefits – Long Term Disability (LTD)

• Disability Benefits – Short Term Disability (STD)

• Employee Assistance Program

• Commuter Transit

• Commuter Parking

• Supplemental Life Insurance

- Voluntary Life Spouse

- Voluntary Life Employee

- Voluntary Life Child

• Voluntary Legal Services

• Voluntary Accident, Critical Illness and Hospital Indemnity Insurance

• Voluntary Identity Theft Insurance

• Voluntary Pet Insurance

• Paid Time-Off Program

The pay range listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level. 

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.