Job Description
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: $92,289.60 - $120,577.60 Scheduled Weekly Hours: 40 Position Overview SUMMARY Provides consultation and support to designated departmental leaders to implement people strategies that positively impact business goals under the direction of the AVP, Human Resources. Uses knowledge of various Human Resources (HR) functions including employee relations, staffing, workforce planning, talent management, employee retention/recognition, on-boarding, off-boarding, compensation, benefits, performance management, employment law, HR policy compliance, training and development, workplace investigations, effective communication and coaching to provide tactical and strategic HR support and drive employee engagement. Acts as liaison to other HR functions. MINIMUM REQUIREMENTS Education: Bachelor's degree in human resources or business-related field. 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 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 recru