CARF Job Description

Transcription

1 Jb title: CARF Jb Descriptin HR Generalist Department/sub-department: Crprate Resurces/Human Resurces-Educatin & Training (HRET) Reprts t: FLSA status: Human Resurces and Training Manager OR Manager f Surveyr Selectin and Develpment Exempt Prepared by and date: HR Generalist/March 2014 Revised by and date: Human Resurces and Training Manager/Octber 2017 Apprved by and date: Chief Resurce Officer/Octber 2017 Psitin summary The HR Generalist psitin supprts CARF s missin, visin, values, gals and bjectives by prviding human resurces (HR) management expertise in the implementatin/administratin f prgrams related t the talent management lifecycle that cntribute t rganizatinal effectiveness and are in cmpliance with cmpany plicies, and prcedures, applicable laws, and cntractual bligatins. The talent management lifecycle is CARF s systems apprach t ptimizing human capital that enables the rganizatin t drive shrt-and lng-term results by building culture, cmmitment, capability, and capacity thrugh integrated talent: Acquisitin (e.g., wrkfrce planning, recruiting, selectin, rientatin/n-barding) Develpment (e.g., perfrmance cnsulting and management, cntinuing educatin) Engagement (e.g., recgnitin, retentin, cmpensatin and benefits, risk management) Essential duties and respnsibilities The fllwing duties and respnsibilities represent the essential functins f this jb that an individual must be able t perfrm with r withut a reasnable accmmdatin: Wrkfrce planning and emplyment Implementing surcing, recruiting, selectin, rientatin, retentin, and exit prgrams designed t ensure the wrkfrce s ability t achieve rganizatinal gals and bjectives. In cllabratin with key stakehlders/subject matter experts, respnsibilities include, but are nt limited t: Participating in the develpment, implementatin, and evaluatin f EEO/AA prgrams; e.g., tracking, EEO-1/VETS-4212 reprting, cmpiling AAP exhibits, mnitring cmpliance. Participating in the develpment/maintenance f the jb descriptins, success prfiles, cmpetency mdels, and related materials. Assessing skill sets f internal wrkfrce and external labr market t determine the availability f qualified candidates and trends that impact the ability t meet wrkfrce requirements. Participating in the identificatin f strategies t brand/market the rganizatin t ptential qualified applicants, implementing selected recruitment methds, and evaluating the effectiveness f utreach and recruitment activities; e.g., equal emplyment pprtunity (EEO) and affirmative actin (AA) prgrams, recruiting and turnver statistics and csts. Implementing selectin prcedures (e.g., prcessing applicatins, tracking applicants, crdinating pre-emplyment assessments, cnducting prescreening interviews, participating in cmpetency-based interviews, cnducting reference and criminal backgrund checks, facilitating Cat II Page 1 f 6

2 CARF Jb Descriptin emplyment ffers/salary negtiatins) designed t secure qualified candidates/emplyees, representing CARF as an emplyer/accreditr f chice. Administering rganizatinal rientatin prcedures (e.g., new-hire paperwrk, emplyment eligibility verificatin) and n-barding prgrams designed t enhance the emplyee experience. Administering rganizatinal exit/ff-barding prgrams and pst-emplyment prcedures; e.g., unemplyment insurance claims, emplyment verificatin. Prcessing requests fr leaves f absence (e.g., FMLA, ther) and reasnable accmmdatin (e.g., ADA, religius) per cmpany plicy and legal requirements, as applicable. Maintaining accurate active/inactive emplyee recrds (e.g., ADP, AIMS, LMS) per cmpany plicies, prcedures, and legal requirements. Maintaining federal and state/prvincial labr law psters/ntices in designated physical and electrnic lcatins, as assigned. Human Resurce Develpment Implementing training, develpment, and perfrmance management prgrams designed t address individual and rganizatinal needs. In cllabratin with key stakehlders/subject matter experts, respnsibilities include, but are nt limited t: Training and develpment (as applicable): Maintaining training and cmmunicatin calendars/timelines and participate in emplyee cmmunicatin initiatives, e.g., newsletters. Partner with HRET clleagues in the implementatin f nsite training events and elearning prgrams. Perfrmance management and cnsulting (as applicable): Crdinating staff intrductry and annual perfrmance appraisal prcess. Guiding supervisrs in the perfrmance management prcess (e.g., perfrmance appraisal, perfrmance imprvement), supprting cnsistent applicatin. Utilizing perfrmance data/reprts and human perfrmance imprvement techniques in: Identifying rt causes f individual/rganizatinal perfrmance pprtunities. Cnducting career cunseling and perfrmance imprvement discussins/plans. Determining HRD pririties and ther apprpriate interventins (e.g., system enhancements, prcess imprvement) based n trends analysis. Emplyee Relatins Engaging in activities designed t supprt a psitive and prductive wrk envirnment. In cllabratin with key stakehlders/subject matter experts, respnsibilities include, but are nt limited t: Prmting a culture where CARF-spnsred activities/assciatins supprt diversity and inclusin and embrace accessibility cncepts f universal design. Cmmunicating/supprting wrkplace plicies, prcedures, and prgrams; prviding guidance t emplyees and supervisrs in supprt f cnsistent applicatin, as apprpriate. Implementing emplyee retentin, recgnitin (e.g., service anniversary), and engagement prgrams/strategies. Participating in varius crss-functinal wrkgrups and/r cmmittees, ffering a multi-faceted HR perspective; representing the missin, visin, and values f CARF and HRET. Cat II Page 2 f 6

3 CARF Jb Descriptin Cmpensatin and Benefits Implementing/administering equitable and cmpetitive cmpensatin and benefits prgrams designed t attract, mtivate, and retain a highly qualified wrkfrce. In cllabratin with key stakehlders/subject matter experts, respnsibilities include, but are nt limited t: Cmmunicating the intrinsic and extrinsic value f being a CARF emplyee. Payrll administratin (as applicable): Maintaining an accurate payrll database and generating reprts, as needed. Prcessing Assciate Apprval/Request frms, as apprpriate. Cmpensatin prgrams (as applicable): As part f the annual cmpensatin and merit review prcess, preparing dcumentatin and prcessing increases and/r lump sum payments. Implementing perfrmance award prgrams, e.g., gal sharing. Preparing/distributing annual Ttal Cmpensatin Statements, highlighting the ttal value f direct (e.g., salary, perfrmance awards) and an indirect (e.g., benefits) cmpensatin. Benefits prgrams (as applicable): Serving as the primary cntact fr benefits brker, plan vendrs, and third-party administratrs; crdinating transfer f data t external cntacts fr services, premiums, and plan administratin. Maintaining accurate recrds f eligibility, emplyee payrll recrds, benefit infrmatin files, and grup benefits databases. Prcessing benefit transactins, including but nt limited t: Enrllments (e.g., new hire, pen enrllment, special enrllment/qualifying event) Changes (e.g., cntact infrmatin, beneficiaries, qualifying events, lans) Terminatins (e.g., COBRA, distributins, rllvers) Prcessing mnthly/quarterly invices fr all grup plans; recnciling cverage and apprpriate payment f premiums. Crdinating benefits educatin activities (e.g., cmmunicatin, lunch and learn, ne n ne, grup infrmatin sessins) and nline resurces, designed t enhance understanding f CARF s cmprehensive benefits package. Risk Management Implementing/administering risk management prgrams designed t prmte wrkplace health, safety, and security and t prtect the rganizatin frm liability. In cllabratin with key stakehlders/subject matter experts, respnsibilities include, but are nt limited t: Adhering t ethical principles and cmpany plicies regarding the safeguarding f restricted and/r cnfidential infrmatin btained as part f HRET department activities. Assisting in the implementatin f risk management initiatives (e.g., safety awareness, substance abuse awareness, accessibility planning, business cntinuity planning), as assigned. Prcessing critical incident reprts and wrkers cmpensatin claims. Supprting federal and state/prvincial cmpliance, including annual reprting requirements. Special jb demands Flexible wrk hurs are required. Nte: Duties and respnsibilities are nt all inclusive and may change at any time, with r withut ntice. Reasnable accmmdatins may be made t enable individuals with disabilities t perfrm the essential functins. Cat II Page 3 f 6

4 Qualificatins, educatin and/r experience CARF Jb Descriptin The fllwing qualificatins represent the training, educatin, certificatins, licensures, and/r wrk experience required t perfrm the essential duties and respnsibilities successfully: Master s degree in HR r related field, and tw (2) years HR experience; r a bachelr s degree in HR r related field, and fur (4) years HR experience; r an equivalent cmbinatin f educatin and experience. Prfessinal HR certificatin preferred. Specialized training and/r demnstrated knwledge and applicatin f relevant emplyment laws, regulatins, and guidelines (e.g., Title VII, Sectin 503 f the Rehabilitatin Act, VEVRAA, ADA, FMLA, IRCA, Unifrm Guidelines n Emplyee Selectin Prcedures); OFCCP cmpliance; diversity and inclusin prgrams; and talent acquisitin strategies. Demnstrated skill in establishing/maintaining prfessinal and cllabrative relatinships with diverse stakehlders and influencing rganizatinal decisin making in rder t achieve established strategic gals and bjectives required. Demnstrated ability t successfully maintain the highest level f cnfidentiality, ethics, and prfessinal standards required. Prficient in Micrsft Office prducts. Experience with HRIS sftware preferred. Cmpetencies The fllwing cmpetencies represent the knwledge, skills, and/r abilities required t perfrm the essential duties and respnsibilities successfully: Values-based cmpetencies: Respect - Treats peple with dignity and respect, values diversity, demnstrates cultural cmpetence, prmtes a harassment-free envirnment, keeps cmmitments, and inspires the trust f thers. Excellence - Meets challenges with resurcefulness and generates suggestins fr imprving wn wrk, as well as CARF prducts, services, and peple. Stewardship - Fllws plicies and prcedures, prmtes safety and security awareness, wrks ethically and with integrity, uphlds rganizatinal values, maintains a psitive and prfessinal demeanr, and maintains and uses equipment and materials prperly. Partnership/teamwrk - Cntributes t building a psitive team spirit, puts success f team abve wn interests, exhibits bjectivity and penness t thers views, gives and welcmes feedback, and supprts everyne s effrts t succeed. Excitement - Supprts bld thinking and develps innvative appraches and ideas. Cmmunicatin (pen) - Listens t thers, acknwledges ther pints f view, effectively transfers infrmatin and expresses ideas in individual r grup situatins, and maintains cnfidentiality. Technlgy - Champins technlgy t supprt unique business slutins. Cre cmpetencies: Cmmunicatin (ral) - Speaks clearly and persuasively in psitive r negative situatins, listens and gets clarificatin, respnds well t questins, participates in meetings, and demnstrates grup presentatin skills as apprpriate. Cmmunicatin (written) - Writes clearly and infrmatively, edits wrk fr spelling and grammar, varies writing style t meet needs, presents numerical data effectively, and reads and interprets written infrmatin. Cat II Page 4 f 6

5 CARF Jb Descriptin Cntinuus learning - Cntinuusly strives t build wn knwledge, skills, and abilities; actively identifies new areas fr learning; regularly creates and takes advantage f learning pprtunities; and applies newly acquired knwledge, skills, and abilities. Custmer service - Manages difficult r emtinal custmer situatins, respnds prmptly t requests fr service and assistance, slicits custmer feedback t imprve service, and meets cmmitments. Dependability - Wrks independently within general guidelines, accepts respnsibility fr wn actins, keeps cmmitments; meets prductivity standards, cmpletes wrk in a timely manner, and manages attendance t meet wrk requirements by adhering t cmpany attendance plicy and arriving t meetings and appintments n time. Jb knwledge - Understands jb duties and respnsibilities; pssesses necessary jb skills and knwledge, understands and uses technlgy apprpriately, understands and prmtes department missin and values, and keeps current with new develpments in prfessin and field. Leadership - Displays passin and ptimism, inspires respect and trust, influences actins and pinins f thers as apprpriate, mbilizes thers t fulfill the visin as apprpriate, and prvides visin and inspiratin t peers and/r subrdinates. Planning/rganizing - Priritizes and plans wrk activities; uses time efficiently, sets shrt-and lng-term gals and bjectives, aligns bjectives and actins with rganizatinal gals, and develps realistic actin and cntingency plans. Prblem slving - Anticipates, identifies, and reslves prblems in a timely manner; gathers and analyzes infrmatin skillfully; wrks t vercme bstacles; develps alternative slutins; wrks well in grup prblem-slving situatins; and uses reasn even when dealing with emtinal tpics. Prductivity - Efficiently plans, sets pririties, and executes wrk; accurately scpes ut wrk; creates efficient wrkflws, prcesses, and prcedures; meets prductivity standards; allcates resurces prperly; and takes n additinal respnsibilities, as needed. Quality - Demnstrates accuracy and thrughness, mnitrs wn wrk t ensure quality, and lks fr ways t imprve and prmte quality standards. Psitin-specific cmpetencies: Adaptability - Adapts t changes in the wrk envirnment; manages cmpeting demands; changes apprach r methd t best fit the situatin; and deals with frequent change, delays, r unexpected events. Analytical - Synthesizes cmplex r diverse infrmatin, cllects and researches data, and uses intuitin and experience t cmplement data. Business acumen - Understands business implicatins f decisins and aligns wrk with departmental and/r rganizatinal gals. Change management - Develps wrkable implementatin plans and cmmunicates changes effectively. Fiscal respnsibility - Wrks within apprved budgets, cntributes t budget develpment as apprpriate, prvides accurate estimates, mnitrs expenditures, and applies cst-saving techniques. Initiative - Seeks increased respnsibilities, takes independent actins and calculated risks, effectively identifies new pprtunities and challenges, and determines hw t facilitate psitive utcmes. Innvatin - Displays riginal thinking and creativity, meets challenges with resurcefulness, develps innvative appraches and ideas, and presents ideas and infrmatin in a manner that gets thers attentin. Cat II Page 5 f 6

6 CARF Jb Descriptin Interpersnal skills - Fcuses n slving cnflict, nt blaming thers; maintains cnfidentiality; listens t thers withut interrupting; keeps emtins under cntrl; remains pen t thers ideas; and tries new things. Judgment - Displays willingness t make decisins, exhibits sund and accurate judgment, supprts and explains reasning fr decisins, includes apprpriate peple in decisin-making prcess, and makes timely decisins. Mtivatin - Sets and achieves challenging gals, demnstrates persistence and vercmes bstacles, measures self against standard f excellence, and takes calculated risks t accmplish gals. Prject management - Develps prject plans; crdinates prjects, cmmunicates changes and prgress, cmpletes prjects n time and within budget cnstraints, and manages prject team activities. Research - Identifies relevant surces f infrmatin, synthesizes data int meaningful terms, and presents interpretatin f findings. Strategic thinking - Develps strategies t achieve rganizatinal gals, understands rganizatin s strengths and weaknesses, analyzes market and cmpetitin, identifies external threats and pprtunities, and adapts strategy t changing cnditins. Training - Aligns bjectives with rganizatinal gals, prepares fr instructinal delivery; and facilitates participant learning, evaluates training effectiveness. Cat II Page 6 f 6