Position Highlights

The Human Resources Generalist will work under the leadership of the Director, HR Client Services. HR Client Services will follow a service delivery model that focuses on integrating the work of the HR functional areas in support of clients' priorities. The HR Generalist position will work with limited supervision and is responsible for the successful management of recruitment and employee relations issues for assigned client groups. Responsibilities include recruitment, Human Resources policy interpretation and administration, employee relations and other duties as necessary. Works closely with the Director to proactively identify staffing and other HR needs.

The Ideal Candidate Will Have:

• Must have working knowledge and experience with principles/methods of recruiting and candidate screening using behavioral based interviewing techniques.
• Must have effective verbal and written communication, interpersonal and problem-solving skills.
• Self-directed team player with proven ability to develop and sustain relationships with staff and management at all levels in the organization.
• Must have the ability to prioritize and manage conflicting workload requirements. Experience with providing guidance, support, and counsel to employees & managers on defined employee relations issues, and escalating resolution to the Director as appropriate.
• Ability to identify potential employee relations issues, report findings and recommend action to the managers as necessary.
• Working knowledge of multiple HR disciplines including compensation, employee relations, benefits, performance management and federal and state employment laws.
• Advanced word processing, spreadsheet, presentation and database software. Specialized software related to functional area.

Responsibilities:

Employee Relations

• Manage, investigate, mediate and resolve complex employee relations issues.
• Conduct effective, thorough and objective investigations. Provide guidance to management team for problem resolution (coaching, counseling, disciplinary action).
• Attend conferences and meetings, as employee-management liaison, to facilitate and mediate communication between parties. Work closely with management team and employees to improve work relationships, build morale, increase productivity and retention.
• Under direction of Director, participate in investigations pertaining to employment-related charges. Work jointly with legal counsel in preparing conciliation or defense of all charges.
• Maintain knowledge of legal requirements related to day-to-day management of employees, recognizing any legal risks and bringing them to the attention of the Director for consultation and/or resolution.
• Assist managers in identifying, documenting and communicating results and deficiencies in performance. Review performance appraisals and action plans and provide feedback to managers prior to communicating with employees.
• Build and maintain collaborative relationships with managers. Consult with managers to interpret policy, monitor, analyze, and recommend solutions to complex HR-related problems.
• Work jointly with Employee Assistance Program to provide preventative measures for employees in areas of stress management, home-life and workplace issues to include but not limited to: issues surrounding substance abuse or drug diversion.
• Simultaneously handle multiple projects under pressure, and effectively work in an environment which requires flexibility, innovation, superb customer service skills, and organizational skills.
• Create an environment of positive employee relations by maintaining confidentiality, trust and credibility. Balance business needs with employee and/or manager's needs and spend significant time interfacing directly with employees/manager client base.

Recruitment

• Effectively source, recruit, interview and assist hiring managers in the selection of candidates to fill vacant positions. Develop ongoing strategies to build a pipeline of top talent.
• Build long-term client and candidate relationships by delivering high-level consultative recruiting services.
• Under the direction of the Director, develop strategic solutions and creative sourcing plans for hard-to-fill positions while providing direction to internal clients and internal/external candidates throughout the hiring process.
• Meet with hiring managers to review job descriptions and confirm skills required and preferred for job openings in client group. Conduct recruitment for all open positions for the assigned business units in accordance with Moffitt’s policies related to Affirmative Action and Equal Employment Opportunity.
• Work in a collaborative, fast paced team-oriented environment.
• Network and maintain relationships with key candidate communities for short and/or long-term opportunities.
• Coordinate advertisement for vacant positions as necessary.
• Review qualifications of potential internal and external candidates responding to job postings and recommend top candidates for further consideration.
• Ensure dispositions of all external and internal candidates are accurately completed in the applicant tracking system in a timely manner.
• Conduct interviews using appropriate behavioral interviewing techniques/questions.
• Work with the Director to develop terms of employment for new hires, promotions and transfers if outside of standard procedure, practice or policy.
• Participate as needed in on-site and off-site recruitment events including job fairs, college recruiting fairs, and trade shows, identifying viable applicants and follow up.
• Demonstrate excellent cross-group collaboration skills, ability to influence and consult with staff and managers at all levels and possess a strong business acumen.
• Work closely with the Director to provide analytical data for strategic recruitment and retention planning.

Compliance

• Apply federal, state and local employment laws and regulations to ensure compliance and mitigate litigation risks.
• Assist with coordination of compliance efforts related to regulatory agencies, i.e. Joint Commission, AHCA, OSHA, etc., including any necessary preparation for onsite visits. Also maintain current knowledge of changes/updates to applicable standards.
• Provide routine HR Policy and procedure guidance and interpretation to team members as needed. This includes answering questions on all associated HR programs and plans including those involving benefit plans, compensation programs, flexible work arrangements and paid and un-paid leaves.

Credentials and Experience Required:

• Bachelor’s Degree in Human Resources, Business, Communication or other related field.
• Minimum of five (5) years of progressively responsible and directly related work experience, preferably in a healthcare, academic or research-based environment.
• PHR or SHRM-CP or obtain PHR or SHRM-CP within 12 months of hire into the position.