CorroHealth LOOKING FOR HR Generalist AT United States Full Time

Our purpose is to help clients exceed their financial health goals. Across the reimbursement cycle, our scalable solutions and clinical expertise help solve programmatic needs. Enabling our teams with leading technology allows analytics to guide our solutions and keeps us accountable achieving goals.

We build long-term careers by investing in YOU. We seek to create an environment that cultivates your professional development and personal growth, as we believe your success is our success.

Job Summary

The HR Generalist will be responsible for supporting various HR functions, with a focus on employee relations, talent management, reporting, organizational design, administrative tasks, and coordination across departments. The ideal candidate will have hands-on experience with Workday and a willingness to take on a wide range of responsibilities to support the HR team. This role requires flexibility, ability to embrace change, and adapt to the fast-paced environment.

Essential Duties And Responsibilities

Note: The essential duties and responsibilities below are intended to describe the general duties and responsibilities of this position and are not intended to be an exhaustive statement of duties. This position may perform all or most of the primary duties listed below. Specific tasks, responsibilities or competencies may be documented in the Team Member’s performance objectives as outlined by the Team Member’s immediate Leadership Team Member.

Employee Relations

• Act as the first point of contact for employee inquiries, concerns, and issues, providing guidance and support in resolving matters.
• Facilitate conflict resolution and provide coaching to managers and employees on performance management, communication, and workplace policies.
• Assist with conducting investigations into employee concerns, ensuring adherence to company policies and legal requirements.

Talent Management

• Support the talent acquisition process, including job postings, coordinating interviews, and managing the candidate experience in Workday.
• Assist in onboarding new employees, ensuring a seamless transition into the company and coordinating new hire training and orientation.
• Support performance management processes, including goal setting, performance reviews, and employee development initiatives.

Workday Administration

• Maintain accurate employee records in Workday, ensuring compliance with company policies and legal requirements.
• Assist in HR system updates and projects, data migrations, and process improvements to enhance efficiency.

HR Administrative Support

• Manage day-to-day HR administrative tasks, including document management, preparing employee letters, and coordinating employee programs.
• Assist in benefits administration, leave management, and payroll coordination as needed.
• Maintain compliance with local, state, and federal employment laws and regulations.

HR Coordination & Cross-Department Collaboration

• Coordinate with other departments to support company-wide initiatives, including employee engagement activities and communication plans.
• Support HR programs, including diversity and inclusion efforts, employee recognition programs, and wellness initiatives.
• Partner with leadership teams in operations, finance, and other departments to ensure that HR strategies align with business goals.

Project Support & Flexibility

• Jump in to support ad-hoc HR projects or tasks as needed, demonstrating a willingness to take on additional responsibilities to help the HR team succeed.
• Provide support for any HR-related initiatives within the revenue cycle space, including specific HR projects or employee relations issues in that area.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. Equivalent work experience in HR may be considered.
• Experience:
• Minimum of 3-5 years of experience in human resources, with hands-on experience in employee relations and talent management.
• Prior experience using Workday is required.
• Experience in the healthcare or revenue cycle space is highly preferred.
• Technical Skills:
• Proficiency in Workday and Microsoft Office Suite (Word, Excel, PowerPoint).
• Experience with HRIS systems and reporting.
• Certifications: SHRM-CP or PHR certification preferred but not required.

Skills & Competencies

• Employee Relations: Strong interpersonal and communication skills to handle sensitive employee relations issues with tact and confidentiality.
• Talent Management: Ability to support talent acquisition, performance management, and employee development processes.
• Workday Expertise: Advanced knowledge of Workday, including data management, reporting, and system administration.
• Flexibility & Problem Solving: Willingness to take on varied responsibilities and solve problems proactively in a dynamic environment.
• Collaboration: Strong team player with the ability to work cross-functionally and partner with different departments.
• Attention to Detail: High level of accuracy in maintaining records and handling HR-related documentation.
• Adaptability: Able to handle multiple tasks and adjust priorities based on business needs.

Physical Demands

Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines.

A job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.