JOB DESCRIPTION:

This position provides overall human resource generalist support across all areas of Human Resources in the home office.

Specific responsibilities include, but are not limited to:

• Leading the implementation of human resource programs and initiatives
• Goal/Performance Management
• Process/tools.
• Manager and employee training
• Goalsetting, mid-year reviews, year-end evaluations
• Leadership/People Management
• Personal coaching of senior managers on people challenges
• Facilitating training
• Giving constructive, actionable, behavioral feedback
• Conflict management
• Performance management of low performers
• Coaching/developing people.
• Talent Planning/Assessment
• Training/coaching/leading process by function
• Leading calibration sessions by department/sub-group and roll up to organizational level.
• Identifying specific pipeline gaps and training needs
• Following-up with managers on specific ‘to-dos’ at individual and departmental levels
• Individual Development Planning
• Process/tools.
• Training of managers and employees
• 360 Feedback
• Process/tools.
• Training of managers and employees
• Service-Level Agreements
• Overseeing and leading SLA process
• Employee Handbook/Policies/Procedures
• Thoroughly reviewing and modifying as appropriate
• HR Tools/Forms/Processes/Best Practices
• Building central online resource (Employee Resource Center)
• Oversight of Employee Relations Specialist (’triage’ person)
• Outsourcing Leave Management
• Identifying vendor, working with Payroll & Benefits to transition, and communicating with and training home office and field
• Identifying manager capability gaps and developing training and coaching to address such gaps.
• Ensuring ER Specialist role does not remove responsibility for decision-making from managers.
• Providing ER support for field leadership as needed
• Leadership Survey
• Helping leaders set improvement targets and develop specific action plans.
• Following-up to ensure communication, action-planning, and implementation occurs for all departments and functions.
• Success Profile
• Roll out training to managers.
• Supporting integration of the tool into the manager decision-making process for candidates
• Recognition
• Overseeing and maintaining Service Anniversary Recognition Program
• Overseeing Home Office Recognition Program

REQUIRED SKILLS:

Candidates for this position must possess:

• Bachelor’s degree or equivalent work experience.
• A solid working understanding of core HR tools, resources, structure, processes
• Demonstrated ability to design, develop, align the organization, and lead the implementation of projects and initiatives.
• Demonstrated ability to build relationships and trust with employees and leaders.
• Demonstrated ability to influence senior leaders.
• Demonstrated ability to anticipate and proactively provide/propose solutions.

USPI complies with federal, state, and/or local laws regarding mandatory vaccination of its workforce. If you are offered this position and must be vaccinated under any applicable law, you will be required to show proof of full vaccination or obtain an approval of a religious or medical exemption prior to your start date. If you receive an exemption from the vaccination requirement, you will be required to submit to regular testing in accordance with the law.

LI-EM3

• Leading the implementation of human resource programs and initiatives
• Goal/Performance Management
• Process/tools.
• Manager and employee training
• Goalsetting, mid-year reviews, year-end evaluations
• Leadership/People Management
• Personal coaching of senior managers on people challenges
• Facilitating training
• Giving constructive, actionable, behavioral feedback
• Conflict management
• Performance management of low performers
• Coaching/developing people.
• Talent Planning/Assessment
• Training/coaching/leading process by function
• Leading calibration sessions by department/sub-group and roll up to organizational level.
• Identifying specific pipeline gaps and training needs
• Following-up with managers on specific ‘to-dos’ at individual and departmental levels
• Individual Development Planning
• Process/tools.
• Training of managers and employees
• 360 Feedback
• Process/tools.
• Training of managers and employees
• Service-Level Agreements
• Overseeing and leading SLA process
• Employee Handbook/Policies/Procedures
• Thoroughly reviewing and modifying as appropriate
• HR Tools/Forms/Processes/Best Practices
• Building central online resource (Employee Resource Center)
• Oversight of Employee Relations Specialist (’triage’ person)
• Outsourcing Leave Management
• Identifying vendor, working with Payroll & Benefits to transition, and communicating with and training home office and field
• Identifying manager capability gaps and developing training and coaching to address such gaps.
• Ensuring ER Specialist role does not remove responsibility for decision-making from managers.
• Providing ER support for field leadership as needed
• Leadership Survey
• Helping leaders set improvement targets and develop specific action plans.
• Following-up to ensure communication, action-planning, and implementation occurs for all departments and functions.
• Success Profile
• Roll out training to managers.
• Supporting integration of the tool into the manager decision-making process for candidates
• Recognition
• Overseeing and maintaining Service Anniversary Recognition Program
• Overseeing Home Office Recognition Progra