HR Generalist

at  Aurora Mental Health Recovery

Aurora Mental Health & Recovery (AMHR) is seeking a dynamic and experienced HR Generalist to join our team. This role is essential in supporting a wide range of human resources functions, including employee relations, performance management, recruitment, and compliance. The ideal candidate is a proactive problem-solver with a deep understanding of HR best practices and a passion for fostering a positive workplace culture. They will work closely with leadership and staff across the organization to ensure that HR policies are applied consistently and effectively, helping to drive AMHR’s mission of providing compassionate mental health services. If you are detail-oriented, have excellent communication skills, and thrive in a fast-paced environment, we encourage you to apply and contribute to the growth and success of our team.
Schedule.We are hiring a full-time HR Generalist to work Monday - Friday 8:00 AM - 5:00 PM. We have a hybrid work schedule where generally work 2 days in office with some flexibility with schedule based on overall team coverage. There may be a need for other days in the office or at other office locations to support team needs.

REQUIREMENTS:

• High School diploma or equivalent is required.
• Preferred: Bachelors degree in human resources, business, or related field plus one year of related experience.
• Three (3) years of general human resources experience is required.
• Experience with computerized HRIS systems is required.
• Preferred: SPHR, PHR, SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential.
• Preferred: Previous experience with Paycom HRIS system.

ESSENTIAL FUNCTIONS:

• Employee Relations: Serve as a primary HR contact for employees and leaders, addressing employment-related inquiries and providing guidance on corrective actions. Escalate complex or sensitive matters to the HR Director as necessary.
• HRIS Management: Accurately process HR transactions in the Human Resources Information System (HRIS), ensuring data integrity and timely updates.
• Policy and Procedure Administration: Act as a resource for leaders by providing expert knowledge on company policies and procedures. Maintain and update HR policy documents, ensuring accessibility and compliance across the organization. Support the training of new managers on HR policies and HRIS processes.
• Termination and Exit Interviews: Manage the employee termination process, conduct exit interviews, and compile feedback to provide actionable insights to the HR leadership team. Assist in presenting key findings to the broader leadership team.
• Reporting: Generate and distribute monthly turnover and COVID-related reports, providing insights to drive HR strategy.
• Contractor Management: Develop and implement standardized HR processes for contractors, tailoring procedures to meet departmental needs and organizational consistency.
• License and Credential Management: Work with the credentialing team to ensure timely license renewals and accurate record-keeping within the HRIS. Develop and manage a notification process for upcoming renewals, involving both leaders and affected employees.
• Workers Compensation and Unemployment: Coordinate the workers compensation process, including filing claims and follow-ups. Handle unemployment responses for non-exempt employees, seeking guidance from the HR Director as needed.
• Performance Management Support: Assist in the performance management process by tracking completion, standardizing communications, and answering questions regarding performance feedback and corrective actions.
• Process Improvement / Project Mgmt: Collaborate with the HR team to assess and refine departmental processes, ensuring efficient day-to-day operations. Cross-train to support team members and serve as a backup during peak periods. Work on assigned team and individual projects.
• Confidentiality and Compliance: Maintain the confidentiality of employee records, adhering to organizational policies and legal requirements.
• Leave of Absence Management: In partnership with the Benefit Administrator develop, administer, and oversee the organization’s leave of absence processes, including Family and Medical Leave Act (FMLA), Family and Medical Leave Insurance (FAMLI), Americans with Disabilities Act (ADA), and Short-Term Disability (STD). Ensure compliance with all applicable laws and regulations, provide guidance to employees and leaders on leave policies, and manage the documentation and tracking of leave requests within the HRIS.