HR Generalist, Compliance and Analytics Specialist at Effingham Hospital

Springfield, Georgia, United States -

Full Time

Start Date

Immediate

Expiry Date

07 Sep, 26

Salary

0.0

Posted On

09 Jun, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HR Analytics, Regulatory Compliance, HRIS Management, Compensation Analysis, Job Evaluation, Data Auditing, Personnel File Auditing, Employee Relations, Market Pricing, FLSA Classification, Performance Management, Reporting, Survey Design, Critical Thinking, Interpersonal Communication, Problem Solving

Industry

Hospitals and Health Care

Description

Description JOB SUMMARY The HR Generalist, Compliance, and Analytics Specialist will report directly to the Director of Human Resources. This role involves continuously auditing and monitoring HR operations daily, monthly, quarterly, and annually to ensure compliance with licensures and certifications required by the Joint Commission, CMS, and federal/local regulatory requirements. The Compliance and Analytics Specialist will also collaborate with the Director of HR and Senior Leadership to develop comprehensive people analytics that provides insights into the company's human capital, business trends, and overall effectiveness. All duties must be performed in strict accordance with The Joint Commission, federal, state, and local guidelines, as well as organizational and departmental policies and procedures. STANDARDS OF PERFORMANCE HRIS Analytics will include ongoing tracking of life safety and licensure compliance. Collects and compiles HR metrics and data from various sources, including the human resource information system (HRIS) and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, competitors’ practices, new employment regulations, labor laws, and other sources. Develops and maintains a master list of licenses, Certifications, ACLS, BLS, PALS, 90-day performance evaluation, 90 days-competency checklists, and running weekly/biweekly and monthly reviews/checks. Monitors and coordinates 7-day orientation, 90-day evaluation, and competency checklist, ensuring strict compliance with HR Policy, including coordinating suspense dates with employees and leadership. Monitors and coordinates primary source verifications of renewals of licenses and certification, ensuring strict compliance according to The Joint Commission and State Regulations, including coordinating suspense dates with employees and senior leadership. Regularly conducts New Hire employee personnel file audits: CPSI/HRIS new hire data entry verification of Demographics (D.O.B, S.S#, Address, Contact #, Emergency Contact), Licensure & Life Safety (BLS, ACLS, PALS), Job title, Hour Rate, and Employment Code, and Direct Deposit information. Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements. Design and manage employee pulse surveys and exit interviews. Analyzes data and statistics for trends and patterns, focusing on recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations. Based on metrics and analysis, it makes recommendations for policies and activities to improve the organizational culture, including suggestions to attract and hire qualified candidates, motivate and retain employees, address staffing issues, and maintain legal compliance. Analyze competitor’s practices and make recommendations to HR Leadership Assist with performance, benefit, and compensation review and evaluation processes. Prepare reports of data results and present findings to HR Leadership Recognize and suggest short-term and long-term goals, milestones, and benchmarks for key performance metrics based on analyzed annual performance evaluations. Performs job evaluation and analysis, job description support, and related functions, including maintenance of Job Descriptions and Competencies on the HR intranet (SharePoint). Conduct research and analysis in evaluating job reclassification requests and new job descriptions, including writing job specifications and descriptions, preparing market pricing recommendations, reviewing internal equity, and recommending salary ranges and FLSA classifications. Conducts information searches about salaries, job classifications, and other requests. Analyzes data and prepares statistical reports on job review activities, salary equity issues, and trend analysis. Maintains records necessary for appropriate documentation of wage and salary programs and reclassification. 20. Collaborates with all levels of management regarding creating and updating job descriptions. 21. Assists with reconciling and monitoring position control, ensuring departments adhere to budgeted position authorizations. 22. Creates and changes staff positions and job titles in Paylocity, including title creation, title inactivation, position set-up, and position transfers. Works with payroll to ensure that changes do not disrupt pay processes. 23. Maintains job description and competency database. 24. Represent the department in various internal committees, task forces, and cross-functional meetings within the Health System. 25. Assist in developing and modifying operating policies, guidelines, procedures, systems, and documentation as appropriate to developing best practices. 26. Enters and reviews routine employee/applicant data into various human resources databases and ensures data integrity. 27. Regularly audits EHS Personnel records, statements, and reports, verifying compliance, accuracy, and consistency. 28. Audit HR systems for quality control, ensuring data integrity across systems. 29. Assists with special projects and events, including but not limited to holiday celebrations, family fun day, Health Fair, Gala, charity committee, employee service award banquet, etc. 30. Attends meetings, conferences, workshops, and training sessions and reviews publications and audio-visual materials to become and remain current on principles, practices, and new developments and keeps management updated on such trends. 31. Performs other duties and projects as assigned to include organizational committees as needed. Requirements Minimum Level of Education: Bachelor’s degree in human resource management, Regulatory Affairs, Computer Science, Computer Information systems, or related field, and two years experience in managing multiple HR topics (analytics or compensation preferred) or Education equivalent to a High School Diploma and 5 years of directly related HR compliance, analytics, or generalist experience. Formal Training: Strong analytical and problem-solving skills, interpersonal and critical thinking skills, sound judgment, collaborative skills, excellent attention to detail and accuracy, and confidentiality. Previous experience in planning, organizing, implementing, facilitating, interviewing, and counseling, excellent verbal/written communication skills, and practical presentation skills. Experience in an HR Department Healthcare setting, including Joint Commission Survey activities, is preferred. Licensure, Certification, Registration: Human Resources Certification, Certified Compensation Professional, or Data Analytics certification designation is highly preferred. Work Experience: Minimum of two to five years of experience in HR data analytics, compliance, compensation, HR operations management, HR generalist, or equivalent combination of Human Resources experience and training required. Experience working in a fast-paced, rapidly changing, technology-driven environment is preferred. Computer Skills: Advanced computer literacy with the capability to effectively use Microsoft computer software, including Outlook, Word, Excel, PowerPoint, and HRIS database systems.

Responsibilities

The role focuses on auditing HR operations to ensure compliance with Joint Commission, CMS, and federal regulatory requirements. Additionally, the specialist develops people analytics to provide insights into human capital trends and organizational effectiveness.