Provides strategic HR and talent support to designated leaders and employees at HCA facilities, creating the desired workplace culture and an engaged and productive workforce through HCA’s policies, programs and practices. Utilize processes and tools from HCA HR Centers of Excellence and HR Service Centers, while providing direct local support for:• Employee Relations and Engagement, including Diversity• Compliance with all applicable policies and procedures, including patient care, safety, security, performance, etc.• Organizational Design; Manager and Employee Development• Internal Communications & Change Management• Implementing Compensation, Benefits, Employee Development and other HR Center of Excellence initiatives• Supporting response plans for local disasters and emergencies (including weather)

HR manager accountable for the delivery of HR programs to support the achievement of business plans and objectives. Provide guidance and be proactive in supporting leaders/ managers and participate in the development of business unit plans and programs from the perspective of the impact on people. Activate and deliver projects that require cross-functional collaboration, influence and inspiration. Assist in the improvement/ development of HR programs, policies, and practices through: · Execution of organization design/ realignment efforts· Facilitation of talent management practices, including ‘9-box’ assessments, succession planning· Design and facilitate talent development activities · Knowledge of applicable federal laws affecting human resource policy and strong conflict resolution skills· Strong project management skills· Workshop design and facilitation· Develop key relationships to understand business issues and provide support in the areas of linking business unit/operation strategies; coaching managers to create and maintain a work environment with high morale and productivity. · Facilitate the execution of organizational structures, staffing/recruiting strategies, compensation programs, employee training and development plans, succession planning, change management and quality initiatives. · Proactively address HR and related organizational issues· Investigate and resolve employee relations issues, determine employee disciplinary actions up to and including termination decisions. · Collaborate with other HR managers and HR senior management on major HR initiatives, policies and/or issues of significance to the business.

Implement HR strategy - Support organization changes through defining new roles, assessing, creating and reviewing current roles, setting and creating a communications plan as well as elimination conversations. Employee Relations & Coaching - Primary point of contact for ER cases. Define, research, analyze each case, coach line managers on delivery of performance improvement plans, manage cases from start to finish and handle terminations as needed. Recruiting - Act as project lead for specific projects, partner with recruiters and hiring managers as needed. Compensation - Provide escalation support for compensation related matters, review and provide new job evaluations. Talent & Performance Management - Provide talent & performance management process support to managers. Organizational Effectiveness - Train, facilitate, lead and conduct DISC, Mentor Program, Manager 360's, Leadership training. Employee Engagement - Facilitate focus groups, develop HR related programs and action plans, review hierarchy.

Manage recruiting activities for specific client groups. Full cycle recruiting including, sourcing candidates, managing the initial phone interviews, onsite interviews, negotiation, and relocation/onboarding.Own and manage resourcing responsibilities that require subject matter expertise, including creating requisitions, reviewing candidates, managing immigration requirements and documentation and creating/issuing all offer documentation.

•Provide internal consulting to human resources staff, employees and other customers concerning benefit plan programs and provisions, policies and related compliance requirements.•Analyze survey results and provide recommendations regarding policy/program revisions and rate structures.•Manage plan related projects and activities to ensure deliverables are on time and within budget.•Perform annual compliance activity as it relates to benefit plans. Independently work to ensure plan documents are updated and accurate in relation to the plan and all plan compliance needs.•Independently work to measure the effectiveness of benefit plans by creating and monitoring plan performance metrics.•Coordinate the annual rate distribution process and manage communication to the locations.•Maintain all Health and Welfare contracts, addendums and renewals.•Apply analytical techniques to one or more disciplines. Perform statistical analysis within established time frames as required. Compile and analyze information. Effectively communicate findings and recommendations.

Oversee key activities and deliver tactical programs to drive the implementation of IHG initiatives. Develop project management plans for each initiative to include development of project activities in order to meet or exceed stakeholder needs and expectations. Provide technical guidance to staff involved in executing identified projects. Perform integration functions across multiple projects. Balancing competing demands among scope, time, cost, and quality, identifying requirements (needs) and unidentified requirements (expectations) and working concurrently with multiple client departments and vendors.Essential Duties and Responsibilities:•Implement projects as assigned by the VP, Human Resources.•Serve as internal expert and consultant on key HR initiatives.•Manage projects in accordance with comprehensive project plans and report project status to stakeholders and manager.•Investigate new opportunities for creative and innovative HR programs.•Track and forecast cost for new projects or opportunities.•Develop reporting mechanisms to document project activity.

- Provide support with basic employee relations, compensation, benefit, training/development, diversity, performance management, and recognition.- Support the Human Resources department in the implementation of human resources policies and procedures. - Follow up with requests for information, and answer basic employee inquires regarding employment, policies, procedures, organizational maintenance and/or record keeping. - Coordinate and gather data for employee programs such as the Performance Management process for assigned divisions. - Act as central point of contact for data collection, co-ordination of HR programs such as employee surveys, employee recognition, performance appraisals including follow-up and reporting of results.- Create queries and reports in HRIS systems and provide limited analysis and summary of data as requested. - Process new hire paperwork including route to appropriate parties. Conduct new hire orientation as needed including review of new hire paperwork, providing company information, policies and procedures, and organizational information.- Perform a variety of administrative support duties as assigned. Prepare reports, charts, presentation data, or logs as required. - Act as a liaison between internal or external contacts to convey appropriate information. - Review, track data from, complete and/or monitor staff itineraries, calendars, expense reports, or other functional reports.- Identify and assist in planning for the acquisition of supplies, equipment, facilities and services necessary to maintain an efficient operation. - Update on a monthly basis organizational charts for the company including researching and reporting changes.- Perform other support duties as assigned to facilitate the smooth operation of the assigned work area.

RecruitingConduct prescreening approval process for candidates. Recruited clerical professionals for employment Responsible for on-boarding candidates for employment.Process background checks & review for compliance. Responsible for creating and receiving offer letters Handle all drug testing procedures & obtaining results.Screened and interviewed applicantsEnsured all candidates successfully completed the application process, provided licensing, and referral information. Submitted applicants to prospective employers for interviews.Maintained contact with employees on a weekly basis. Responded to employment inquiries Communicated benefits packages. SalesResponsible for calling current clients on a weekly basis.Called on companies who utilize staffing to build relationships and create new business.Made over 100 cold calls weekly in order to gain appointments with prospective clients.Negotiated agreements with companies on pricing and terms.PayrollResponsible for acquiring timesheets from current employeesProcessed and paid all employees on a weekly basisUsed an automated system and VMS system to lookup hours workedResponsible for processing overtime hours and holiday pay