- Responsible for the selection and interviews for positions within the facility, including selection criteria and appropriate salary levels for positions and budgets.
- Manage processes connected with the onboarding of new employees, process terminations largely consisting of ensuring UltiPro data entry and communication to respective departments.
- Coordinate new hire and benefits orientation, employee training programs, hiring support, job analysis, compensation analysis, and/or routine employee relations.
- Provide coaching and consultation to managers, supervisors and other employees to help solve problems related to human resources.
- Responsible for the selection and interviews for positions within the facility, including selection criteria and appropriate salary levels for positions and budgets.
- Work with managers to resolve and prevent employee relations issues.
- Provide information on employee programs and policies.
- Enter and maintain all employee information in UltiPro (HRIS).
- Maintain personnel files, including training records and all necessary new hire paperwork.
- May advise managers on performance management, workforce planning, compensation issues, recruitment and onboarding activities.
- Complete special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling obligations.
- Update job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
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Human Resources Generalist - Chattanooga, United States - Acadia Healthcare
Description
Responsible for a variety of cross-functional duties in the administration of human resources for the facility including: staffing, payroll, employee relations, etc..
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
