Acadia Healthcare Hiring for Human Resource Generalist – Full-Time at Philadelphia, Pennsylvania Full Time

Description

The Human Resources Generalist is responsible for performing Human Resources related duties on a professional level and works closely with senior HR management in supporting designated functional areas. This position carries out responsibilities in the following functional areas: recruitment/employment, onboarding, policy implementation, and employment law compliance.

We are currently seeking a Full time, Human Resource Generalist, at Belmont Behavioral Hospital.

The Human Resource Generalist is responsible for performing Human Resources related duties on a professional level and works closely with senior HR management in supporting designated functional areas. This position carries out responsibilities in the following functional areas: recruitment/employment, onboarding, policy implementation, and employment law compliance.

The Human Resource Generalist will:

• Responsible for a variety of cross-functional duties in the administration of human resources for the facility including: staffing, payroll, employee relations, etc.
• 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.
• Assist managers on performance management, workforce planning, compensation issues, workers compensation, 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.

. The ideal candidate will:

• Bachelor’s degree in Human Resources or Business, and a minimum of 2 years experience in Human Resources (preferably in full cycle recruitment), required.
• Previous Human Resources/recruitment in a healthcare setting, preferred.
• SHRM-CP or SHRM-SCP or equivalent, preferred.
• HRIS experience especially Applicant tracking system request.
• Advanced computer skills including Microsoft Office; especially Word, Excel, and PowerPoint.
• Ability to work professionally with sensitive, proprietary data & information while maintaining confidentiality.
• Excellent interpersonal skills including the ability to interact effectively and professionally with individuals at all levels; both internal and external.
• Exercises sound judgment in responding to inquiries; understands when to route inquiries to next level.
• Self-motivated with strong organizational skills and superior attention to detail.
• Must be able to manage multiple tasks/projects simultaneously within inflexible time frames. Ability to adapt to frequent priority changes

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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 60-1.35(c)