Human Resources Business Partner

It's fun to work in a company where people truly BELIEVE in what they're doing!

Our intention is to have employees who are passionate about making their personal mission statement come to life each day at work! Be it through providing healing, eradicating loneliness,contributing to efficiencies, streamlining processes, being dependable,sparking creativity or something else,the demonstration ofHOW you do your job is just as important as WHAT you do in your job.

Alongside our valued employees, we are making a difference throughout the state of Ohio in the lives of those that need healthcareorthoseembracingthe next chapter of their lives.

Sustained members of our team demonstrate accountable behavior and share our values of customer service, innovation, inclusion, integrity, financial stewardship, leadership, and care.

The Area Human Resources Business Partner serves the employees of their assigned locations in all areas of human resources at one or more life plan communities or one or more home health and hospice locations in accordance with company standards and federal, state, and local standards, guidelines, regulations, and laws, ensuring effective delivery of employment services to staff members.

• Resolves questions and concerns pertaining to HR policies and procedures from staff members and location management and ensures appropriate and consistent application and practice. Keeps staff members and location management informed of changes to HR policies and procedures.

• Assists corporate HR in developing or updating HR policies and procedures. Implements these policies and procedures with concise and timely communication to staff members and location management.

• Consults with location management concerning staffing issues, disciplinary actions/counseling, terminations, etc. Reviews and approves all disciplines and terminations prior to action involving corporate HR or legal counsel as appropriate.

• Develops new job description with the support of Corporate HR.

• Administers and monitors the performance review process ensuring timeliness, legal appropriateness, consistency, goal setting, and follow-through.

• Fosters an open and positive atmosphere inclusive of communication and open-door practices.

• Works as the location point person for employee opinion surveys, open enrollment, learning management system, etc.

• Serves as a champion of recognition and appreciation throughout the organization.

• Ensures that concerns are addressed through the proper resolution procedure in partnership with the Executive Director.

• Provides information to outside sources in accordance with company standards and employment guidelines, regulations, and laws (i.e. verification of employment, wages, reference checks, etc.).

• Serves as local point person in compiling data and documentation for OCRC, EEOC, DOL, attorneys or other legal entities to submit to corporate HR.

• If a union is present at the location, fosters a productive relationship with the union representative, stewards, etc., educates location management on the union contract, coordinates the grievance process, coordinates contract negotiations, etc.

• Ensures accurate and timely reporting of information is provided to corporate.

• Reviews bi-weekly payroll changes and payroll registers for appropriateness.

• Generates and distributes reports as necessary (i.e. employee information, accruals, turnover, salary roster, statistical data, etc.)

• Supplements benefit education, counseling, and administration of all company-sponsored benefits programs during the open enrollment period and throughout the rest of the year (i.e. medical, dental, vision, supplemental life, short and long-term disability, 403(b), etc.).

• Participates in annual compensation calls to identify wage challenges at the local level.

• Creates a safe employee workspace. When situations occur, directing workers’ compensation activities including investigations, reporting, tracking and working with the third-party administrator.

• Oversees unemployment compensation activities, including submitting timely responses to requested information and providing appropriate and complete appeals to reduce inappropriate unemployment compensation payments.

• Works with Executive Director and location management team, as needed, to develop labor budget.

• Develops the annual local HR budget.

• Works with centralized recruiters to effectively recruit candidates for open positions,…