HR Advisor- Oconomowoc

Rogers Memorial Hospital•Oconomowoc, WI

4d•Onsite

About The Position

The HR Advisor II plays a key role in supporting supervisors and managers across the organization by providing guidance on employee relations, performance management, and compliance with HR policies and procedures. This position serves as a trusted partner in fostering a positive work environment, ensuring fair and consistent application of policies, and supporting the full employee lifecycle from onboarding to offboarding.

Requirements

Strong knowledge of federal, state, and local employment laws and regulations.
Experience in handling employee relations issues and investigations.
Experience with immigration and visa processes (e.g., H-1B, TN, green card sponsorship).
Familiarity with HRIS systems and data analytics tools.
Familiarity with The Joint Commission (TJC) standards and healthcare compliance.
Ability to prepare for and support regulatory audits (e.g., The Joint Commission, state labor audits).
Strong coaching and mentoring skills.
Excellent interpersonal and communication skills.
Strong conflict resolution capabilities.
Ability to analyze data from employee touchpoints and ER trends to inform strategy.
Strong problem-solving skills and sound judgment in sensitive situations.
Exceptional organizational skills with the ability to manage multiple priorities.
Detail-oriented with a commitment to accuracy and compliance.
Ability to handle sensitive and confidential information.
Capacity to remain calm and professional under pressure.
Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent work experience required.
5+ years of progress experience, including in an HR Generalist or Advisory role.
Strong knowledge of employment law, employee relations, and HR compliance.
Experience with HRIS systems, Microsoft Office Suite, and data reporting tools.

Nice To Haves

Experience in healthcare (preferred).
Experience with immigration processes and employee sponsorships (preferred).
PHR or SHRM-CP (preferred)

Responsibilities

Facilitate regular meetings with supervisors and managers to discuss talent and employee issues and/or development opportunities.
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide day-to-day coaching and support to supervisors and managers on a wide range of topics, including employee performance, engagement, and development, as well as conflict resolution.
Assist in interpreting and applying HR policies and procedures consistently.
Support the resolution of employee concerns and complaints with objectivity, consistency, professionalism, and confidentiality.
Promote a respectful and inclusive workplace culture.
Guide leaders through progressive discipline processes, ensuring documentation and legal compliance.
Coordinate termination logistics, ensuring compliance with internal policies and legal requirements.
Support offboarding and termination processes, including exit interviews and risk mitigation strategies.
Support leaders in facilitating termination conversations and necessary paperwork, ensuring empathy and professionalism.
Conduct structured employee check-ins at 30, 60, 180, and 365 days, as well as climate studies (or ‘stay interviews/) to enhance engagement and retention.
Identify and escalate trends or concerns to HR leadership.
Prepare for and support internal and external audits, including The Joint Commission (TJC) and state regulatory reviews.
Present data to surveyors.
Maintain accurate and up-to-date employee records and documentation.
Ensure HR practices are compliant with federal, state, and local employment laws.
Partner with legal and HR Service Center to track and manage employee sponsorships and visa processes.
Liaise with legal counsel to ensure timely and accurate submissions.
Maintain records and monitor expiration dates for visa-related documentation.
Where applicable, partner with HR Business Partner to provide data or support related to labor relations and/or grievance resolution.
Act as a neutral witness in internal investigations, ensuring fairness and compliance with legal and organizational standards.
May also be required to lead investigations in certain circumstances.
Work with legal counsel as needed to address HR-related legal issues.
Complete impact analysis for reduction in force or similar situations.
Identify training needs and develop programs to enhance employee skills and knowledge.
Complete I9’s for new employees.
Oversee employee absence tracking and reporting (process previously residing with Employee Health).
Ensure legal compliance with all State and Federal regulations.
Conduct training on related Human Resource topics, as requested.
Performs other related duties as assigned.