HR Business Partner

Pennant Services•Eagle, ID

6h•Onsite

About The Position

Pennant Services is looking for an innovative and solution-minded HR professional to support and accelerate the results of the Service Center in Eagle, ID. Pennant Services provides specialized services to home health and hospice agencies and assisted living communities across the nation. The HR Business Partner will be responsible for providing oversight, support, mentorship and guidance to Pennant leaders who are managing all operations for the Service Center. The HR Business Partner will be expected to understand and implement essential Pennant's HR systems, platforms, benefits, talent acquisition relationships, and policies within the framework of Pennant’s unique operating model. This individual will deliver HR best practices, consultation, and guidance and will assist local agency HR professionals to do the same. The HR Business Partner will bring appropriate resolution to related HR compliance matters in partnership with involved stakeholders at the Service Center and provide support to all Service Center employees to drive HR initiatives, training, incentive programs, leadership development and coaching related to best employment practices and risk management. The HR Business Partner will be a key member of the Pennant service center teams in Idaho, Utah, Tennessee, and Connecticut and will drive cultural excellence around our core values.

Requirements

Bachelor’s degree required, preferably in Human Resources, Organizational Psychology, Business, or another related field.
A minimum of 7 years HR experience, with 3+ years of management responsibilities.
Willing to Travel as needed, up to 35%. This position will be in-office at a service center location with some in-state travel to other Service Centers. (Eagle, ID, Salt Lake City, UT, Nashville, TN, and Farmington, CT).
Continuous improvement focus, collaborative mindset, strong interpersonal skills.
Detail focused and ability to set appropriate priorities amongst multiple demands.
Experience conducting and documenting internal workplace investigations.
Extensive knowledge of state and federal employment compliance regulations to include Wage & Hour, FMLA, ADA, Workers Comp etc. – multistate experience strongly preferred.
Experience with multi-state employment issues and wage and hour laws is mandatory.
Significant experience in employee relations, recruiting, diversity initiatives, and employee life cycle.
A highly organized and detail-oriented professional.
A positive, flexible, and caring personality who displays good judgment, inspires confidence and handles confidential matters with discretion.
Excellent listening skills and demonstrates professional empathy.
Ability to provide direct, transparent feedback and develop relations of accountability.

Nice To Haves

SHRM certification preferred.
Experience in Healthcare setting and/or industry.
Experience supporting start ups and/or new business line development.
Familiarity with benefits and communicating benefit options with employees.
Experience with PeopleSoft or other HRIS systems.

Responsibilities

Passionately embrace and practice our core values and guide and train the organization in the management of employee relations within those core values.
A strategic partner, understand the core business and unique needs of our Service Center Leaders.
Assist in the development of and participate in the growth and education of leadership in the management of Human Capital within our core values and regulatory requirements of our business with a focus on mitigating organizational risk and creating a work environment of mutual trust and respect based on CAPLICO.
Understand the entire talent system and each stage of the employee lifecycle; apply that understanding to develop and support integrated talent solutions around recruiting, retention, and onboarding.
Act as the liaison to engage subject matter experts on a broad range of HR issues including applicable systems, policies, processes and workflows, employee relations, work force development, and employee engagement.
Evaluate and anticipate needs, trends, and metrics in partnership with local leadership and the expanded HR Resource team.
Serve as project support by assisting with maintaining a number of ongoing programs and projects with various differing work streams and deadlines; appropriate prioritization and timeliness of work is key.
Provide guidance and input on department restructures, workforce planning, and training needs.
Develop and support a strategic plan around improving retention, building morale, and increasing productivity across the Service Center in partnership with local leaders, including other HR professionals.
Develop relationships of trust and maintain regular dialogue with current HR, Pennant leaders and stakeholders to partner and recommend appropriate new processes, policies, and procedures and effect continual improvements in in employee satisfaction, employee retention, quality of client care, and work safety at the Service Center.
Demonstrate a solid understanding of federal employment laws in multiple states.
Support and strategize a strategic plan around recruiting, retention, and onboarding.
Supports Service Center operational leaders in the overall leadership of the HR function as a key member of the service center resource team.