HR Coordinator

Summit BHC

About The Position

The Human Resources Coordinator serves as the primary Human Resources partner for an assigned facility, collaborating with the Regional HR Business Partner to deliver HR services. The role supports employee engagement, employee relations, leadership development, workforce planning, onboarding, compliance, and HR operations while fostering a positive employee experience and partnering with operational leaders to support business objectives. The coordinator provides day-to-day HR guidance to facility leaders, supervisors, managers, and employees; supports recruiting, hiring, onboarding, employee relations, workforce stability, and talent development; maintains accurate HRIS data and audit-ready employee records; and helps ensure compliance with employment laws, organizational policies, healthcare regulations, and accreditation requirements. The role also handles personnel actions and supports payroll, benefits, leave administration, orientation, reporting, audits, and other HR initiatives. St. Gregory Recovery Center offers a comprehensive benefit plan and a competitive salary commensurate with experience and qualifications. Qualified candidates should submit a resume. The organization is an equal opportunity employer and encourages veterans and military spouses to apply.

Requirements

High school diploma or GED required.
Three or more years of progressive Human Resources experience supporting employee relations, recruitment, onboarding, or HR operations.
Experience partnering with supervisors and managers to resolve employee issues and support day-to-day HR activities.
Experience using HRIS platforms and Microsoft Office applications.
Demonstrates empathy, professionalism, and sound judgment while building trust with employees and leaders.
Provides responsive, employee-centered HR support while maintaining confidentiality and professionalism.
Builds positive relationships across departments and contributes to teamwork and accountability.
Communicates clearly, effectively, and respectfully with employees and leaders.
Adapts to change and responds effectively in a dynamic healthcare environment.

Nice To Haves

Bachelor’s degree in human resources, Business Administration, Healthcare Administration, or a related field.
Healthcare experience; behavioral healthcare experience is a plus.
Workday experience.

Responsibilities

Assist with recruiting plans, post open positions, coordinate interviews, track candidate activity, support pre-employment screening and offer letters, and participate in recruiting events.
Support employee engagement, recognition, retention, workplace culture, stay interviews, new-hire check-ins, and related action plans.
Monitor turnover, vacancies, retention, onboarding, employee feedback, and other workforce trends; share observations and recommendations with facility and HR leadership.
Support leaders in applying HR policies and employment practices consistently and in alignment with organizational and regulatory expectations.
Assist with new leader onboarding, leadership development, HR education, and interpretation of workforce data and people-related indicators.
Partner with facility leaders, Corporate HR, Talent Acquisition, Learning and Development, and operational teams on workforce capability and organizational goals.
Assist with employee relations matters and investigations, including information gathering, documentation, confidentiality, and escalation of complex matters.
Promote compliance with employment laws, organizational policies, healthcare regulatory requirements, and HR best practices.
Maintain audit-ready employee records, HR documentation, personnel files, training records, licensure information, and employment documentation.
Support readiness for Joint Commission, CARF, CMS, state licensing, and other regulatory or accreditation surveys through audits, documentation reviews, and corrective-action follow-up.
Monitor staffing levels, vacancies, turnover, position control, labor needs, and workforce trends to support workforce planning.
Maintain accurate HRIS and workforce data, including status changes, job profiles, reporting structures, transfers, promotions, terminations, and secondary assignments.
Prepare, review, and analyze HR reports and workforce metrics, including headcount, vacancies, attrition, retention, attendance, overtime, onboarding, training compliance, and licensure.
Track HR operational tasks, audits, compliance items, employee lifecycle activities, and workforce planning initiatives.
Serve as a day-to-day HR partner to facility leaders, supervisors, managers, and employees, providing timely guidance and follow-up.
Build relationships with clinical, administrative, and support department leaders to understand priorities, staffing challenges, workforce trends, and business needs.
Support HR initiatives, policy updates, process changes, and business priorities through communication, follow-up, and leader accountability.
Facilitate facility new-hire orientation and present Human Resources information.
Process employee status changes, job changes, transfers, promotions, terminations, reporting updates, compensation changes, and other personnel actions accurately and promptly.
Support onboarding administration, including new-hire paperwork, background checks, I-9/E-Verify completion, orientation scheduling, system access coordination, and compliance documentation.
Track required employee documentation, including licenses, certifications, health screenings, mandatory training, annual acknowledgments, job description acknowledgments, and policy attestations.
Assist with payroll, benefits, and leave administration by answering routine questions, tracking documentation, coordinating with partners, and following up.
Prepare HR materials, maintain trackers, organize employee communications, and support HR projects, audits, and facility initiatives.
Respond to routine employee and leader inquiries about HR processes, forms, policies, deadlines, system navigation, and required documentation.
Coordinate with Corporate HR, Payroll, Benefits, Talent Acquisition, Compliance, Learning and Development, and facility leadership to complete HR administrative processes.