Human Resource Generalist

Family Practice Center•Monroe Township, PA

18d

About The Position

Family Practice Center, P.C. is seeking a full-time Human Resources Generalist to coordinate human resources activities and work frequently with management, employees, the public, and other agencies or officials. The role handles highly sensitive and confidential issues and requires the ability to relate to people at all levels while balancing corporate needs, employee goodwill, and business needs. The qualified individual will serve as an active member of the local management team and provide leadership and support in human resources policies, procedures, laws, standards, and government regulations. The position is associated with the Selinsgrove location, depending upon the candidate’s location. Family Practice Center is a group of primary care physicians, physical therapists, and physical therapist assistants operating 80 office locations across 14 Central Pennsylvania counties. Its services include family medicine, pediatrics, counseling, physical therapy, onsite lab and x-ray, and more. The company offers a competitive total compensation package and benefits including medical, dental, vision, FSA, disability, life, and 401(k).

Requirements

Bachelor of Science or Bachelor of Arts in Business with a Human Resources concentration and 3–5 years of HR Generalist experience, or an equivalent combination of education and experience that enables successful performance of the essential functions.
High level of customer focus, internally and externally.
Strong communication and interpersonal skills.
Knowledge of local, state, and federal laws and regulations concerning employment practices.
Ability to manage a variety of assignments simultaneously.
Ability to lead, train, and motivate team members effectively.
Ability to develop and maintain a cooperative, team-oriented work environment.
Ability to work with people from diverse backgrounds and at varying organizational levels.
Ability to use Microsoft Excel, Word, and PowerPoint.
Ability to handle highly sensitive and confidential issues.
Familiarity with ACA, COBRA, ERISA, FMLA, OSHA, and related state and federal regulations.

Responsibilities

Serve as an active member of the local management team, providing leadership on human resources policies, procedures, laws, standards, and government regulations; coach managers as needed.
Provide day-to-day support to front-line managers and team members on employee relations.
Process unemployment compensation matters and potential charges promptly and efficiently, and attend hearings when necessary.
Monitor and report PTO and sick leave usage to payroll and scheduling.
Maintain employee personnel files and monitor and close out files for terminated employees.
Distribute and monitor employee performance evaluations to ensure timely completion.
Update and monitor eligible salary adjustments or increases based on evaluations.
Report, maintain, and monitor workers’ compensation case files and follow up on open cases.
Monitor employee eligibility for medical, vision, and dental insurance; explain benefits and process enrollments, cancellations, and changes for medical and dental insurance.
Verify medical, dental, vision, and supplemental benefit bills for payment processing.
Maintain and distribute lists of employees added to or cancelled from medical, vision, dental, and supplemental benefit plans.
Maintain and monitor employee disability case files.
Administer human resources plans and procedures for company personnel and maintain Human Resource Information System records and database reports.
Maintain compliance with federal and state employment regulations and applicable Medicare Corporate Compliance and HIPAA guidelines.
Conduct or coordinate new employee orientations to explain benefit plans and enrollment provisions; counsel employees and applicants on plan provisions so they can make informed decisions.
Communicate effectively verbally and in writing with superiors, colleagues, and people outside the company, and maintain constructive working relationships.
Improve the effectiveness of HR programs by developing strategies to enhance team member satisfaction, employee relations management, and current processes and procedures.
Coordinate and manage benefits activities, including enrollment, terminations, and annual open enrollment.
Train functional managers on new policies or procedures.
Investigate team member concerns objectively and recommend resolutions.