Human Resources Generalist

Community Care Physicians•Town of Colonie, NY

4h•$65,000 - $75,000•Hybrid

About The Position

Our HR Team is growing! We're looking for an HR professional to join our knowledgeable team! The typical hours for this role are Monday-Friday 8:30am-5:00pm, hybrid schedule. The Human Resource Generalist (HRG) will execute the day-to-day functions of the HR department in the areas of, but not limited to, talent acquisition, employee relations and leave administration. This role supports all aspects of the employee life cycle. The HRG will work closely with all members of the HR department and collaborate on special projects alongside HR leadership. The HRG will provide excellent customer service to all employees of the organization in addition to educating and enforcing CCP policies, procedures and work rules.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required.
At least two years of corresponding experience in a human resources department needed; experience within a healthcare setting a plus.
Excellent technical, multi-tasking and organizational skills a must.
Ability to maintain a high level of confidentiality and discretion required.
Applicants focused in other areas of HR with 2+ years' experience will be considered.
Excellent organizational skills with a strong emphasis on accuracy, attention to detail and follow through.
Exceptional interpersonal skills, proven ability to communicate complex information in a comprehensive, professional manner.
Demonstrated ability to maintain and foster interdepartmental working relationships and provide quality service.
Ability to work independently, coordinate and prioritize multiple projects.
Strong interpersonal and communications (written & verbal) skills.
Excellent time management skills with a proven ability to meet deadlines.
Ability to prioritize tasks and to delegate them when appropriate.
Strong critical thinking and conflict resolution skills.
Proficiency with Microsoft Office Suite, specifically Excel, and ability to quickly learn the organization’s HRIS system.
Strong documentation and investigative skills.
Ability to act with integrity, professionalism, and confidentiality.
Knowledge of federal/state/local employment/labor laws as well as company policies.

Nice To Haves

Current PHR and/or SHRM-CP certification a plus; must be obtained within 1 year if not current.
Familiarity with ADP preferred.

Responsibilities

Serve as a primary point of contact for employee and manager relations matters.
Conduct workplace investigations related to harassment, discrimination, misconduct, wage/hour concerns, and policy violations; prepare clear and defensible documentation.
Provide guidance to managers on performance management, corrective action, progressive discipline, terminations, and restructuring.
Draft corrective action documentation, Performance Improvement Plans (PIPs), and separation paperwork.
Escalate complex or high-risk matters to HR leadership as appropriate.
Support conflict resolution and facilitate difficult conversations with professionalism and neutrality.
Track employee relations metrics and identify trends.
Administer compensation-related processes, including salary bands, merit increases, promotional and market adjustments, and incentive/bonus coordination.
Support annual compensation planning and review cycles.
Maintain compensation data and job documentation within the HRIS.
Assist with internal equity reviews and market benchmarking analysis.
Support wage and hour compliance, including FLSA classification reviews and exempt/non-exempt audits.
Prepare compensation analysis and reporting for HR leadership.
Partner with payroll to ensure accurate and timely pay and employment status updates.
Coordinate and/or lead and actively participate in various cross functional HR projects inclusive of timelines, documentation, and deliverables.
Stay current with all pertinent federal and state regulations, filing and compliance requirements both adopted and pending affecting employee benefit programs, including ERISA, COBRA, FMLA, PFL, ADA, SECTION 125, Workers’ Compensation, Medicare, Social Security and DOL requirements.
Maintain knowledge of recommended best practices and regulatory changes within employment law; reviews policies and practices to maintain compliance.
Maintain compliance with federal, state, and local employment laws and regulations.
Employee agrees to comply with CCP’s Corporate Compliance Policy and all laws, rules, regulations and standards of conduct relating to the Corporate Compliance Policy and has a duty and obligation to report any suspected violations of any law, the standards of conduct or Corporate Compliance Policy to his or her immediate Supervisor, the fraud and abuse hotline, the Compliance Officer, Human Resources or the Chief Executive Officer.