ESSENTIAL DUTIES AND RESPONSIBILITIES  
 

• Provides the full scope of human resource services to assigned work units/areas, including but not limited to recruitment, employee relations, compensation & benefits, workforce planning, reward and recognition, and performance management. Works in a collaborative manner with department leadership to identify workforce patterns and trends. Uses data to assess assigned areas and demonstrates the ability to develop strategies and action plans to address issues.
• Provides consultation to managers on issues involving or related to human resources. Acts as the primary HR contact for all human resource related needs. Provides guidance and input on business unit restructures, workforce planning and succession planning. Demonstrates an understanding of unique needs of assigned departments, and has a collaborative working relationship with the Leader. Review job descriptions and make recommendations as appropriate. May attend unit/department meetings as needed.
• Provides consultation to employees on issues involving or related to human resources. Counsels partners on issues regarding benefits, policies, and procedures. Assists in resolving issues before they become major concerns. Review partner complaints and ensure accurate and timely documentation of concerns or issues. Facilitates actions to resolve partner issues and escalate them to the appropriate management team if needed. Conduct department and individual focus surveys as applicable. Looks for opportunities to connect with partners in neutral situations in order to build relationships.
• Screens and interviews applicants to recommend top candidates to managers based on application, experience, interview, references and tests (when applicable). Plans and executes recruitment activities to increase applicant pool. In collaboration with Department Leadership, develops strategic action plans. Identifies and recruits a diverse pool of candidates consistent with the organization's objectives and advises and coaches Leaders as necessary. Establishes and maintains positive relationships with outside resources to enhance recruitment efforts. 
• Is actively involved in the delivery of Mercyhealth partner orientation. Ensures that the onboarding process of new partners is successful as partners transition from partner orientation to department specific orientation.
• Completes and enters process flows (ie transfers, fte/rate changes, adding work assignments, inactivating work assignments, etc) for partners in their areas of recruitment. Confirms new hire eligibility for appropriate licensure and education. Audit and follow up on mandatory education and expired licensure and certifications.
• With the utilization of investigation and status review tools, conducts thorough investigations regarding complaints/allegations, prepares accurate documentation, and recommends appropriate action. Provides coaching and mentoring with Leadership to optimize performance management. Demonstrates an understanding of Mercyhealth policy implications as well as general legal issues and how they apply.
• Represents Mercyhealth at unemployment hearings and demonstrates good consistency in prevailing in the cases where we contest and appear in person. Represents Mercyhealth at EEOC/IDHR hearings. Assist in the coordination of information with inside and outside legal counsel. Demonstrates an understanding of strengths and weaknesses of claims and how best to defend Mercyhealth's interests.
• Demonstrates the ability to contribute to and complete special projects. Develops and maintains an active role in the Human Resource community of Mercyhealth’s market area. Involves other HR staff members and those outside of HR as appropriate.
• Performs other duties and projects as assigned. These may be based on organizational needs, skill set, and interest.

 
CULTURE OF EXCELLENCE BEHAVIOR EXPECTATIONS
To perform the job successfully, an individual should demonstrate the following behavior expectations:
 
Quality- Follows policies and procedures; adapts to and manages changes in the environment; Demonstrates accuracy and thoroughness giving attention to details; Looks for ways to improve and promote quality; Applies feedback to improve performance; Manages time and prioritizes effectively to achieve organizational goals.
 
Service- Responds promptly to requests for service and assistance; Follows the Mercyhealth Critical Moments of service; Meets commitments; Abides by MH confidentiality and security agreement; Shows respect and sensitivity for cultural differences; and effectively communicates information to partners; Thinks system wide regarding processes and functions.
 
Partnering- Shows commitment to the  Mission of Mercyhealth and Culture of Excellence through all words and actions; Exhibits objectivity and openness to other's views; Demonstrates a high level of participation and engagement in day-to-day work; Gives and welcomes feedback; Generates suggestions for improving work: Embraces teamwork, supports and encourages positive change while giving value to individuals.
 
Cost- Conserves organization resources; Understands fiscal responsibility; Works within approved budget; Develops and implements cost saving measures; contributes to profits and revenue.
 
EDUCATION & EXPERIENCE  
Bachelor’s degree in Business Administration, Human Resources, or related field required.
One-three years HR experience required.
Healthcare experience preferred.
 
CERTIFICATION/LICENSURE                    
Certification in one of the following is preferred:
 

• SHRM Certified Professionals (SHRM-CP)
• SHRM Senior Certified Professional (SHRM-SCP)
• Senior Professional in Human Resources® (SPHR®) from HR Certification Institute® (HRCI®)
• Professional in Human Resources® (PHR®) from HR Certification Institute® (HRCI®)
• Certified Healthcare Human Resources (CHHR)
• Certified Recruiter Lean Human Capital

 
ADDITIONAL REQUIREMENTS
Passing the Driver’s License Check and/or Credit Check (for those positions requiring).
Passing the WI Caregiver Background Check and/or IL Health Care Workers Background Check.
Must be able to follow written/oral instructions.
OTHER SKILLS AND ABILITIES 
Good interpretive/analytical skills
Excellent interpersonal/communication skills
May be required to work flexible hours including nights and weekends.
Some travel may be necessary
                                     
WORK ENVIRONMENT 
The noise level in the work environment is usually quiet.
Occupational Exposure: Category C - No partners in the specified job classification have occupational exposure.
 
AGE OF PATIENTS SERVED
Neonate (birth – 28 days)
Infant (29 days – less than 1 year)
Pediatric (1 year – 12 years)
Adolescents (13 years – 17 years)
Adult (18 years – 64 years)
Geriatric (65 years and older)
 

• Non-Specific Task (N/A)

 
INFORMATION ACCESS
Partner may access human resource data as needed to perform their job duties as directed by the director.
 
WORK CONTACT GROUP    
Public, schools, recruiting agencies, other hospital and clinic personnel 
 
SPECIAL PHYSICAL DEMANDS 
The Special Physical Demands are considered Essential Job Functions of the position with or without reasonable accommodations.
While performing the duties of this Job, the employee is frequently required to sit, handle, finger, feel, talk, and hear. The employee is occasionally required to stand, walk, reach, stoop, kneel, crouch, and crawl. The employee must occasionally lift and or move up to 50 pounds and up to 25 pounds frequently. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
                                   
LEVEL OF SUPERVISION
Assignments are normally received in the form of results expected and due dates. Only general procedures are available to guide work.

SUPERVISES 
This job has no supervisory responsibilities.

Click here to apply:  https://pm.healthcaresource.com/CS/mercyhealth/#/job/6520