This position is on-site in Phoenix, AZ and requires Covid-19 vaccination to be considered.  The employer is a non-profit healthcare organization.  

General Priorities

• • Is the primary point of contact and triages all incoming emails and communication that is sent to the HR Distribution Group addressing day-to-day human resources questions and requests for information in a timely manner (within 24-hours or sooner if possible.)
  • Provides customer-centric service to all team members, interns, contractors, vendors, and external contacts in alignment with the organization's Values and service standards.
  • Works and builds trust across cultural differences.
  • Assists in creating and sustaining an organizational culture that fosters inclusiveness and equity.
  • Helps support all functional areas of human resources as needed to successfully support Operations.
  • Assists in revising any identified, priority HR policies/procedures to provide for continuous improvement and a smooth transition to CHN.
  • Thoroughly familiar with and understands organization's Personnel Policy Manual and explains HR policies and procedures to employees as needed.

 

Direct Responsibilities

Leverages existing knowledge to assist in continuous improvement of Recruitment, Selection and
 

• Retention.
  • • In partnership with EDI Manager, assists in the design and implementation of a comprehensive, inclusive, onboarding and orientation program that encompasses EDI. The HR Generalist is responsible for automating and streamlining onboarding administration, prioritizing interdepartmental engagement and completion and tracking of onboarding and departmental onboarding.  Ensures knowledge of organizations policies and legal compliance.
    • In collaboration with EDI Director and key stakeholders leads continuous improvement of the recruiting/selection process with an EDI lens to match organizational values and mission impact. Including but not limited to: Additional EDI sourcing sites, job postings, interview questions, and selection process.  The HR Generalist will be responsible for implementing and training the HR staff on the HR administrative changes of any improvements to ensure success and sustainability.
• HR team lead assisting in the transition to CHN to ensure the HR team provides necessary information to CHN and meets established deadlines. I.e., Data requests and reports, tracking deadlines, follow up with HR team. 
• Assists with the implementation, monitoring and reporting of HR Dashboard, key success metrics to include time to fill, turnover, employee engagement (stay interviews, employee engagement survey (if applicable), employee recognition), and CHN transition metrics to SLT. Assess turnover information and compares this to engagement and exit interview data, looks for trends and makes recommendations on how to improve the metrics.
  • • Conducts and coordinates stay interviews with existing employees and exit interviews with departing employees and processes all necessary paperwork. Assesses trends and prepares quarterly report of findings to SLT and works collaboratively with the HR team, EDI and manager(s) to determine strategies for retention.
• CEO and HR internal communications, includes but is not limited to: CEO Town Hall Speeches, Rapid Response (culturally relevant information), Agency Updates, Cultural Heritage Month(s) in partnership with EDI, etc.

Employee Engagement

• In partnership with key stakeholders and EDI, create, monitor, and implement employee engagement program(s) with EDI in mind that focuses on staff retention, recognition, and satisfaction:
  • • Developing and implementing an affiliate wide employee recognition program.
    • Manages the employee recognition programs including, but not limited to birthday, anniversary etc. letters, gift cards and notifications.
    • Develops necessary tools to successfully implement the program.
    • Conducts and coordinates exit interviews with departing employees and processes all necessary paperwork. Assesses trends and prepares quarterly report of findings and works collaboratively with the HR team, EDI and manager(s) to determine strategies for retention. 

Employee Relations

• Update and streamline the HR employee complaint tracker process to ensure timely documentation and follow up of employee concerns and to correspond with the employee complaint SOP and inclusion of EDI in the process. Determine method and timing of regular reporting to the CEO.
• Monitor and support effective employee relations activity and provide coaching to managers on effective practices. Serves as a secondary internal consultant to manage as advisor/mediator in employee situations as necessary, per the HR Director.