COMPANY WEBSITE: https://enterprisemgmtinc.com/
ALTERNATIVE TITLE(S): Senior Human Resources Specialist, Human Resources Generalist, HR Lead
COMPANY: Enterprise Management Solutions, Inc.
DIVISION: Human Resources & Administration
DEPARTMENT: Human Resources
UNIT: Employee & Labor Relations
ACCOUNTABLE TO: Chief Human Resources Officer (CHRO)
CLASSIFICATION: W8BEN Independent Contractor. 40 hours per week. Exempt.
WORK SCHEDULE: 40 hours per week in virtual HR suite at 3310 Eastern Avenue, Baltimore, MD 21224 office from the hours of Monday to Friday from 8:00 AM EST to 5:00 PM EST
ANTICIPATED TRAVEL: 0% of the time.
SUMMARY OF POSITION RESPONSIBILITIES: A harmonious workplace is crucial for productivity. The HR department ensures this by addressing grievances, managing conflicts, and ensuring open channels of communication. Good employee relations also mean celebrating achievements and recognizing team members' contributions. An Employee Relations Specialist is a professional responsible for managing relationships between employees and their employer. They ensure that the organization's policies and procedures are followed fairly and consistently, and they address any issues or conflicts that arise in the workplace. Here's a breakdown of their typical responsibilities:
Policy Interpretation and Implementation: They interpret company policies and procedures for employees and managers, ensuring everyone understands their rights and responsibilities.
Conflict Resolution: They mediate disputes between employees or between employees and management, aiming to find solutions that satisfy all parties involved while also aligning with company policies and legal requirements.
Investigations: They conduct investigations into complaints of harassment, discrimination, or other misconduct in the workplace. This involves interviewing relevant parties, gathering evidence, and making recommendations for action based on their findings.
Employee Counseling: They provide guidance and support to employees facing challenges or issues at work, such as performance problems, interpersonal conflicts, or work-related stress.
Policy Development: They collaborate with HR and management to develop and revise company policies related to employee relations, ensuring they comply with legal requirements and reflect best practices.
Compliance: They stay up-to-date on labor laws, regulations, and industry trends to ensure the organization remains compliant with relevant legal requirements regarding employee rights and workplace practices.
Documentation and Reporting: They maintain accurate records of employee relations issues, investigations, and resolutions. They may also prepare reports for management on trends, metrics, and areas for improvement in employee relations.
SCHEDULED DUTIES AND RESPONSIBILITIES:
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For onboarding staff at the beginning of their work cycle:
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grant access to Ring Central
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in collaboration with CTO, establish access to the intranet software
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grant appropriate access to Quickbooks in collaboration with CFO
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double check ICANotes account creation and ensure staff person professional license credentials are entered properly and credentialed with the proper privelages
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For offboarding of staff at the end of their work cycle:
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deactivate access to Ring Central
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deactivate intranet access
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deactivate access to Quickbooks
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Attend to calls routed to you from the phone system within your scope or warm transfer to the appropriate party.
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Respond to voicemails within 2 business hours.
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Acknowledge all email inquiries that apply to your role within 1 business hour. For emails that do not apply to you ensure they are warmly handed off to the appropriate team member.
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Initiate resolutions to tickets routed to you from the intranet within 4 business hours.
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Serve as the life cycle liaison for all new hires as assigned by the talent acquisition specialist. All HR team members with the exception of the talent acquisition specialists may serve in the capacity of a life cycle liaison. The life cycle liaison is responsible for ensuring the assigned new hire completes orientation on time and ensures the new hire's HR record is compliant with the checklist standard at all times.
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Complete annual contract reviews for all 1099 independent contractors.
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Facilitate onboarding of assigned new hires during orientation phase to ensure new hires complete orientation to standard.
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Be a “doer” not just a “delegator”.
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While not performing other duties herein, focus all available time of each work day solely on directly conducting HR record compliance audits for assigned staff. Taking necessary action to bring staff records into full compliance without delay and documenting on the compliance checklists accordingly. The assignments shall be maintained by the talent acquisition specialist as the staff life cycle dictates.
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Assist the supervisor with any work related tasks as requested.
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Ensure continuity of services in your absence. Delegate the ranking staff person(s) to assume your responsibilities for absences beyond normal non-working hours.
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With the goal of spearheading resolutions, in collaboration with the Human Resources Generalist and the CHRO, investigate and document all grievances, complaints, staff related incident reports and corporate compliance reports submitted by staff. Maintain the status throughout the process until closed.
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During orientation and staff life cycle, ensure staff are aware and conform to the grievance and complaints filing policies and protocols (see TKO and Accreditation now).
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Ensure all staff complete accreditationnow.com personnel survey within the 30 days of completing orientation.
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On an annual basis, between the 1st -15th of January, compile and save to the repository the annual grievance summary, staff related incident reports, annual complaint summary, and annual corporate compliance summary for each accredited company.
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Receive and process all staff / contractor separation / termination requests; issuing acknowledgement / termination letters as needed.
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Transfer any client related incident reports to the operations division work queue.
UNSCHEDULED DUTIES AND RESPONSIBILITIES:
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Prioritize fulfillment of emergent needs of the organization as it relates to staffing, CEO initiatives and HR compliance.
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In collaboration with the CEO, spearhead the fulfillment of any non payroll related HR related inquiries from external agencies.
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Consult with the CEO and executive team regularly to implement improvements within your scope on a continuous basis.
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Works with other department / division heads to monitor the financial activities each department and make recommendations.
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Participate in external and internal audits/surveys (CARF/CSA/OHCQ) as directed by the supervisor.
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Participates in quality assurance and performance improvement plans by completing periodic audits or other activities to ensure regulatory compliance and/or improve service delivery.
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Assist the supervisor with any work-related tasks as requested.
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Collaborate with and serve as program POC for external treatment providers and outside agencies as needed.
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Responsible for following regulations of COMAR, CARF, any other regulatory body, and company policies/ procedures related to service delivery and documentation and co-facilitating orientation of all new hires to these as well.
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Support the maintenance of a safe environment by participating in training and drills as requested.
PHYSICAL DEMANDS: Regularly walk, stand or stoop; occasionally lift, carry, push, pull or otherwise move objects weighing up to 25 pounds; and regularly drive a motor vehicle.
WORKING CONDITIONS: Some work is performed in an office.
DISCLOSURES: The specific statements shown in each section of this job description are not intended to be all inclusive. They represent typical elements and criteria considered necessary to perform the job successfully. The job’s responsibilities/tasks may be modified and/or expanded over time. Company will inform the personnel member when changes in the respective job description are made.
