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Overview:
Based in the Twin Cities Metro area, this position will require residency within proximity of the workplace and will require remote work. In addition to adhering to all Fairview policies, guidelines, procedures, the Fairview Commitments, and the Code of Conduct, it is the expectation the following requirements of the remote work policy will be met, including but not limited to:
The Human Resources Representative is responsible for providing objective consultation and risk assessment to Fairview leadership on all human resources sponsored programs, system policies, bargaining unit contracts, job and legal requirements, and performance management. This position serves as the escalation point for all employee inquiries outside of routine pay and benefit related questions. The Human Resources Representative engages the center of expertise partners and other HR teams as appropriate, and provides exemplary customer service to all Fairview employees, managers, providers, HR partners and outside vendors, agencies and family members. This is a remote work opportunity supporting Ebenezer and Fairview.
Based in the Twin Cities Metro area, this position will require residency within proximity of the workplace and will require remote work. In addition to adhering to all Fairview policies, guidelines, procedures, the Fairview Commitments, and the Code of Conduct, it is the expectation the following requirements of the remote work policy will be met, including but not limited to:
- Remote workspace that is clean, safe, and professional.
- Maintains an internet connection consistent with Fairview standards at remote workspace.
- Remain productive and responsive during their scheduled work hours.
- Attend primary Fairview location, as needed.
Responsibilities/Job Description:
This position:
- Serves as first call for help to Fairview leadership teams on HR related topics and assists with tactical planning as needed when making business decisions. Helps identify options and associated risk with each option. Collaborates with other organizational stakeholders (legal, risk, occupational health, payroll, strategy, etc) as appropriate to mitigate risk.
- Ensures leaders have adequate information on which to base their decisions as it relates to performance management (annual reviews, corrective action, reasonable suspicion testing, drug diversion investigations) including both low and high risk situations.
- Serves as first-step escalation point for employee concerns and issues that are outside of routine pay and benefit questions.
- Acts as an objective resource to employees questioning process, department guidelines and policies and employment practices
- Proactively facilitates positive employer/employee relations through on-going learning and development. Conducts inservices and seeks out learning opportunities to enhance personal skill development.
- Partners and collaborates with other HR functional and system representatives to implement new processes and programs, standardize processes for efficiency, and share best practices throughout the system.
- Reinforces leader accountability and supports system leadership when dealing with job requirements including completion of timely performance reviews, submission of employee changes, e-time review and approvals, required learning, life support and employee annual screening/flu shot compliance as well as other minimum job requirements
- Reaches out to new leaders to provide general orientation
- Collective bargaining agreement, physician contract and policy interpretation.
- Policy development and review of departmental/system guidelines and practices.
- Responds to unemployment claims and attends unemployment hearings, and to regulatory agencies subpoena’s and information requests such as MN Board of Nursing
- Demonstrates ability to provide care or service adjusting approaches to reflect developmental level and cultural differences of population served
Qualifications:
Required:
- Education: Bachelor’s degree in Human Resources or related field
Experience: Minimum of 3 years of progressive Human Resources experience
Preferred:
- Education Master’s Degree
- Experience: Five years of progressive Human Resources experience that includes employee and labor relations; experience in a complex organization with multiple locations and employee groups. Healthcare experience a plus
- License/Certification/Registration: SPHR, PHR, SHRM-SCP or related certification
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