Junior Human Resources Business Partner Position Available In Miami-Dade, Florida

Junior Human Resources Business Partner Claremedica Health Partners Llc – 3.6

Miami, FL Job Details Estimated:

$59.6K – $77.4K a year 7 hours ago Qualifications Microsoft Powerpoint Bilingual Spanish Microsoft Excel Customer service Employment & labor law English Mid-level Bachelor’s degree Human resources Professional In Human Resources Human Resources 2 years Communication skills Workday Time management Full Job Description At ClareMedica, exceptional is the standard. Driven by our purpose to enhance the lives of the seniors in the communities where we have the privilege to work, live, and play, the ClareMedica team is comprised of the brightest and best in their fields of expertise. From clinical excellence to unparalleled administrative support and beyond, we’re working together to help seniors live happier, healthier, fuller lives. That kind of teamwork and passion for excelling can only exist in a workplace that fosters employees’ growth and wellness and where their full potential and value are realized. At ClareMedica, we’re excited about great people like you. We’re even more excited to support you with the resources, training, benefits, competitive compensation, and more to help you thrive and succeed in our communities. Opportunity awaits – welcome to ClareMedica.

ESSENTIAL FUNCTIONS

The role of the Operations Business Manager involves strategic planning and overseeing of various human resources functions, including talent acquisition, compensation, benefits, training, and employee relations. This position is responsible for the administration of human resources programs and policies that reflect the Company’s mission and values, support company goals, achieve objectives, and positively engage the workforce. The Operations Business Manager also possesses an extensive and up-to-date understanding of federal and state employment laws to advise leadership with solutions for human resources issues and evolving organizational needs. Additionally, they spearhead the implementation of best practices and/or programs, to facilitate processes and provide comprehensive data and reports on HR activities.

DUTIES AND RESPONSIBILITIES

Establishes a Business Partner relationship with client departments to support the achievement of goals and objectives through employee engagement. Partner with key leaders in the organization to align HR practices with current and future business needs. Active participation in client departmental meetings as a support resource. Identify areas of opportunities in client departments and support the development of CAP’s (Corrective Action / Preventive Action) strategies. Assures the compliance of policies, procedures, and labor laws. Provide guidance to management on issue resolution, corrective action, terminations, and various employment topics such as performance management and general HR policies and procedures to assure fairness and consistency. Investigate issues, such as working conditions, disciplinary actions, and general employee grievances and complaints. Formally documents each investigation process and recommends a course of action. Stays current on recent federal, state, and case law changes and monitors labor law updates and newsletters for changes that affect HR. Answers Department of Labor or any other governmental agency requests, including employee complaints. Conducts Exit Interviews, analyzes data, and tracks feedback and trending while providing feedback to Leadership regarding emerging trends or patterns. Assists in administration of Performance Management cycle. These activities may include counseling employees on the common review date process and timelines, providing training to managers/employees on the Performance Review/Appraisal system (Success Factors) and performance review forms, and reporting on and communicating from documentation processes within the system. Supports the administration of leave of absence policies and procedures. Responsible for Payroll administration and auditing. Supports and promotes recognition programs and other employee initiatives. Submits Employee Relations reports such as Termination Reports, Investigation Cases reports, Turnover Ratios, Legal Cases, etc. Performs as facilitator/resource for internal training to the workforce as necessary. Provide ad-hoc support to the HR team during determined initiatives and as part of a business need. Work in other areas as needed. Other duties and responsibilities as assigned.

SUPERVISORY RESPONSIBILITIES

This position does not have supervisory responsibilities.

WORKING CONDITIONS

General office working conditions.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential function. While performing the duties of this job, the employee will be required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb stairs, balance; stoop, kneel, crouch or crawl; talk or hear. The employee must occasionally lift and or move up to 15 pounds. Specific vision abilities required by the job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust to focus. Frequent travel may be required, often up to several hours of driving per day. Manual dexterity is required to use desktop computers and peripherals.

WORK ENVIRONMENT

Work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of his job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. The noise level in the work environment is usually moderate. TRAVEL Travel is primarily local during the business day, although some out-of-area and overnight travel may be required.

SAFETY HAZARD OF THE JOB

Minimal Hazards

QUALIFICATIONS/REQUIREMENTS

Bachelor’s degree (BA) in Human Resources or a related field from a four-year College or university and two to three years of related experience and/or training; or equivalent combination of education and experience. The employee must demonstrate extensive knowledge of all applicable federal and local laws. Professional Human Resources Certification is preferred. Effective oral and written skills in English and Spanish. Excellent interpersonal skills. Ability to observe confidentiality and integrity. Ability to make recommendations to effectively resolve problems or issues by using judgment that is consistent with standards, practices, policies, procedures and regulations or laws. Ability to take initiative and work independently. Strong planning, organizational, and problem-solving skills.

Investigative skills:

ability to gather evidence, document actions taken and organize the record of the investigation. Performed tasks require independent knowledge and judgment in addition to provided instructions and procedures. Must be able to function with frequent interruptions, accept change, and able to prioritize activities when faced with competing demands. Ability to work in a team environment to create solutions to problems. Ability to influence and motivate others while developing positive relationships at all levels of the organization. Effective interpersonal communication and

Customer Service Skills:

practicing, valuing, and supporting service to both internal and external customers.

Time Management Skills:

establishing priorities and accomplishing tasks in a timely manner. Concerns for order and accuracy Accountability focus Ability to operate various types of office equipment including software packages such as Workday System, Word, Excel, and Power Point and Outlook. Availability to work extended hours as needed. Bilingual in English/Spanish is a plus.