Responsibilities

Job Summary / Purpose
The HR Coordinator supports established partnerships across the HR function with multiple Centers of Excellence (CoEs) to deliver value within a unit, facility, market, or division.  Responsible for supporting and providing a positive employee experience through onboarding as well as aligning processes to support manager and employee self-service transactions, while ensuring integrity of data maintained in various systems.  

Essential Key Job Responsibilities
Service Excellence

Ensure needs are met in a timely manner and with the highest level of customer service in support of HR functional support, as well as manager and employee transactional HR support.Provide HR Policy guidance to assist employees in locating and navigating enterprise and divisional policies.Oversee onboarding activities for all new hires to ensure complete and accurate information is collected and entered into HR systems and to ensure positive experience for all candidates.Support Day One Orientation, as well as monitoring of candidate experience to ensure alignment with culture and efficiency of activities.Coordinate day-to-day HR administrative tasks to ensure compliance and accurate entry of data into HR systems.Assist and oversee initiatives for the office to include coordinating candidate interviews, employee engagement initiatives and facility specific programs.Partner with HR teams to design effective programs, processes, and policies to ensure standards across the facility/division are aligned within each facility and across all areas.Identify and implement HR best practices to align, partner and collaborate with leadership to ensure high standards of service.Perform ad hoc requests and assist with special projects and other tasks or initiatives as needed.

Culture – Assists the HR leader with integrating culture standards consistent with the CommonSpirit Health’s mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture.

Centers of Expertise (CoE) Utilization: Collaborates with HR leaders and CoEs to support the accomplishment of business goals, objectives, and outcomes: 

Identifies business unit/facility/service line needs to HR Leader and CoE partners for program and resource solutions that support effective people management and operational performance.Assists the HR leader and CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders. Supports the HR leader and CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.
Qualifications

Minimum Qualifications
Required Education and Experience 
Bachelor’s Degree, or Associates Degree with one year relevant experience, or High School Diploma/GED and three years relevant experience.  

Required Minimum Knowledge, Skills, Abilities and Training
Proficient with Microsoft Office, strong written and verbal communication skills, demonstrates exceptional customer service skills.  Knowledge of terminology and competencies demonstrated in an HR environment. 

Functional Competencies

Accountability – Creates a culture of accountability and expectations of excellence for themselves and others.  Ensures timely feedback is provided regarding individual progress on projects/goals.  Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises. Employment & Labor Law - Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations.  Consults counsel from HR leader and legal partners. Business Acumen – Has a basic understanding of financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served.  Uses analytics to become an informed HR partner.  Flexibility – Flexible and adaptable to the changing needs of the regulatory environment, organization, and business needs/requirements.Overview

Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.