Human Resources Business Partner

We need to output HTML fragment with sections: About the role? The posting includes intro paragraph about company culture, mission, values. That could be "About the role" or maybe "About the company". The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to include sections only when posting has real specific content. We have responsibilities (Essential Activities And Tasks with percentages). We have Qualifications (Education, Experience, Other Requirements). We have Working Conditions And Special Requirements (could be under "Requirements" or maybe "Skills"? But we can treat as "Requirements". There's no explicit Benefits, Pay, Schedule. So we should not create those sections. Also no "Skills" separate; we could include skills under Qualifications or Requirements. The posting mentions proficiency with Windows, Microsoft Office, HCM Workday, ATS, etc. Those could be under Skills. But we can also put them under Qualifications. The instruction: prefer a few substantive sections over many thin ones. So we could have sections: About the role (intro), Responsibilities (the essential activities), Qualifications (education, experience, other requirements), Skills (proficiency), Working Conditions (maybe as part of Requirements). But we need to avoid thin sections. Perhaps combine Skills into Qualifications. Or combine Working Conditions into Qualifications as "Working Conditions". But the instruction says we can use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can choose which to include. We have substantive content for About the role (intro paragraph). Responsibilities (Essential Activities And Tasks). Qualifications (Education, Experience, Other Requirements). Skills (proficiency with Windows, MS Office, HCM Workday, ATS). Working Conditions (maybe as Requirements). But we could also put Working Conditions under Requirements. However we already have Qualifications; maybe we can have Requirements (which includes Working Conditions and Other Requirements). But we already have Other Requirements under Qualifications. Might be redundant. Better: Sections: About the role, Responsibilities, Qualifications (including education, experience, other requirements, skills), Working Conditions (maybe as part of Qualifications). But we need to avoid thin sections. Working Conditions has several bullet points; could be its own section. Thus we could have: About the role, Responsibilities, Qualifications, Working Conditions. Check if any content for Benefits, Pay, Schedule: none, so omit. Now we need to format: Use

for section headings. Use

• for any list of duties/requirements/benefits. Use

  for prose. We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate etc. The posting includes "All other duties as assigned." That's a line under Qualifications? Actually appears after Qualifications heading? It's under Qualifications? It says "Qualifications All other duties as assigned." That seems like a stray line; we should keep it? It's not substantive; it's generic. Might be considered boilerplate; but it's part of the posting. The instruction: remove duplicated lines, cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. "All other duties as assigned." is generic but not necessarily boilerplate; but it's a typical phrase. Might be considered filler. I'd consider removing it as it's not specific. However we need to preserve ALL substantive information; this is not substantive. So we can drop it. Now we need to extract content. Intro paragraph: "It's fun to work in a company where people truly BELIEVE in what they're doing! Our intention is to have employees who are passionate about making their personal mission statement come to life each day at work! Be it through providing healing, eradicating loneliness, contributing to efficiencies, streamlining processes, being dependable, sparking creativity or something else, the demonstration of HOW you do your job is just as important as WHAT you do in your job. Alongside our valued employees, we are making a difference throughout the state of Ohio in the lives of those that need healthcare or those embracing the next chapter of their lives. Sustained members of our team demonstrate accountable behavior and share our values of customer service, innovation, inclusion, integrity, financial stewardship, leadership, and care." We can put that in a

  under About the role. Responsibilities: The "Essential Activities And Tasks" section with bullet points grouped by categories with percentages. We need to preserve all details. We'll need to convert each bullet into

• . The percentages are part of the description; we should keep them. The categories: Human Resources Management - 60% (then many bullet points). Recruitment, Selection, and Onboarding -15% (then bullet points). Quality, Compliance, and Risk Management - 10% (bullet points). People Management and Development -10% (bullet points). Strategic Planning -5% (bullet points). We'll need to keep the category headings maybe as or within
• . Since we need to use
  • for any list. We could have a
    where each
    • starts with the category heading (maybe bold) and then the sub-bullets? But we cannot nest
      inside
      • ? Actually we can, but the instruction says use
        • for any list of duties/requirements/benefits. It doesn't forbid nested lists. But to keep simple, we could flatten: each responsibility as a separate
        • and include the category prefix. However we might lose grouping. But it's okay as long as we preserve all info. We'll include the category heading as part of the
        • text. We need to be careful to not miss any bullet. Let's extract the HR Management bullets: - Resolves questions and concerns pertaining to HR policies and procedures from staff members and location management and ensures appropriate and consistent application and practice. - Keeps staff members and location management informed of changes to HR policies and procedures. - Assists corporate HR in developing or updating HR policies and procedures. - Implements these policies and procedures with concise and timely communication to staff members and location management. - Consults with location management concerning staffing issues, disciplinary actions/counseling, terminations, etc. - Reviews and approves all disciplines and terminations prior to action involving corporate HR or legal counsel as appropriate. - Develops new job description with the support of Corporate HR. - Administers and monitors the performance review process ensuring timeliness, legal appropriateness, consistency, goal setting, and follow-through. - Fosters an open and positive atmosphere inclusive of communication and open-door practices. - Works as the location point person for employee opinion surveys, open enrollment, learning management system, etc. - Serves as a champion of recognition and appreciation throughout the organization. - Ensures that concerns are addressed through the proper resolution procedure in partnership with the Executive Director. - Provides information to outside sources in accordance with company standards and employment guidelines, regulations, and laws (i.e. verification of employment, wages, reference checks, etc.). - Serves as local point person in compiling data and documentation for OCRC, EEOC, DOL, attorneys or other legal entities to submit to corporate HR. - If a union is present at the location, fosters a productive relationship with the union representative, stewards, etc., educates location management on the union contract, coordinates the grievance process, coordinates contract negotiations, etc. - Ensures accurate and timely reporting of information is provided to corporate. - Reviews bi-weekly payroll changes and payroll registers for appropriateness. - Generates and distributes reports as necessary (i.e. employee information, accruals, turnover, salary roster, statistical data, etc.) - Supplements benefit education, counseling, and administration of all company-sponsored benefits programs during the open enrollment period and throughout the rest of the year (i.e. medical, dental, vision, supplemental life, short and long-term disability, 403(b), etc.). - Participates in annual compensation calls to identify wage challenges at the local level. - Creates a safe employee workspace. When situations occur, directing workers’ compensation activities including investigations, reporting, tracking and working with the third-party administrator. - Oversees unemployment compensation activities, including submitting timely responses to requested information and providing appropriate and complete appeals to reduce inappropriate unemployment compensation payments. - Works with Executive Director and location management team, as needed, to develop labor budget. - Develops the annual local HR budget. That's a lot. Recruitment, Selection, and Onboarding -15% bullets: - Works with centralized recruiters to effectively recruit candidates for open positions, including attending job fairs, holding hiring events, partnering with local schools, and other means. - Develops and maintains an efficient pre-employment and onboarding process, including conducting drug screening, fingerprinting, and other tasks. - Develops, coordinates, and implements new hire orientation that includes topics relating to an organization and location overview, policies and procedures, benefits, etc. Quality, Compliance, and Risk Management -10% bullets: - Ensures that the location is in compliance with current applicable federal and state employment regulations and laws regarding wages, overtime, work hours, workers’ compensation, unemployment compensation, etc. - Ensures that personnel files are complete and documentation contained is compliant with current company standards and employment guidelines, regulations, and laws (i.e. Form I-9, income tax forms, reference checks, HIPAA regulations, etc.). - Oversees employee leave requests including serving as a resource to location management and staff members. - Maintains confidentiality of all personnel information accordance with company standards and employment guidelines, regulations, and laws. People Management and Development -10% bullets: - If applicable, manages the HR staff for one or more life plan communities and possibly one or more Ohio Living Home Health & Hospice locations. - Fosters a positive work environment that attracts, retains, and motivates employees. - Interviews, selects, and orients new direct reports. - Defines, establishes, and promotes performance expectations so direct reports understand and demonstrate excellence through high quality and consistent performance. - Evaluates job performance of direct reports in accordance with the company policy and procedure and provides developmental guidance to staff for improved performance and growth. - Monitors accountability with organization requirements prescribed by the Employee Handbook. Documents and engages employees who are routinely not observing these requirements in an effort to achieve compliance. Works with corporate when circumstances arise that necessitate further documentation and intervention. - Participates in the development, planning, scheduling, conducting, and monitoring of in-service training programs, on-the-job training, and orientation programs for departmental staff. Strategic Planning -5% bullets: - Implements broad-based goals and cultural initiatives (i.e. inclusion). - Develops and manages the workforce strategy and HR function at the location to support organizational growth, goals, and objectives, and responds to the changing needs of the organization. - Participates in strategic planning at the location with the purpose of aligning HR with the organization and location goals and vision. - Works on the succession planning evaluation and analysis process with the location’s management team. Now Qualifications: Education Bachelor’s degree in human resources or a related field required. Experience Five years experience in human resources required. Strong knowledge of employment guidelines, regulations, and laws required. Experience in a long-term care facility, hospital, or other related medical facility preferred. Proficiency with Windows, Microsoft Office (Word, Excel, PowerPoint), and the internet required. Proficiency with an HCM, ideally Workday, required. Proficiency with an applicant tracking system (ATS) required. Other Requirements Must be able to read, write, speak, and understand the English language. Must possess a valid driver's license and acceptable driving record. Must be insurable under professional liability and crime coverage policies as specified by insurance carrier underwriting standards. We could split Qualifications into Education/Experience and Skills. But we can also have a single Qualifications section with sublists. We need to use
          • for any list. So we can have a
            for qualifications items. Working Conditions And Special Requirements: Sitting - Up to 8 hours/day Standing - Up to 4 hours/day Walking - Up to 2 hours/day Lifting, pushing,