Human Resources Manager / Human Resources Generalist
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can use those exact headings. We need to decide what goes under each.
About the role: Position Summary paragraph.
Responsibilities: Essential Functions And Responsibilities bullet list.
Requirements: maybe "Minimum Qualifications" and "Personnel / Training / Documentation Requirements"? But those are more qualifications. Could treat Requirements as the minimum qualifications and required experience. Qualifications could be education, experience, etc. But there is overlap. Might be better: Requirements = Minimum Qualifications (education/experience). Qualifications = Preferred or additional qualifications? However posting says "Bachelors ... preferred; equivalent relevant HR experience may be considered". Also "Professional experience in human resources, employee relations, recruiting, benefits administration, or a related HR function, preferably in a healthcare, behavioral-health, nonprofit, or similarly regulated environment." That's also qualification. Could combine.
Skills: Knowledge, Skills, And Abilities and Core Competencies.
Schedule: Employment Status: Full-time.
We must not repeat job title as heading. No Job ID.
We must preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can format as lists/paragraphs. Must not omit substantive info. That's a lot. We need to include everything: position summary, essential functions, people and culture compliance responsibilities, knowledge/skills/abilities, core competencies, working conditions, physical/functional requirements, minimum qualifications, personnel/training/documentation requirements, performance measures, authority and decision-making. Also maybe the "Equal Employment Opportunity" and "Disclaimer" are boilerplate to remove. So we remove EEO and disclaimer.
We need to output only HTML fragment, no extra text.
Let's structure:
About the role
Under the general supervision of the Director, People and Culture, the People and Culture (P&C) Partner provides professional, responsive, and solutions-oriented human resources support to assigned BSF departments and programs. The position supports the employee lifecycle, including recruitment and selection, onboarding, employee engagement, benefits administration, leave administration, employee relations, performance management, training, records, and HR operations. The P&C Partner promotes consistent application of BSF policies and supports compliance with applicable federal, Maryland, local, contractual, accreditation, and program requirements.
Responsibilities
- Provide day-to-day People and Culture support to assigned departments, managers, and employees within delegated authority.
- Support full-cycle recruitment, including sourcing, application review, screening, interview coordination, selection support, employment offers, onboarding, and follow-up.
- Coordinate background checks, required employment screening, and documentation in accordance with BSF policy and applicable requirements.
- Serve as a primary point of contact for employees regarding benefits eligibility, enrollment, qualifying life events, coverage questions, and changes.
- Coordinate open enrollment and communicate benefits information; liaise with brokers, carriers, and third-party administrators to resolve employee issues and billing discrepancies.
- Support benefits and employment-law compliance, including COBRA, HIPAA, ERISA, ACA reporting, and other applicable requirements within the scope of the role.
- Initiate and support the performance review process and assist managers with coaching, corrective action, performance improvement plans, and employee development.
- Champion a positive, inclusive, respectful, and participant-centered workplace consistent with BSF's mission and values.
- Receive, assess, document, and appropriately escalate employee concerns, complaints, workplace conflicts, and potential risk matters.
- Assist with employee-relations investigations, documentation, fact gathering, and implementation of approved organizational decisions.
- Advise managers regarding leave of absence, sickness, FMLA, workers' compensation, and other protected-leave matters, escalating complex or high-risk matters to the Director, People and Culture.
- Serve as a primary HR contact for workers' compensation injuries and coordinate appropriate documentation and follow-up.
- Maintain accurate, timely, confidential, and retrievable personnel and HR records, including required employment, qualification, training, performance, and disciplinary documentation.
- Prepare HR metrics, reports, and documentation for leadership and authorized internal or external reviewers.
- Assist with job-description development, policy and procedure development, SOPs, training, and HR or organizational projects.
- Participate in CARF accreditation activities, quality-improvement initiatives, audits, corrective actions, and survey preparation as assigned.
- Support organizational readiness for applicable COMAR requirements involving personnel records, job descriptions, qualifications, training, competency, confidentiality, documentation, and compliance.
- Use approved BSF HRIS, LMS, payroll/timekeeping, benefits, recruitment, and other systems accurately and securely.
- Comply with BSF policies, procedures, confidentiality requirements, applicable laws and regulations, and delegated authority.
- Perform other related duties as assigned to meet organizational and program needs.
Requirements
Minimum Qualifications: Bachelors in human resources, business administration, organizational development, or a related field preferred; equivalent relevant HR experience may be considered consistent with BSF requirements. Professional experience in human resources, employee relations, recruiting, benefits administration, or a related HR function, preferably in a healthcare, behavioral-health, nonprofit, or similarly regulated environment. Working knowledge of fundamental HR practices and applicable employment requirements. Demonstrated ability to maintain confidential records, communicate professionally, document employee matters, and meet deadlines. Ability to complete BSF-required orientation, training, competency, background screening, and other employment requirements.
Qualifications
Personnel / Training / Documentation Requirements: BSF shall maintain personnel documentation appropriate to the position. The employee is responsible for timely submission and maintenance of required employment and training documentation. Identifying information and employment records as required by BSF. Education, training, and employment history relevant to the position. Required criminal background and other screening documentation, as applicable. Current job description and acknowledgment. Required orientation, annual, privacy/confidentiality, safety, compliance, and role-specific training documentation. Timekeeping and attendance records, as applicable. Performance, corrective-action, and disciplinary documentation when applicable and maintained by authorized personnel.
Skills
- Knowledge, Skills, And Abilities:
- Ability to understand and support BSF's mission, values, participant-centered approach, and service environment.
- Knowledge of fundamental HR practices, employee relations, recruitment, benefits, leave administration, performance management, and employment compliance.
- Working knowledge of applicable federal and Maryland employment requirements and BSF policies and procedures.
- Working knowledge of CARF quality, documentation, personnel, training, confidentiality, risk-management, and continuous-improvement expectations relevant to HR responsibilities.
- Understanding of applicable COMAR personnel, qualification, training, competency, documentation, and confidentiality requirements relevant to BSF's programs.
- Excellent written and verbal communication skills with tact, professionalism, discretion, and sound judgment.
- Strong interpersonal skills and ability to work effectively with employees, managers, leadership, participants, families, and community partners when appropriate.
- Ability to assess employee concerns, identify potential risk, resolve routine matters, and recognize matters requiring escalation.
- Strong organization, problem-solving, documentation, and attention-to-detail skills.
- Ability to manage competing priorities and meet deadlines.
- Proficiency with Microsoft Office and ability to learn and use HRIS, LMS, payroll/timekeeping, benefits, and other electronic systems.
- Flexible, collaborative, self-motivated, and results-oriented work ethic.
- Core Competencies:
- Integrity and Confidentiality
- Employee-Centered and Mission-Aligned Practice
- Regulatory and Policy Compliance
- Communication
- Documentation and Attention to Detail
- Accountability
- Teamwork and Collaboration
- Problem Solving
- Risk Awareness and Escalation
- Professional Boundaries
- Cultural Responsiveness
- Continuous Improvement
Schedule
Employment Status: Full-time.
We also need to include Working Conditions, Physical And Functional Requirements, Performance Measures / Key Performance Indicators, Authority and Decision-Making. Those are substantive; we need to include them somewhere. Could add additional sections like Working Conditions, Physical Requirements, Performance Measures, Authority. But the instruction only gave a list of possible headings; we can add other headings if needed? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests those as examples. Safer to stick to those headings only? The instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings for sections, but we could also add other headings if needed, but they didn't list them. However to be safe, we could incorporate those details into existing sections: Working Conditions could go under About the role or Responsibilities? Physical requirements maybe under Requirements? Performance Measures maybe under Skills? Authority maybe under Responsibilities? But we risk losing detail. Better to add additional sections with appropriate headings, as they are substantive. The instruction didn't prohibit other headings; it just gave examples. So we can add sections like Working Conditions, Physical Requirements, Performance Measures, Authority.
We'll add:
Working Conditions
Working Conditions
Work is primarily performed in a professional office environment and may also occur at BSF program or community locations as needed. The position may require extended computer use, frequent communication with employees and managers, occasional travel between BSF locations, and participation in meetings, training, audits, accreditation activities, or