Campbell Clinic Orthopaedics
Human Resources Generalist
Campbell Clinic Orthopaedics, Germantown, Tennessee, United States, 38138
Dimensions/Scope of Position
The Human Resources (HR) Generalist assists the Director in managing the day-to-day operations of various human resource functions. Other areas of responsibility include the following functional areas: training, employee relations policies and procedure, HRIS, and communication.
Essential Duties/Responsibilities
Provides guidance in the planning and implementation of training programs to include training with new managers and employees regarding various topics; oversees leadership development program.
Works under the direction of the Senior HR Business Partner to assist with employee relations to include investigations, corrective action meetings and terminations.
Responsible for HR Communication efforts to include company quarterly newsletter
Serves as HRIS liaison between payroll, HR and HRIS vendors to implement new processes and to resolve system issues.
Responds to state unemployment claims and hearings.
Serves as the liaison for the Human Resources department and trains HR staff as needed.
Subject matter expert on standard policies, benefits, and HR-related questions for employees; refers more complex questions to appropriate senior‑level HR staff or management.
Manages the HRIS termination process to include exit interviews and separation paperwork.
Enters employee changes (status changes, demotions, promotions, and transfers) in HRIS and provides reporting when needed.
Maintains employee files; controls access to active and inactive files to ensure confidentiality; purges files as needed to ensure manageability.
Conducts regular audits of HRIS records, I‑9s, and employee files to ensure all required documents are properly collected and stored.
Stays current on recent federal, state and case law changes and monitors labor law updates to monitor exposure and risk.
Assists with various HRIS reporting.
Assists in the management of various HR systems, which may include compliance software entry, attendance system, etc.
Manages exclusion monitoring.
Manages company apparel program.
Assists HR Director/Staff with various assignments.
Ability to work cooperatively with others.
Performs other duties as assigned.
Supervisory Responsibilities None
Education and/or Experience Bachelor’s Degree in related field; Human Resources preferred 3‑5 years of job related experience required.
Language Skills Able to communicate effectively in the English language.
Mathematical Skills Basic arithmetic skills are required.
Reasoning Ability Identifies and resolves problems promptly.
Computer Skills Must have advanced computer skills; HRIS system administration and ADP preferred.
Certificates, Licenses, Registrations PHR/SPHR or SHRM‑CP/SHRM‑SCP desired.
Other Skills and Abilities Able to listen and respond well to questions and feedback.
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Essential Duties/Responsibilities
Provides guidance in the planning and implementation of training programs to include training with new managers and employees regarding various topics; oversees leadership development program.
Works under the direction of the Senior HR Business Partner to assist with employee relations to include investigations, corrective action meetings and terminations.
Responsible for HR Communication efforts to include company quarterly newsletter
Serves as HRIS liaison between payroll, HR and HRIS vendors to implement new processes and to resolve system issues.
Responds to state unemployment claims and hearings.
Serves as the liaison for the Human Resources department and trains HR staff as needed.
Subject matter expert on standard policies, benefits, and HR-related questions for employees; refers more complex questions to appropriate senior‑level HR staff or management.
Manages the HRIS termination process to include exit interviews and separation paperwork.
Enters employee changes (status changes, demotions, promotions, and transfers) in HRIS and provides reporting when needed.
Maintains employee files; controls access to active and inactive files to ensure confidentiality; purges files as needed to ensure manageability.
Conducts regular audits of HRIS records, I‑9s, and employee files to ensure all required documents are properly collected and stored.
Stays current on recent federal, state and case law changes and monitors labor law updates to monitor exposure and risk.
Assists with various HRIS reporting.
Assists in the management of various HR systems, which may include compliance software entry, attendance system, etc.
Manages exclusion monitoring.
Manages company apparel program.
Assists HR Director/Staff with various assignments.
Ability to work cooperatively with others.
Performs other duties as assigned.
Supervisory Responsibilities None
Education and/or Experience Bachelor’s Degree in related field; Human Resources preferred 3‑5 years of job related experience required.
Language Skills Able to communicate effectively in the English language.
Mathematical Skills Basic arithmetic skills are required.
Reasoning Ability Identifies and resolves problems promptly.
Computer Skills Must have advanced computer skills; HRIS system administration and ADP preferred.
Certificates, Licenses, Registrations PHR/SPHR or SHRM‑CP/SHRM‑SCP desired.
Other Skills and Abilities Able to listen and respond well to questions and feedback.
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