PRIMARY JOB FUNCTION(S):Is knowledgeable about Agency programs and services, people served and staff qualifications needed for all jobsPlans and conducts New Employee Orientation.May assist in facilitating recruitment efforts through events and other strategies when neededAdministers the appeal and grievance processes and make recommendations for appropriate personnel action.May be involved in administering the Transfer/Promotion process as designated along with the Recruiter.Takes personnel action under the direction of the Director to include employee disciplinary action and termination of employment.Administers unemployment paperwork as designated.Attends unemployment hearings as designated.Investigates allegations of harassment and violence under the direction of the Director.Handles routine employee relation matters.Handles employee relations matters for designated departmentsWorks with Recruiter and Onboarding to ensure all new hires are in the HRIS system correctlyAssists and directs employees to appropriate people regarding FMLA and disability concernsAssists with staff development for all levels of staff within the organization through the acquisition of knowledge, skills, attitudes, abilities and competencies which result in improved job performance as assigned.Enhances staff competencies through the development of training activities as assigned.Assists in planning and conducting management training and employee education on human resource related topics to include, but not limited to, New Employee Orientation, as assigned.May assist in planning and implementing of staff development programs such as mentoring, employee recognition and career development.Works a flexible work schedule that ensures completion of assigned work duties.Is responsible for entering and monitoring data accurately into the Human Resource Information System (Ulti-Pro).Provides input into the formulation and modification of policies and procedures.Follows up promptly on recommendations, concerns and complaints.Is knowledgeable and assures compliance with state and Federal employment laws, Agency policies and all applicable regulations and standards as it relates to the work performed.Communicates effectively with Credentialed, Senior and Support Staff, Direct Support Professionals, peers and subordinates in written form to include email and orally in person or by telephone.Implements specialized employee programs.Maintains positive, cooperative and mutually supportive relationship with staff, supervisor and community agencies.Adheres to Personnel Policy Handbook and follows all Agency Procedures.Attends and participates in in-service training, staff meetings and other activities to facilitate professional development.Works cooperatively with others including all staff, supervisors, administrators, co-workers, people served, community professionals, customers, vendors and the public.Assumes other duties, responsibilities and special projects as needed.REQUIREMENTS:EDUCATION: Bachelors degree in Human Resource Development, Human Resource Management or related degree preferred.EXPERIENCE: Minimum of two years' HR related experience. Knowledge of current Federal and state employment laws. A work history which demonstrates a high degree of accuracy, organizational skills, judgment, tact and the ability to work independently, meet the public and interact with all levels of staff. Experience working in the field of health or human services or intellectual disabilities preferred. Must have an acceptable driving record as determined by criteria established by the Agency's insurance carrier and by Agency policy.ExperiencePreferred2 Years of HR ExperienceEducationPreferredBachelors or better in HUMAN RESOURCESEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)