EMPLOYEE RELATIONS-LEAVE ADMIN

Employee Relations:

• Monitor the hospitals’ employee and labor relations climate and advise Manager regarding concerns on both a departmental and organizational level. Participate in the development and application of solutions.
• Research and recommend the adoption of best human resources practices that have the potential of enhancing employee engagement, satisfaction and retention.
• Monitor compliance with applicable federal and state employment regulations, and advise Manager regarding areas of noncompliance.
• Assist Manager in the investigation and response to formal employee complaints filed with regulatory agencies.
• Assist Manager in maintenance and dissemination of current and revised human resources policies, practices and employee handbooks.
• Advise Leadership regarding compliance with human resources policies and practices, and advise Manager regarding any resistance to compliance.
• Provide coaching as well as mediation to Leadership and employees regarding resolution of employee complaints. Educate Leadership with respect to relevant employment and labor regulations, required documentation and best human resources practices.
• Serve as a “final filter” when termination action is recommended by Leadership. Advise Manager when there is disagreement regarding whether an employee should be terminated. Carry out termination action when warranted. Thoroughly document details regarding termination meeting.
• Scan documents into personnel records.
• In administrator role, provide training and assistance to KRONOS Workforce Attendance users.
• In administrator role, provide input into the design and management of the HealthStream job performance/competency assessment process and provide training and assistance to HealthStream Competency Center users.
• Assist Manager regarding design of the employee relations section of new employee orientation, and deliver that section during new employee orientation.
• Serve as primary point-of-contact regarding unemployment compensation claims filed with the Mississippi Department of Employment Security (MDES). Respond promptly to claims and appeals of claims. Protest claims as necessary to minimize unemployment compensation costs. Coordinate employer’s participation in appeals proceedings, including witness designation/preparation and submission of relevant documentation, and represent employer during those proceedings. Ensure timely reimbursement to MDES for unemployment benefits it has paid. Ensure maintenance of required surety bond. Coordinate unemployment cost control effort at regional hospitals. Ensure responsible HR staff at regional hospitals are trained and properly equipped to manage this process.
• Assist Manager in development and delivery of employee and leadership development programs.
• Assist Manager in providing employee relations support to regional hospitals’ human resources representatives.
• Design and produce a variety of employee relations analytics including, but not limited, to that associated with the HealthStream Assessment Center.
• Assist Manager in responses to employment-related subpoenas.
• Respond to employee requests to review contents of personnel files.
• Serve as a member of various committees as assigned by Manager. .
• Perform other duties as assigned.

Leave Administrator:

• Serves as the primary contact for all Forrest General Hospital staff and Leadership regarding matters pertaining to Family and Medical Leave Act (FMLA), Medical Leaves of Absence, Military Leaves of Absence and Special Leaves of Absence.
• Documents FMLA and other leaves in KRONOS by opening, updating and closing leave cases in a timely manner, ensuring that the most current information pertaining to the leave is available. Coordinates with Employee Health Services to document all leaves associated with absences due to on-the-job injury, particularly those for which the affected individuals also have FMLA eligibility.
• Upon receiving a leave request, determines whether the employee meets the service and hours eligibility requirements, prepares and issues timely requests for certification/recertification, notification of eligibility and, ultimately, notification of expiration of leave in accordance with federal regulations and Forrest Health policy. Ensures that affected individuals are aware of their statutory rights and obligations related to federally-mandated leaves as well as opportunities and obligations available under non-mandated leave policies.
• Completes and submits a timely status change when an employee begins a leave and, again, when the employee returns to active work.
• Utilizes various reports to identify possible unreported leave cases and follows up to determine whether a leave case should be opened.
• Utilizes various reports to identify the need to code unpaid FMLA-related absences.
• Serves as primary interface with healthcare providers (HCP) when it becomes necessary to seek verification, clarification or meaning of the information provided by the HCP. Also serves as designated person to arrange second and third HCP opinions. Obtain permission from affected individuals, when required under federally-mandated leaves, before contacting an affected individual’s HCP. Before contacting HCP, provides affected individuals reasonable opportunity to cure any deficiencies in the certification/recertification/verification of leaves. Recommends denial of any request for leave or continuation of leave if affected individual fails to cooperate within the allotted timeframe.
• Treats information related to leave cases as highly confidential and shares that information on a business need-to-know basis only. Does not share diagnosis and similar information of a personal nature with supervisors of affected individuals.
• Notifies supervisors of affected individuals for whom leave requests have been approved and coordinates payment of sick leave and/or PTO as appropriate. Notifies supervisors of affected individuals when leaves expire or there are other leave status changes. Coordinates affected individuals’ return to work with supervisors.
• Refers affected individuals to a Benefits Specialist in the event short or long-term disability benefits are requested or affected employee has benefit-related questions. Notifies a Benefits Specialist when need for COBRA notification is indicated because of expiration of FMLA eligibility. Notifies a Benefits Specialist when an affected individual is returning to work or other status change in LAWSON becomes necessary.
• Scans leave documents into employee records on a timely basis.
• Prepares leave-related reports as requested by Manager. Discusses regulatory questions and/or problematic cases with Manager or designee. Apprises Manager or designee when a need for possible ADA accommodation consideration is indicated.
• Serves as back-up for leave administrators at regional hospitals when they are unable to perform their duties related to leave administration.
• Performs other duties as assigned.

Performance Expectations:

Employee Relations:

• Maintain thorough knowledge of applicable Federal and State employment and labor regulations and stay abreast of current legislative, judicial and executive branch developments and trends.
• Effectively interpret and communicate, both orally and in writing, new and amended Federal and State employment and labor regulations to Leadership and staff.
• Establish and maintain the integrity of employee relations as a value-added service function.
• Balance the role of “corporate conscience” with “corporate advocate” in employee relations matters.
• Insist on consistency of corrective action and termination decisions/actions as they relate to the employer-employee relationship.
• Provide tactful redirection to Leadership in order to avoid employment discrimination, or the appearance thereof, and noncompliance with other Federal and State employment and labor regulations. Advise Manager regarding resistance.
• Take advantage of opportunities to educate Leadership and staff when addressing employee relations matters.
• Stay abreast of current trends regarding the best employee relations practices.
• Monitor employer-employee “climate” for signs of third-party intrusion, and advise Manager.
• Provide innovative and creative recommendations to Leadership regarding resolution of employee issues.
• Recognize opportunities for leadership development, and make recommendations to Manager.
• Ensure effective use of Health Stream (competency/performance assessment process) and KRONOS (attendance management).
• Ensure control of unemployment compensation cost.

Leave Administrator:

• Demonstrate a working knowledge of FMLA and USERRA regulations, leave or extension of leave as an ADA reasonable accommodation, and the FMLA/Workers’ Compensation/ADA connection.
• Demonstrate the handling of confidential information with absolute discretion.
• Demonstrate competency as a subject-matter expert with respect to Medical LOA and Special Leaves of Absence policies.
• Demonstrate proficiency with respect to KRONOS.

• Demonstrate competency to carry out routine tasks with a high degree of accuracy and timeliness and with minimal oversight.
• Demonstrate consistency and timeliness of action with respect to completing leave documentation and scanning documents into employee records.
• Demonstrate persistence in follow-up and follow-through to ensure leave case completion.
• Demonstrate excellent customer service and communication skills and consistently show empathy, compassion, courtesy and respect during interactions with affected individuals and leadership.
• Demonstrate the ability to work independently and with others.
• Demonstrate effective team-playing skills when coordinating efforts with the Employee Benefits Team and Employee Health Services.
• Demonstrate a continuing interest in improving and streamlining processes.

Qualifications:

Education/Skills

A Bachelor's degree in human resources management, business or behavioral sciences is required. Will accept 4 years of Human Resources experience in lieu of a degree. Must be computer-literate.

Work Experience:

Minimum of 5 years previous experience in Human Resources is required.

Certification/Licensure-DUE UPON HIRE

• Senior Level HR Certification (SHRM_SCP or SPHR)

Preferred