What are the responsibilities and job description for the HR / Training Representative position at Meduit?
Essential Duties and Accountabilities :
- Facilitates corporate-wide training onsite / remote (e.g. HIPAA, Compliance, etc.) and provides basic coverage of customer service training
- Collaborates with the Training Manager on best practices for new hire corporate training
- Coordinates logistics associated with training delivery preparation, activities (such as copying and assembling printed materials), set-up, maintenance of training rooms, equipment preparation, post training surveys, clean-up, etc.
- Assists with Meduit’s LMS administrative tasks (i.e., password resets, profile builds)
- Serves as a mentor and role model to trainees; remains professional in all training situations
- Effectively responds to individuals with varying skill levels and learning styles
- Responsible for new hire orientation to include I-9 verification documentation and completion of all new hire forms
- Provide HR services to employees by answering questions on policy and procedure
- Coordinate ongoing engagement initiatives throughout the office
- Ensures training of processes and procedures are compliant within legal expectations
- Works during normal business hours and able to maintain a regular and reliable schedule
- Maintains absolute integrity and confidentiality of PHI and PCI in the performance of job duties
- Remains in compliance with regulatory requirements and Company policy
Education / Experience / Minimum Qualifications :
Competencies :
Meduit is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, disability, military status, genetic information, sexual orientation, marital status, domestic violence victim status or status as a protected veteran or any other federal, state or local protected class.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The 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)
