Our benefits include: 

• Health, dental, and vision insurance 
• Paid leave – vacation, personal, caregiver, parental, bereavement, volunteer 
• Paid holidays 
• 401(k) safe harbor match with potential for profit sharing 
• Company-paid education and training, including up to $1,500 in education reimbursement 
• Disability, life, and AD&D insurance paid for by Integritas 
• Employee Assistance Program 
• Cell phone reimbursement 
• Gym membership stipend 
• Occasional paid lunches 

Opportunity Information 

Employee Relations  

• Develop and execute HR programs that support and communicate Integritas values, vision and mission and strategic direction. 
• Conduct exit interviews with former team members. 
• Conduct investigations when employee complaints or concerns are brought forth. 
• Manage externship and internship programs. 
• Promote employee engagement through company events, team building, and communications. 
• Promote employee satisfaction through the use of surveys and recognition for milestones both personal and professional. 
• Develop strong relationships with employees, providers, and client hospitals to establish the Human Resources department as a business partner 

Recruitment 

• Lead and implement recruitment strategies for non-provider positions. 
• Build and maintain relationships with leader/managers as a trusted talent advisor in order to influence, guide, and drive the attraction, recruiting and retention of top talent. 
• Partner with leader/managers to clarify job specifications, essential job duties, key competencies, qualifications, and skills. 
• Provide oversight and assist with staffing activities, including posting job opportunities on job boards and websites, screening resumes, scheduling and conducting phone, in-person, and peer interviews, and administering applicant assessments. 
• Coach leader/managers on the interview process, providing feedback and recommendations. 
• Ensure offers made are placed in the appropriate pay range. 

Administrative Employee Onboarding 

• Oversee the onboarding and offboarding process for team members, and work to continually improve the efficiency and effectiveness of these processes. 
• Consult with leader/managers to assess training needs and make recommendations on training programs designed to enhance employee knowledge and skills or to improve employee performance. 
• Ensure that the onboarding process reflects the company’s VVM. 

• Serve as the liaison for the provider onboarding and offboarding process. This includes the following: 

• • Sending the providers their contract and employment offer; 
  • Scheduling and facilitating orientation calls with the providers; 
  • With the assistance of the Employee Engagement Coordinator, work with client facilities on scheduling testing such as drug screens, TB tests, titers, etc.; and 
  • Introducing providers to additional onboarding team members such as Credentialing and Scheduling 

• Send weekly e-mail updates on provider contracting process. 
• Initiate company-wide provider onboarding processes via the CRM. 
• Initiate company-wide provider offboarding processes. 

Talent Development and Performance Management 

• Develop and manage employee performance. Identify training needs and individual coaching needs. 
• Assist leader/managers with the creation of team member profiles for their employees. 
• Train and coach leader/managers concerning communication, providing feedback and positive recognition, and disciplinary actions with their direct reports. 
• Train leader/managers on the 1:1 coaching program and provide ongoing feedback to support leader/managers with their 1:1 coaching sessions with their direct reports. 
• Create the content for and facilitate quarterly training events for leader/managers. 
• Train new leader/managers on Integritas’s management philosophy and principles. 
• Research other growth opportunities for employees within the company such as seminars, books, and podcast recommendations. 
• Develop, initiate, and maintain effective programs for workforce retention and promotion. 
• Provide day-to-day performance management guidance to leader/managers. 

Benefits Management and Administration 

• Ensure Benefits Coordinator is effectively administering employee benefit programs such as retirement plans, medical, dental, and vision plans, life insurance plans, disability insurance plans, worker’s compensation, unemployment insurance, paid time off, and education reimbursement. 
• Act as the main point of contact for third-party administrators for benefits. 
• Ensure company compliance with ERISA (Employment Retirement Income Security Act) and ACA (Affordable Care Act). 
• Maintain knowledge of current trends and developments with benefits through research and education. Proactively seek and create competitive and cost-effective benefit offerings for team members. 
• Recommend changes in benefits offered and new benefits aimed at employee satisfaction and retention. 

HR and Payroll System Management 

• Act as the liaison between the payroll vendor and the company. 
• Build and maintain the HR and payroll system as needed. 
• Maintain and report any federal and state tax notices to payroll vendor. 
• Administer facilitation of year-end reports (W2s and 1095Cs) to employees. 
• Conduct market analysis as needed to determine comparability and equity in pay. 
• Research strategic issues and recommend changes to compensation philosophy as needed. 
• Create annual wage and benefit statements for employees and coach leader/managers regarding pay conversations. 
• Ensure compensation programs comply with legal and other regulatory agencies. 

Administrative 

• Maintain and update employee and independent contractor files. 
• Comply with federal and state requirements regarding annual documentation and distribution of pay and benefit reports. 
• Update and regularly audit employee handbook and other policies as needed. 
• Develop and maintain affirmative action program, file EEO-1 annually, and maintain other records, reports, and logs to conform to EEO regulations. 
• Create and maintain standard operating procedures for the Human Resources Department. 
• Create and update Team Member Profiles and Position Descriptions as needed. 
• Provide leadership, guidance, development opportunities to the Human Resources team. 
• Plan, assign, train, and direct Human Resources team with tasks for the HR department and company. 
• Provide monthly 1:1 coaching to Human Resources team members. 
• Work with Human Resources team on the progress of the Human Resources quarterly priorities.