Human Resources Operations Supervisor

• →Supervise and provide directional support where needed to the HR Operations team for the day to day inquires pertaining to HR related matters.
• →Monitor and evaluate internal HR operational processes and workflows to increase efficiencies and reduce redundancies that allow better partnership with external departments.
• →Partner with HR Generalists on HR transactions to provide timely and efficient solutions to broader HR team and the business.
• →Oversee the employee onboarding, off boarding, transfer, change and termination processes for HR.
• →Identify gaps in HR operations processes and provide solutions for increases efficiencies.
• →Oversee compliance of employee records, ensuring complete accuracy and confidentiality which includes. conducting I-9 audits, Annual Health Assessment compliance, License & Certifications, File audits, and any other requirements that meet Joint Commission standards.
• →Lead and support the operation team with initiatives and special projects.
• →Produce scheduled and ad-hoc reports pertaining to Human Resource requirements.
• →Work closely with Human Resources Manager in planning and implementing process improvements, best practices and process change to optimize efficiencies and other related HR initiatives.
• →Ensure issues are escalated and resolved promptly and responds to inquires in a timely manner.
• →Provide training on policies, regulations and processes.
• →Plan, conduct and report on regular audits to resolve data issues, improve accuracy, and identify potential process enhancements and opportunities.
• →Oversee the monthly metrics reporting for accuracy and reconcile discrepancies.
• →Support process improvement by developing and evolving processes and procedures while maintaining existing procedures.
• →Respond to unemployment related inquiries.
• →Assist with employee relations matters, which includes but is not limited to disciplinary actions and terminations, to ensure proper documentation is followed as well as any legal ramifications are considered
• →Other duties as assigned.

• Bachelor’s degree in Business Administration, Human Resources or related field. In lieu of degree will accept four (4) years full time progressive experience in Human Resources.
• Three (3) years full time experience as HR Generalist or Human Resources Business Partner with strong employee relations background and demonstrated ability to influence and implement HR initiatives.
• Supervisory experience within a Human Resources department.
• Experience in a continuous improvement environment in process improvements, HRIS, HR or shared services role and a working knowledge of end to end employee life cycle processes.
• Proficiency with MS Office applications with an emphasis on creating reports and analytics in Excel.
• Experience working with HR systems (e.g. ADP).
• Demonstrates exceptional communication skills and ability to persuasively deliver clear reports, instruction, and presentations, tailored to various audiences within the organization.
• Strong organization skills and ability to complete multiple tasks and high volume of work on deadline.
• Strong attention to detail and ability to edit and proofread.
• Possess a creative outlook with a problem-solving attitude.
• Excellent time management, organizational, and follow-through skills.
• Has shown ability to respond quickly and accurately to requests for data, ability to provide excellent customer service is a must.

• SHRM-CP/PHR certification is desirable. 
• Experience working with ADP. 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to communicate with patients, staff and medical providers. The employee must be able to exchange accurate information in these situations. This position is largely sedentary and requires the employee to remain stationary for a majority of the day. Any additional physical demands will be outlined and provided by management. 

The responsibilities and tasks outlined in this job description are not exhaustive and may change as determined by the needs of CPMP. 

StaffCo is a Professional Employer Organization, commonly referred to as a PEO, duly organized and registered under the New York Professional Employer Organization law. StaffCo and SUNY have entered into a professional employer agreement under which StaffCo is the employer of Stony Brook Clinical Practice Management Plan employees and responsible for all aspects of employment, including hirings, promotions, disciplines, terminations, the day-to-day direction and supervision of work, as well as labor relations and collective bargaining. StaffCo is fully responsible for providing all payroll and human resources services, including the payment of wages, collecting and reporting payroll taxes and maintaining any and all employee benefits.  SUNY Stony Brook Hospital is responsible for the operation of the hospital and provision of health care and is the co-employer as is necessary to conduct its responsibilities and for related licensure, regulatory or statutory requirements and obligations.    

Given StaffCo’s employment responsibilities, it is deemed the “employer” for employment and labor law purposes.  Thus, the employees are private sector employees of StaffCo, not public sector employees of SUNY.  The private sector nature of the StaffCo employees has been approved by NYS Civil Service and upheld in a decision by the US National Labor Relations Board. 

CPMP provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity or expression, or any other legally protected status.  This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall and transfer, leaves of absence, compensation and training.

CPMP expressly prohibits any form of workplace harassment based on race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity, or any other legally protected status.  Improper interference with the ability of CPMP’s employees to perform their job duties may result in discipline up to and including discharge.