HR Manager

As an HR Manager in our nursing home center, you play a critical role in maintaining a strong workforce, ensuring a seamless hiring and onboarding experience, and fostering a positive work environment for all employees. Your responsibilities include managing candidate recruitment, overseeing onboarding, maintaining compliance, and supporting staff engagement and retention. As an HR Manager, your role is essential in ensuring that staff feel supported, valued, and engaged in their work. Your commitment to recruitment, compliance, and employee satisfaction helps create a thriving and positive workplace. This has exponential effects on the lives of our valued employees and our cherished residents.

Key Responsibilities:

Talent Acquisition & Candidate Management

• Continuously develop and refine recruitment strategies to maintain a strong candidate pipeline for all nursing home positions.

• Build and sustain partnerships with educational institutions, job fairs, and recruitment platforms.

• Manage job postings, screen applicants, and coordinate interview schedules with hiring managers.

• Maintain consistent communication with candidates throughout the hiring process to ensure a positive experience.

Onboarding & Retention

• Oversee and enhance the structured onboarding and welcome program for new hires.

• Conduct orientation sessions and ensure seamless integration of new employees into the facility’s culture and operations.

• Maintain proactive follow-ups with new hires for the first 90 days, addressing concerns and fostering retention.

File Management & Compliance

• Demonstrates the highest level of integrity and confidentiality. Maintains personal employee information including but not limited to medical, pay, demographic, discipline, schedule preferences, accommodation requests, etc. in the strictest confidence. Protects company confidential information.

• Ensure all employee records remain accurate and up to date.

• Oversee the completion of necessary documentation, including skill surveys, task lists, and employee file updates.

• Manage safety program communications and ensure compliance with safety requirements.

• Complete and submit required documentation for Leave of Absence (LOA), workers’ compensation, and unemployment compensation claims in a timely manner.

Employee Relations & Staff Engagement

• Uphold and promote an open-door policy, fostering a culture of staff engagement and support.

• Attend all employee communication meetings held at the center.

• Address employee concerns, provide guidance on HR policies, and support conflict resolution. Investigate causes of employee disputes and grievances as needed and recommend corrective action.

• Implement initiatives to enhance employee satisfaction, team morale, and retention.

• Monitors the Performance Evaluations schedule for all employees. Counsels managers and supervisors proactively in effective performance management techniques to improve employee retention and productivity.

• Serve as a resource for staff, offering support (including EAP) and ensuring a positive and productive work environment.

Key Performance Indicators (KPIs) for HR Manager – Nursing Home Center

Talent Acquisition & Candidate Management

• Time to Fill: Average number of days taken to fill open positions.

• Time to Hire: Duration between a candidate’s first contact and their official hiring date.

• Candidate Pipeline Strength: Number of qualified candidates available per job opening.

• New Hire Conversion Rate: Percentage of candidates who accept job offers.

• Sourcing Effectiveness: Performance of different recruitment channels (e.g., job fairs, online job boards, partnerships with schools).

• Candidate Satisfaction Score: Feedback from candidates about their experience in the hiring process.

• Recruitment Cost per Hire: Total cost incurred per successfully hired candidate.

Onboarding & Retention

• New Hire Retention Rate (First 45 Days): Percentage of new employee who complete their 45 days.

• Time to Onboard: Agreement to verbal offer to start date.

• Onboarding Satisfaction Score: Feedback from new hires on the onboarding process.

• Engagement Checkpoints: Percentage of new hires who engage in scheduled follow-up meetings during their first 90 days.

• First Year Turnover Rate: The percentage of employees who leave within their first year.

• Training Completion Rate: The percentage of new hires who complete all required onboarding and training sessions.

• Manager Satisfaction Score: Feedback from managers regarding the preparedness and performance of new hires post-onboarding.

File Management & Compliance

• Employee File Accuracy Rate: Percentage of employee files that are complete and up to date.

• Compliance Audit Pass Rate: Percentage of audits passed without any major compliance issues.

• Document Processing Time: Average time taken to complete and submit required Federal or DOH HR documentation.

• Investigation Resolution Time: Average time taken to resolve internal investigations.

• Timeliness of LOA, Workers’ Comp, and Unemployment Responses: Percentage of cases responded to within required deadlines.

• Oversight of policy education and implementation: Frequency of unplanned employee absences, conduct, performance; etc.

Employee Relations & Staff Engagement

• Employee Satisfaction Score: Measured through surveys and feedback from staff.

• Staff Turnover Rate: Percentage of employees leaving within a given period.

• Resolution Time for Employee Concerns: Average time taken to address and resolve employee issues.

• Engagement Program Participation Rate: Percentage of staff participating in engagement initiatives.

• Internal Promotion Rate: Percentage of open positions filled through internal promotions.