Human Resources Liaison (Onsite – Outsourced HR Partnership)

Position Summary

The Human Resources Liaison serves as the onsite, employee-facing extension of the outsourced HR provider, ensuring that HR policies, programs, and compliance frameworks are translated into daily, human-centered support for staff at Hippocrates Wellness Center.

This role exists to bridge the gap between remote HR administration and the real-time needs of a complex, multidisciplinary wellness campus. The Liaison provides hands-on support, coaching, problem-solving, and communication for employees and leaders, while coordinating closely with the outsourced HR partner on compliance, benefits, payroll, employee relations, and risk management.

The position is essential to trust, morale, accountability, and culture—serving as the “face of HR” onsite while leveraging the expertise and infrastructure of an external HR firm.

Key Objectives of the Role

· Provide immediate, accessible HR support to onsite employees and managers

· Ensure consistent application of HR policies in a live operational environment

· Translate outsourced HR guidance into practical, campus-appropriate actions

· Strengthen employee confidence, engagement, and retention

· Reduce leadership burden by managing routine and sensitive HR matters onsite

· Act as an early-warning system for morale, performance, and compliance risks

Core Responsibilities

1. Onsite Employee Support & Advocacy (Primary Function)

a. Serve as the first point of contact for employees with HR questions, concerns, or issues

b. Provide in-person guidance on:

i. Benefits enrollment, changes, and understanding coverage

ii. Timekeeping, PTO, scheduling, and attendance questions

iii. Workplace conduct, policies, and expectations

iv. Performance feedback processes and documentation

c. Assist employees with navigating HR systems and portals

d. Maintain regular office hours and be visibly present across departments

e. Act as a confidential listener, escalating issues appropriately while preserving trust

2. Employee Relations & Issue Resolution (Onsite Management)

a. Handle day-to-day employee relations matters, including:

i. Attendance concerns

ii. Interpersonal conflicts

iii. Policy clarifications

iv. Early performance concerns

b. Conduct or support

i. Intake conversations

ii. Fact-gathering interviews

iii. Informal mediation

c. Partner with outsourced HR on:

i. Formal investigations

ii. Disciplinary actions

iii. Terminations and corrective action plans

d. Ensure all onsite actions align with legal, regulatory, and HR best practices

3. Onboarding, Orientation & Offboarding (Onsite Execution)

a. Lead or support in-person onboarding experiences, including:

i. New hire welcome and orientation

ii. Campus tours and introductions

iii. Review of workplace culture and expectations

b. Ensure new hires understand:

i. Who HR is (onsite vs outsourced)

ii. How to access support

iii. What to expect in their first 30/60/90 days

c. Coordinate offboarding logistics onsite:

i. Exit interviews

ii. Badge/credential recovery

iii. Final day coordination

d. Relay insights and trends from onboarding/offboarding to leadership and outsourced HR

4. Manager & Leadership Support

a. Act as an HR coach to department leaders and supervisors

b. Support managers with:

i. Performance conversations

ii. Progressive discipline documentation

iii. Attendance management

iv. Role clarity and expectation setting

c. Attend leadership meetings as needed to provide people-operations insights

d. Help leaders understand what they should handle vs. what HR should handle

e. Reinforce consistency and fairness across departments

5. Policy Implementation & Compliance (Onsite Monitoring)

a. Ensure HR policies are understood, visible, and applied consistently onsite

b. Reinforce compliance related to:

i. Labor laws and wage/hour practices

ii. Harassment prevention

iii. Workplace safety and conduct

c. Serve as the onsite point person during:

i. Audits

ii. Compliance reviews

iii. Regulatory inquiries (in coordination with outsourced HR)

d. Flag risks, trends, or deviations early to prevent escalation

6. Culture, Engagement & Communication

a. Serve as a cultural steward aligned with Hippocrates Wellness values

b. Support engagement initiatives such as:

i. Employee recognition programs

ii. Wellness-aligned workplace initiatives

iii. Surveys and feedback collection

c. Translate leadership messages into clear, relatable employee communication

d. Provide leadership with real-time insight into morale, concerns, and engagement trends

7. Coordination with Outsourced HR Partner (Bridge Function)

a. Act as the daily operational conduit between Hippocrates staff and PuzzleHR

b. Coordinate with outsourced HR on:

i. Benefits administration

ii. Payroll and timekeeping issues

iii. Leave administration (FMLA, ADA, etc.)

iv. Investigations and risk mitigation

c. Ensure outsourced HR recommendations are implemented appropriately onsite

d. Provide context and operational nuance to outsourced HR advisors

What This Role Handles Onsite vs. Remote

Primarily Onsite

· Employee walk-ins and real-time support

· Relationship-based employee relations

· Manager coaching and support

· Orientation and cultural integration

· Conflict resolution and morale monitoring

· Visibility, trust-building, and presence

Primarily Coordinated with Outsourced HR

· Benefits administration and carrier relationships

· Payroll processing and tax compliance

· Formal investigations and legal matters

· Policy development and updates

· Regulatory interpretation and risk advisement

Required Qualifications

· Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)

· 3–5+ years of HR generalist or employee relations experience

· Strong understanding of employment laws and HR best practices

· Proven ability to manage sensitive issues with discretion and professionalism

· Experience working with or alongside outsourced HR providers strongly preferred

· Excellent interpersonal, communication, and conflict-resolution skills

Preferred Experience

· Experience in hospitality, healthcare, wellness, or campus-style environments

· Background supporting hourly and salaried workforces

· Exposure to multi-department organizations with diverse roles

· SHRM-CP, PHR, or similar certification (preferred but not required)

Core Competencies & Traits

· High emotional intelligence and approachability

· Calm, grounded presence during conflict or stress

· Strong judgment and confidentiality

· Ability to balance empathy with accountability

· Organized, detail-oriented, and follow-through focused

· Comfortable operating between leadership, employees, and external partners

Work Environment

· Onsite role with regular interaction across all departments

· Combination of office-based work and campus walk-throughs

· Occasional coordination outside normal business hours for urgent employee matters

Why This Role Matters

This position ensures that Hippocrates Wellness Center retains the expertise and efficiency of outsourced HR while preserving the human connection, responsiveness, and trust that only an onsite presence can provide. It is a keystone role for employee experience, leadership effectiveness, and organizational stability.

Pay: $54,547.67 - $65,691.81 per year

Benefits:

• 401(k) matching
• Dental insurance
• Employee discount
• Health insurance
• Paid time off
• Referral program
• Vision insurance

Work Location: In person