• Title

  • Human Resources Specialist

    Posted: 02/08/2024

    Job Type:
    Location: NRMC Resource Building


     The Specialist’s primary duties are to maintain accurate records in the Human Resources Department as well as meet NRMC’s Standards of Behavior. The Specialist will assist with projects and other duties as assigned. The Specialist ensures a positive candidate experience and specializes in employment records and HR data analytics. 


    Primary Responsibilities

    1. Human Resources Data Analytics

    a. Ensures accurate data in Human Capital Management platform to include Payroll information

    b. Provides reports as needed

    c. Collects and compiles HR metrics and data from a variety of sources including HCM platform and payroll outputs, management and associate exit interviews, employment records, labor statistics, and other sources.

    d. Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations.

    e. Prepares reports of data results, presenting and explaining findings to HR leadership

    f. Conducts or assist with conducting classification audits to ensure jobs are properly classified as exempt or nonexempt.

    2. FTEs, Staffing and Compensation

    a. Ensures efficient monitoring of FTEs and staffing positions. Provides regularly scheduled reports on position control. Provides compensation suggestions for incoming new hires, and other adjustments. Monitors payroll practices for consistency. Posts vacant job postings as needed.

    3. Perform background checks and employment verifications as needed. Prepare and submit EEOC reports.

    4. Clerical Tasks and Records Management

    a. Files, creates spreadsheets, creates reports, creates presentations, copies, faxes, scans, puts together packets, manages records retention and other duties assigned, especially for special projects. Maintains current, accurate and complete records, including personnel files, licensure, certification, Learning Management System (LMS), compensation data analytics and FLSA data.

    5. Promotes appropriate communication throughout NRMC in regards to HR initiatives. 

    6. Interpret and explain human resources policies, procedures, laws, standards, or regulations.

    1. Hire      employees and process hiring-related paperwork.
    2. Maintain      current knowledge of Equal Employment Opportunity (EEO) and affirmative      action guidelines and laws, such as the Americans with Disabilities Act      (ADA).
    3. Schedule      or administer skill, intelligence, psychological, or drug tests for      current or prospective employees.
    4. Prepare      or maintain employment records related to events, such as hiring,      termination, leaves, transfers, or promotions, using human resources      management system software.
    5. Address      employee relations issues, such as harassment allegations, work      complaints, or other employee concerns.
    6. Conduct      reference or background checks on job applicants.
    7. Review      employment applications and job orders to match applicants with job      requirements.
    8. Inform      job applicants of details such as duties and responsibilities,      compensation, benefits, schedules, working conditions, or promotion      opportunities.
    9. Select      qualified job applicants or refer them to managers, making hiring      recommendations when appropriate.
    10. Schedule      or conduct new employee orientations.
    11. Review      and evaluate applicant qualifications or eligibility for specified      licensing, according to established guidelines and designated licensing      codes.
    12. Maintain      and update human resources documents, such as organizational charts,      employee handbooks or directories, or performance evaluation forms.
    13. Confer      with management to develop or implement personnel policies or procedures.
    14. Evaluate      recruitment or selection criteria to ensure conformance to professional,      statistical, or testing standards, recommending revisions, as needed.
    15. Contact      job applicants to inform them of the status of their applications.
    16. Conduct      exit interviews and ensure that necessary employment termination paperwork      is completed.
    17. Interview      job applicants to obtain information on work history, training, education,      or job skills.
    18. Perform      searches for qualified job candidates, using sources such as computer      databases, networking, Internet recruiting resources, media      advertisements, job fairs, recruiting firms, or employee referrals.
    19. Provide      management with information or training related to interviewing,      performance appraisals, counseling techniques, or documentation of      performance issues.
    20. Analyze      employment-related data and prepare required reports.
    21. Advise      management on organizing, preparing, or implementing recruiting or      retention programs.
    22. Develop      or implement recruiting strategies to meet current or anticipated staffing      needs.
    23. Coordinate      with outside staffing agencies to secure temporary employees, based on departmental      needs.
    24. Evaluate      selection or testing techniques by conducting research or follow-up      activities and conferring with management or supervisory personnel.


    1. Excellent verbal and written communication skills.

    2. Strong analytical and problem-solving skills.

    3. Thorough understanding of local, state, and federal laws involving employment, HR, and HR policies.

    4. Proficient with Microsoft Office Suite.

    5. Proficient with or the ability to quickly learn the organizations HCM platform and payroll system.

    Supervisory Responsibility


    Required Education and Experience

    1. Associates degree in Human Resources or related field.

    2. At least three years’ experience in Human Resources or related field.

    Preferred Education and Experience

    1. Bachelor’s degree in related field

    2. SHRM-CP preferred

    3. Experience with job classification and compensation, recruitment, selection, training, employee benefits, and/or equal opportunity compliance.