Job Details

Regional Human Resources Generalist

Reports To: Human Resources Business Partner (HRBP) / Vice President of Human Resources

FLSA Status: Exempt

Department: Human Resources

Location: Regional Office Support

Travel: Up to 25%

Position Summary

The Senior Human Resources Generalist (Sr. HRG) provides comprehensive HR support to assigned skilled nursing facilities and serves as a key resource for HR operations, employee relations, and compliance. Working closely with HR Business Partners and facility leadership, the Sr. HRG ensures consistent application of HR policies, supports talent management initiatives, and drives a culture of engagement, accountability, and excellence.

Reporting Relationships

Reports To: HR Business Partner or VP of Human Resources

Collaborates With: Facility Administrators, Department Leaders, Talent Acquisition, Payroll, Benefits, Compliance, and Learning & Development teams.

Key Responsibilities
• Employee Relations & Compliance
• Serve as the first point of contact for employee relations concerns, coaching leaders and employees toward resolution.
• Conduct or support investigations into employee complaints, policy violations, or workplace issues.
• Ensure compliance with federal and state labor laws, healthcare regulations, and company policies.
• Assist facilities in maintaining accurate, compliant personnel files and required postings.
• HR Operations & Administration
• Manage employee lifecycle transactions including onboarding, offboarding, job changes, and leave administration.
• Partner with Payroll and Benefits to ensure accuracy and timeliness of employee data and issue resolution.
• Maintain HRIS data integrity and generate reports to support audits and workforce analysis.
• Support compliance tracking (I-9s, license renewals, mandatory trainings, etc.).
• Talent & Performance Management
• Assist leaders with performance reviews, corrective action documentation, and goal setting.
• Support talent planning and retention initiatives, helping identify high-potential staff.
• Collaborate on employee development, recognition, and engagement activities.
• Training & Employee Engagement
• Partner with Learning & Development to coordinate leadership and compliance training.
• Facilitate or co-facilitate employee engagement programs, surveys, and follow-up action planning.
• Promote open communication, trust, and a culture of accountability across facilities.
• Support to HR Business Partners
• Provide administrative and analytical support to HRBPs in the implementation of regional HR strategies.
• Track and report key HR metrics (turnover, absenteeism, employee relations activity).
• Assist with regional audits and HR projects as assigned.

Key Performance Indicators (KPIs)

Employee Relations - Timely resolution of employee issues; consistency in policy application

Compliance - Zero major findings in audits or labor reviews

Data Integrity - Accuracy and timeliness of HRIS updates and personnel records

Engagement - Improvement in employee satisfaction and participation in engagement initiatives

Operational Support - Responsiveness and completion rate for HR requests and projects

Qualifications
• Bachelor's degree in human resources, Business Administration, or related field required.
• HR certification (PHR or SHRM-CP) preferred.
• Minimum 3-5 years of progressive HR experience, preferably within healthcare, long-term care, or multi-site operations.
• Strong working knowledge of employment laws (FMLA, ADA, FLSA, EEO, etc.).
• Proficiency in HRIS systems and Microsoft Office Suite.
• Excellent communication, interpersonal, and organizational skills.
• Proven ability to manage multiple priorities and maintain confidentiality.

Core Competencies
• Employee Relations & Mediation
• Confidentiality & Integrity
• HR Compliance & Documentation
• Attention to Detail
• Communication & Interpersonal Skills
• Organizational Awareness
• Problem Solving & Initiative
• Customer Service Orientation

Success Profile

A successful Senior HR Generalist at Cambridge Healthcare Services builds trusted relationships with facility leaders and staff, balances empathy with objectivity, anticipates HR issues proactively, demonstrates professionalism and accountability, and supports a culture of respect, collaboration, and quality care.