Human Resources

• Foster and sustain positive relationships between WVU, staff, faculty and students.
• Responsible for mitigating risk to the University by addressing employee relations issues/concerns.
• Advising and working towards resolution on workplace conflict and disputes.
• Serve as a mediator between staff and leaders when appropriate.
• Work closely with various departments to recommend and be the subject matter expert in Employee Relations.
• Identify and mitigate risk for the University.
• Prepare termination and non-renewal documents, as well as preparing leaders for appropriate actions.
• Provide HR policy guidance, interpretation, and training related to HR/ER Matters.
• Stay informed of employment law changes/updates and best practices in employee relations.

Senior Employee Relations Consultant – Talent and Culture

• Foster and sustain positive relationships between WVU, staff, faculty and students
• Mitigate risk to the University by properly addressing employee relations issues/concerns
• Investigate/resolve employee workplace concerns and provide guidance and support to leaders and staff on ER related matters
• Identify and mitigate risk for the University by advising on employee relations issues/concerns
• Ensure adherence to company policies, practices and procedures
• Investigate WVU’s Values and Code of Conduct matters and provide outcome recommendations
• Assist leaders by recommending corrective action consistent with the University practice
• Provide recommendations on termination and non-renewals, ensuring compliance with federal and state laws
• Prepare termination and non-renewal documents, and support leaders on the development of a Performance Improvement Plan (PIP)
• Prepare grievance documents and provide HR policy guidance, interpretation, and training related to HR/ER Matters
• Deliver training on a variety of topics related to employee relations, legislative updates, changes in employee laws, and University policy changes
• Handle FSAP mandatory referrals with sensitivity and urgency
• Maintain thorough, accurate and confidential documentation of all employee relations cases
• Escalate sensitive and/or complex cases to Senior ER Consultant and ER Leadership as appropriate

Employee Relations Consultant – Talent and Culture

• Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.
• Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations.
• Assists and advises hospital and management staff on employee and labor relations issues.
• Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale.
• Investigates employee issues/problems utilizing sound judgment consistent with organization policies.

Employee & Labor Relations Consultant

• Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.
• Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations.
• Assists and advises hospital and management staff on employee and labor relations issues.
• Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale.
• Assists in the preparation and review of arbitrations and other legal inquiries.
• Investigates employee issues/problems utilizing sound judgment consistent with organization policies.
• Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.
• Assists management with grievance procedure.

Employee and Labor Relations Consultant – Full Time

• Serve as the primary point of contact for all employee relations matters
• Conduct thorough investigations into employee complaints and policy violations
• Partner with outside legal counsel on employee issues as needed
• Develop, update, and enforce HR policies and the employee handbook
• Manage full-cycle, end-to-end payroll processing for all employees
• Prepare, file, and reconcile all federal and state payroll tax filings
• Maintain and administer multi-state payroll operations
• Analyze HR metrics and trends and present data-driven recommendations
• Collaborate with Talent Acquisition on job descriptions and onboarding processes

HR Business Partner

• Responsible for maintaining positive and effective employee/labor relations practices
• Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions
• Assists and advises hospital and management staff on employee and labor relations issues
• Develop and recommend employee relations practices necessary to maintain positive employer/employee working relationships
• Investigates employee issues/problems utilizing sound judgment consistent with organization policies
• Protects the interest of employees and the organization in accordance with policies and procedures

Employee & Labor Relations Consultant – Hybrid Opportunity

• Establish and lead governance frameworks to intake, assess, prioritise, and approve Workday enhancements
• Own and actively manage the pipeline and roadmap of change
• Lead complex business analysis activities
• Partner with stakeholders across HR, IT, and the business to shape and challenge requirements
• Drive end-to-end delivery of initiatives
• Identify and manage risks, issues, dependencies, and constraints
• Act as a subject matter expert in Workday and HR processes
• Define initiative vision, outcomes, and success measures
• Develop and execute stakeholder engagement strategies
• Plan and manage timelines, resources, and deliverables across multiple concurrent initiatives

Senior Manager, HR Transformation – Workday PM/BA

• Support Human Resources operations at 17 facilities
• Facilitate change by anticipating, identifying, planning, and implementing people strategies
• Partner with facilities to achieve human resource goals & objectives
• Deliver employee centric solutions and recruitment strategies
• Work with stakeholders to prioritize work and improve employee experience
• Partner with business groups to understand challenges and implement HR programs
• Coach senior staff members to increase leadership effectiveness
• Ensure timely and accurate data entry, processing, and auditing for assigned facilities
• Travel as necessary to support on-site human resource needs

Regional HR Business Partner

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations
• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers
• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives
• Lead the full-cycle recruitment process for all facility and leadership positions
• Oversee the onboarding experience for all newly hired team members
• Conduct workplace investigations and recommend appropriate resolutions

• Partner with departmental leadership to develop, drive and execute HR best practice policies, programs and training in the areas of change management, talent assessment, career development, employee retention, succession planning, workforce planning and employee engagement.
• Formulate partnerships across assigned departments to deliver value added service to management and employees that reflects the business objectives of the organization.
• Attend department meetings to better understand the activities occurring in the business.
• Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders in the effective management and development of their employees.
• Serve as a change agent to assist in successful change management of each business/service line.
• Drive talent growth initiatives throughout the organization through talent assessment model and career development.
• Lead workforce planning initiatives through the facilitation of talent planning.
• Manages, communicates, and supports framework.
• Provides data and reporting for current state analysis.
• Reviews gap analysis and determines action plans to close the gaps.
• Implements and monitors action plans.
• Assists with executive sponsorship.
• Partner with leaders to deliver succession and replacement planning programs.
• Maintains up to date knowledge on latest human resource replacement and succession planning issues and best practices.
• Develops, recommends, reviews, and updates replacement and succession planning relates policies and procedures.
• Provides leadership training on replacement and succession planning tools, best practices, and processes.
• Researches and implements replacement and succession planning for critical and key positions.
• Facilitates talent reviews and replacement and succession planning discussions with leadership.
• Facilitates replacement and succession plan development.
• Assists in designing, implementing and managing talent development programs in collaboration with the Center for Education and Organizational Development (CEOD) team.
• Creates and coordinates reports to monitor replacement and succession plans and overall effectiveness.
• Monitors and verifies the integrity of replacement and succession plan data in the Human Resources Information System (HRIS). Reviews and recommends enhancements to the replacement and succession planning processes and set-up in the HRIS.
• Research, develop and partner with leadership to implement employee retention strategies and programs.
• Conduct exit interviews and report trends.
• Conduct employee and management focus groups and analyze trends to assist in meaningful development of dept. improvements.
• Facilitate ideas and strategies to promote a healthy employee engagement.

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations.
• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers.
• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives.
• Provide coaching and guidance related to leadership effectiveness, accountability, communication, and team development.
• Support organizational growth, change management, and culture-building initiatives.
• Lead the full-cycle recruitment process for all facility and leadership positions, including sourcing, screening, interviewing, offer development, and onboarding.
• Develop and execute recruiting strategies to attract high-quality clinical, medical, operational, and support staff.
• Monitor vacancy trends, turnover patterns, and recruiting effectiveness, making recommendations for improvement.
• Oversee the onboarding experience for all newly hired team members and monitor onboarding effectiveness and retention outcomes.
• Conduct workplace investigations and recommend appropriate resolutions.
• Assist with policy development, implementation, and training.

Human Resources jobs in West Virginia

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Senior Employee Relations Consultant – Talent and Culture

Employee Relations Consultant – Talent and Culture

Employee & Labor Relations Consultant

Employee and Labor Relations Consultant – Full Time

HR Business Partner

Employee & Labor Relations Consultant – Hybrid Opportunity

Senior Manager, HR Transformation – Workday PM/BA

Regional HR Business Partner

HR Business Partner

HR Business Partner

HR Business Partner