Reporting to the Sr. Human Resources Director, the Human Resources Generalist is a key member of the HR team with primary responsibility for Talent Acquisition and Compensation. This role partners with hiring managers to attract and recruit diverse talent, supports competitive and equitable compensation practices, administers job classification and salary structures, maintains job descriptions, and contributes to special HR projects and initiatives Representative
Duties:
- Talent Acquisition: Partner closely with the HR team and hiring managers to identify workforce needs, explore creative and innovative recruitment strategies, build talent pipelines, and deliver an exceptional candidate and hiring manager experience.
- Recruiting & Talent Sourcing: Manage the full-cycle recruiting process across a broad range of disciplines and functional areas.
- Manage a portfolio of up to 40-50 active job requisitions simultaneously.
- Proactively source, identify, and engage qualified candidates through a variety of channels, including professional networks, job boards, social media platforms, industry associations, employee referrals, and direct outreach.
- Build and maintain diverse talent pipelines for current and future hiring needs, with particular focus on hard-to-fill clinical, nursing, and provider positions.
- Conduct inclusive and equitable job searches that attract, assess, and hire high-performing, diverse, resilient and innovative talent.
- Monitor recruiting metrics and labor market trends to continuously improve sourcing effectiveness and hiring outcomes Ensure robust, clear, responsive ongoing communication with candidates at every step of the hiring process.
- Represent Fenway Health at career fairs, networking events, and community outreach activities to strengthen Fenway’s brand and visibility as an employer of choice.
- Hiring Manager Training & Partnership Serve as a trusted advisor to hiring managers throughout the recruitment process.
- Design, facilitate, and continuously improve training programs for hiring managers on recruitment best practices, interviewing techniques, employment law, unconscious bias, candidate evaluation, and selection processes.
- Develop and maintain recruiting guides, interview resources, toolkits, job aids, and process documentation to support effective and compliant hiring practices.
- Provide ongoing coaching and consultation to hiring managers to improve hiring quality, consistency, and efficiency.
- Recruitment Operations, Vendor Management & Compliance Manage the day-to-day administration, configuration, optimization and oversight of the Applicant Tracking System (ATS).
- Serve as the primary relationship manager for ATS providers and other recruiting-related vendors, including staffing agencies, job board partners, and recruitment marketing providers.
- Evaluate system performance and vendor effectiveness, recommend enhancements, manage system updates, and ensure recruiting technologies meet evolving business needs.
- Maintain ATS data integrity, generate recruitment reporting, troubleshoot user issues, and ensure consistent system utilization across the organization.
- Develop and maintain talent acquisition dashboards and reports, including key performance indicators, time-to-fill, source effectiveness, turnover, diversity hiring metrics, and other workforce analytics.
- Partner with HR leadership to leverage recruitment data for strategic workforce planning and decision-making.
- Prepare and support the organization's Affirmative Action Plan (AAP) and related compliance reporting requirements.
- Ensure recruiting practices comply with applicable federal, state, and local employment laws and regulations.
- Work collaboratively with HR team members to ensure an exceptional candidate experience from application through onboarding and first-year integration.
- Serve as the primary point of contact for staffing agencies and recruiting firms, managing vendor relationships, contracts, performance expectations, and service delivery.
- Position Classification & Compensation Administration Support administration of Fenway’s compensation and position classification system to ensure Fenway’s pay practices remain competitive, equitable, and aligned with Fenway’s compensation philosophy.
- Support compensation analysis activities including completing salary surveys, benchmark positions against market data, and building a resource library of compensation surveys.
- Maintain and update job descriptions to accurately reflect organizational structure and position responsibilities.
- Assess jobs and their respective duties to determine classification as exempt or nonexempt, appropriate salary range, and career level Maintain job classifications and salary scales in HRIS (Paylocity) Gather, analyze, and interpret compensation data and market trends using spreadsheet and data analysis techniques.
- Prepare and present summary reports of job analysis and compensation analysis information.
- Conduct data and cost analyses to support compensation decisions, salary negotiations and collective bargaining activities.
- Advise managers on applicable state and federal employment regulations, compensation policies, human resource procedures, and collective bargaining agreements.
- HR Projects, Reporting & Administrative Support Participate in special projects and strategic initiatives that support HR and organizational objectives.
- Partner with HR Team members and Fenway’s Benefits Broker to enhance and communicate Fenway’s Total Rewards Compensation communication strategy.
- Build trusting relationships with staff members and leaders at all levels of Fenway Health; serve as a credible resource on all areas of accountability.
- Assist in reviewing, updating, revising, and interpreting HR policies and procedures.
- Develop and maintains reports and dashboards on a variety of topics pertaining to areas of responsibility.
- Respond to department phone calls, emails, and tickets, providing excellent customer service to internal and external stakeholders.
- Support continuous improvement efforts across HR processes, systems, and employee experience initiatives.
- Meet agency participatory expectations Adheres to all agency and departmental policies and procedures Participates in quality assessment and improvement activities as requested Adheres to the highest principles of confidentiality Adheres to established safety policies, procedures and precautions; identifies potential or actual unsafe situations in the environment and takes measures to rectify the situation Attends all required meetings, in-services and professional trainings Maintains professional competence necessary to perform job responsibilities; maintains and provides agency with records of continuing education activities Serves on agency committees and in professional organizations when requested Perform other duties as assigned
