HR Generalist - part time at MedTec, LLC in Orange City, Iowa

Job Description:

Essential Duties and Responsibilities include the following. (Other duties may be assigned.)

Execute upon talent acquisition initiatives:

· Work collaboratively with hiring managers to conduct efficient and cost-effective searches, placing advertisements and working with 3rd party recruiting firms as appropriate.

· Utilize Topgrading practices and procedures to assure best practice hiring of “A” talent.

· Coordinate Caliper testing and assist managers to understand the results

· Maintain an applicant tracking system with high integrity and accuracy

· Establish and maintain a strong network of prospective candidates for current and future CQ Medical opportunities

· Conduct applicant testing, phone screens, and in-person interviews

· Coordinate travel and logistics for scheduling on-site interviews, and communicate decisions and next steps to candidates

· Ensure applicant pool is managed effectively with timely communication to applicants

· Encourage a “promote from within” culture through proactive communication detailing new job openings and encouragement of key talent within the organization

· Assist in coordinating pre-employment drug screening process

· Draft Introduction emails for each new hire, and send to the hiring manager to edit and send out to all CQ Medical employees.

· Assist in coordinating new hire employee assimilation process

· In coordination with the Marketing team and Human Resources Manager, evaluate external brand identity and facilitate initiatives to bolster brand presence through web presence, community outreach, and messaging that is consistent with CQ Medical values

· Assist with Human Resources initiatives and projects as time allows or need necessitates.

· Represent CQ Medical professionally with all candidates, treating them with respect and providing them with timely responses to their inquiries.

· Display very strong written and verbal communication skills and communicate positively and directly with all internal and external points of contact.

· Conduct criminal background screens, LEIE checks, and pre-employment drug screens.

Execute upon Strategic Employee relations initiatives:

· Ensure all information in the UKG Employee Onboarding portal is completed accurately and in a timely manner.

· Coordinate on-site employee relations activities such as fund raisers, blood drives, events and activities

· Update bulletin board with information pertaining to our mission every 2 to 3 months, such as breast cancer awareness information, childhood cancer information, Relay for Life volunteer drive and facts about American Cancer Society, etc.

· Plan, organize, and execute holiday party or activities with input from employees across the organization

· Deliver employee orientations, ensuring employees understand our culture, vision, mission, values, the basics of radiation oncology, their benefit packages, location of safety equipment, shelters, and evacuation area, and location of work supplies and break room supplies.

· Maintain personnel records, both physical and electronic

· Upload employee photos and employee “Favorites” lists into UKG

· Manage and coordinate the employee anniversary program

· Maintain an up-to-date employee anniversary and birthday calendar on the intranet

· Coordinate volunteer or fund-raising events that support non-profits that focus on assisting cancer patients, funding cancer research, or other cancer-related missions.

· Provide professional, courteous, and compassionate support to all employees when they have inquiries

· Work collaboratively with leadership to assist them to achieve their goals related to our workforce, culture, and talent initiatives.

· Maintain strictest confidence regarding employee information, including any compensation, medical, performance, or other sensitive information at all times.

Required Education and/or Experience

Minimum of two years of experience in Recruiting and/or Human Resources with associates degree in business administration, psychology, human resources, or related field; or, minimum of a bachelor’s degree in the above fields.

Other Useful Skills and Abilities

PHR or SHRM-CP certification helpful. Strong communication, organizational, relationship building, and interviewing skills. Ability to handle interactions positively and credibly. Understanding of talent acquisition strategies and tactics with a focus on effective networking practices. High sense of discretion and confidentiality with an ability to translate talent acquisition success into business results.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.

While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is occasionally required to stand and walk. Specific vision abilities required by this job include close vision.

Work Environment

This position is a professional, part time role, offering a flexible schedule and averaging approximately 20 hours per week. Hours of work will occur Monday through Friday during normal business hours. Some weeks may be more or less than 20 hours, depending on business needs.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.

The noise level in the work environment is usually moderate.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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