SHS-TEMPORARY TRAINEE

General Purpose of Job:

The Regional Human Resources (HR) Internship Program is designed to be an immersive experience into Human Resources in a Healthcare and non-profit setting for a large matrix organization. The program is designed to allow professional development and a meaningful experience for a student within 1-2 years from their graduation date. The program will run for 12-24 months in total. Weekly hours worked may vary from 20-40 hours during school breaks and 10-20 hours during Fall and Spring semesters. Work schedules, time off requests, and any schedule changes will be approved by HR Leadership throughout the internship program. The role will function as an HR Generalist on the Employment Relations team, with opportunities for project and support of all other HR disciplines during the program.

Essential Duties:

This job description is intended to cover the minimum essential duties assigned on a regular basis. Team members may be asked to perform additional duties as assigned by their leader. Leadership has the right to alter or modify the duties of the position.

• Employment Relations & Hospital Operations Objectives




• Gain an understanding of key operational areas such as HR Labor & Employment Relations/HRBP team, OHEI (Office of Health, Equity & Inclusion), Payroll, Privacy, Patient Experience, and other Hospital Operational departments.
• Perform functions of an HR Generalist with support of other HR team members within the Regional HR Division. This will include ensuring compliance, establishing best practices, and providing general customer support.
• Organize and Maintain key documents including but not limited to Meeting Minutes, Personnel Records, Investigation/Grievance Files, HR Processes, and Other Electronic Documents.
• Partner in key HRBP responsibilities such as strategic initiatives or projects, meetings, trainings, mediations, coaching and mentoring, investigations, and more.
• Identify gaps in processes and discuss current/future collaboration opportunities between key operational areas to further stregthen partnerships throughout the health system and positively impact team member experiences.




• Talent Acquisition & Compensation Objectives




• Gain a detailed understanding of Talent Acquisition and Compensation teams by spending dedicated time with members from the team.
• Learn and complete Homeland Security I-9 verification process.
• Learn and complete the Meet/Greet New Hire Onboarding process.
• Become knowledgeable of the Regulatory Clearing Process; utilize skill by completing Kickoffs through Clearings.
• Become knowledgeable of the Requisition Life Cycle.
• Updating/Creating Job Descriptions in PeopleFluent.
• Create/Update information in Lawson pertaining to job codes, position codes, LMS codes, licensure and fingerprinting tracking.
• Create documents in Microsoft Excel for wage setting purposes.
• Assist with various compensation audits as needed.




• Human Resources Operations Objectives




• Gain an understanding of key operational areas such as Organizational Development, Total Rewards, Team Member Health Services and HR Decision Support.
• Participate and/or observe various developmental programs related to leadership development, team member onboarding, or engagement with the Organizational Development team.
• Support administrative needs within the Total Rewards team leading to successful compliance and regulatory outcomes for the employment process
• Assist with various audits, projects, and other tasks as needed, or as would provide new learning opportunities.

• Internship Capstone Project




• Opportunity to create a formal proposal to implement a change in process for one of the following components:
• Process Improvement: Partner with Leadership to identify a gap in either process or efficiency of a team member role, and present a comprehensive solution for improvement.
• Improved Internal Collaboration: Partner with Leadership to identify a gap or opportunity for HR to improve or increase collaboration with 1 or more HR work team or Hospital Operational team.
• Service Opportunity: Partner with leadership to idenfity a gap or opportunity in the service delivery of the HR roles, and present a comprehensive solution for improvement.