The Human Resources Representative is responsible for providing objective consultation and risk assessment to Fairview leadership on all human resources sponsored programs, system policies, bargaining unit contracts, job and legal requirements, and performance management. This position serves as the escalation point for all employee inquiries outside of routine pay and benefit related questions. The Human Resources Representative engages the center of expertise partners and other HR teams as appropriate, and provides exemplary customer service to all Fairview employees, managers, providers, HR partners and outside vendors, agencies and family members.

This position requires remote work. In addition to adhering to all Fairview policies, guidelines, procedures, the Fairview Commitments, and the Code of Conduct, it is the expectation the following requirements of the remote work policy will be met, including but not limited to:

• Remote workspace that is clean, safe,andprofessional.
• Maintains an internet connection consistent with Fairview standards at remote workspace.
• Remain productive and responsive during their scheduled work hours.
• Attend primary Fairview location, as needed.

• Serves as first call for help to Fairview leadership teams on HR related topics and assists with tactical planning as needed when making business decisions. Helps identify options and associated risk with each option. Collaborates with other organizational stakeholders (legal, risk, occupational health, payroll, strategy, etc) as appropriate to mitigate risk.
• Ensures leaders have adequate information on which to base their decisions as it relates to performance management (annual reviews, corrective action) including both low and high risk situations.
• Proactively facilitates positive employer/employee relations through on-going learning and development of self and others by conducts in-services and learning sessions and seeks learning opportunities to enhance skill development
• Partners and collaborates with other HR functional and system representatives to implement new processes and programs, standardize processes for efficiency, and share best practices throughout the system.
• Reinforces leader accountability and supports system leadership when dealing with job requirements including completion of timely performance reviews, submission of employee changes, e-time review and approvals, required learning, life support and employee annual screening/flu shot compliance as well as other minimum job requirements
• Manages deviations from established processes (hiring, corrective action, salary changes, job attribute changes)
• Reaches out to new leaders to provide general orientation
• Collective bargaining agreement, physician contract and policy interpretation.
• Policy development and review of departmental/system guidelines and practices.
• Coordination and oversight of severance information.
• Responds to unemployment claims and attends unemployment hearings
• Demonstrates ability to provide care or service adjusting approaches to reflect developmental level and cultural differences of population served

Required