US Oral Surgery Management

Human Resources

• Serve as a primary HR resource to Practice Leaders, managers, and employees regarding HR policies, employee relations, performance management, attendance, and employment matters
• Conduct employee relations intake and assist with investigations, documentation, corrective action, and resolution of employee concerns
• Partner with HRBPs on escalated employee relations matters, trends, leader coaching, and HR initiatives
• Maintain confidentiality, documentation, and follow-through on sensitive employee matters
• Conduct recurring HR audits for compliance, data accuracy, and adherence to company policies and processes
• Maintain accurate employee information in the HRIS, including employment status, job titles, reporting structures, and compensation
• Support onboarding, offboarding, employee lifecycle changes, unemployment claims, verifications of employment, and workers' compensation administration
• Provide HR guidance across benefits, payroll, compensation, leave, staffing, and HR transitions
• Partner with Practice Leaders and managers on recruiting needs and staffing challenges
• Provide administrative, analytical, and project support to HRBPs
• Support implementation and communication of HR programs, policies, and organizational initiatives

HR Generalist

• Serve as a primary HR resource to Practice Leaders, managers, and employees regarding HR policies, employee relations, performance management, attendance, and employment matters
• Conduct employee relations intake and assist with investigations, documentation, corrective action, and resolution of employee concerns
• Partner with HRBPs on escalated employee relations matters, leader coaching, HR initiatives, and employee relations trends
• Maintain confidentiality, documentation, and follow-through on sensitive employee matters
• Conduct recurring HR audits for compliance, data accuracy, and adherence to company policies and processes
• Identify discrepancies and coordinate corrective action
• Maintain accurate employee information in the HRIS, including employment status, job titles, reporting structures, and compensation
• Support onboarding, offboarding, employee lifecycle changes, unemployment claims, verifications of employment, and workers' compensation administration
• Serve as a resource across benefits, payroll, compensation, leave, staffing, and HR transitions
• Partner with Practice Leaders and managers to address recruiting needs and staffing challenges
• Provide administrative, analytical, and project support to HRBPs, including reporting, audits, employee data, documentation, and HR initiatives
• Support implementation and communication of HR programs, policies, and organizational initiatives