To ensure the agency operates within all legal and ethical confines determined by state and federal law, HCA standards, and agency-designed policy. 

Provide mentorship, guidance, and training to agency employees and contractors. Work to ensure that the agency fosters a positive and productive work environment that aligns with its values, mission, and vision.

Recruiting and Onboarding

1. Develop and implement policy and procedures for the appropriate onboarding and discharge of employees/contractors in accordance with all applicable laws and HCA requirements.

2. Create a fair and inclusive hiring process for all to prevent bias and discrimination.

3. Oversight and participation in recruiting, interviewing, and onboarding new employees/contractors.

4. Review all new hire paperwork for compliance with state and federal laws.

5. Ensure compliance with CCHS and HCA for employment within the DD Waiver

6. Responsible for maintaining accurate employee records, HRIS data, and required HR documentation.

7. HRIS updates and training for staff

8. Serve as an advisor for the hiring manager

Employee Administration and Support

9. Maintain HR forms for status changes, performance evaluations, assessments, infractions, training documentation, and termination paperwork.

10. Administering leave programs, keeping accurate records, and ensuring compliance with all government regulations regarding leaves of absence.

11. Manage paid time off and sick leave accrual balances.

12. Serve as point of contact for staff and contractors who have questions or concerns regarding schedules, employment, leaves of absence, use of time off, contract questions, and grievances.

Benefit Administration

13. Manage open enrollment for all insurances offered.

14. Prepare renewal packages for review by the Executive Director, implement changes

15. Manage monthly enrollment/disenrollment of staff in benefits programs

16. Monitor monthly invoices for benefits provided

17. Ensure ACA compliance

18. Keep recognition programs up to date and relevant to agency needs.

Employee/Contractor Relations

19. Provide oversight and mentorship to all employees and supervisory staff regarding fair and equitable treatment of employees/ contractors.

20. Discrimination/harassment investigations. Conduct investigations and provide a plan on how the agency should proceed with harassment or discrimination claims.

21. Misconduct investigations. Complete investigations for all claims of misconduct or violations of company policy.

22. Participate in investigations for grievances. Arrange and facilitate mediation as necessary.

23. Termination of employees. Review all termination paperwork, ensure compliance with company policy and state and federal laws. Be present at all terminations

24. Exit interviews with all employees voluntarily leaving the agency’s employment.

25. Conduct annual employment surveys, analyze results, consult with the executive director, and prepare plans for improvements where necessary.

Performance Management

26. Maintain and create performance management plans. Update performance plans in the HRIS.

27. Oversee the training department, development, and implementation of agency-wide training.

28. Ensure compliance with all company policies and HCA standards as required by state and federal regulations.

29. Effectively develop and manage employee relations.

Training

30. Develop and implement employee development programs.

31. Train supervisors on implementing and issuing performance plans, assessments, infractions, and termination processes.

32. Develop and implement agency-wide training requirements, guidelines, and follow-up to be included in all QA/QI planning.

33. Conduct management training for scheduling, budgeting, compliance for staffing ratios, and policy implementation.

Management of HR

34. Ensure compliance with NM New Hire, CCHS, PTO benefits, workforce solutions/ UI, workers' compensation, DOL, and any legal requests, including subpoenas.

35. Monitor work-related injuries. Report and identify systemic interventions to be included in the QA/QI planning.

36. Monitor, respond, and participate in all unemployment claims and appeals as required.

Payroll Administration

37. Oversee and approve bi-weekly and monthly payroll processing

38. Track benefit contributions, deductions, employee status changes, and time off calculations

39. Ensure cost centers are assigned appropriately for tracking location payroll costs

40. Respond to employees’ inquiries regarding paychecks, questions regarding deductions, and garnishments

41. Process all garnishments, wage assignments, and benefit deductions according to applicable state and federal laws.

42. Produce bi-weekly/monthly reports for financial analysis and verification of location budgets