HR Advisor

About the role

• Provide Tier 2 HR guidance and consultation to leaders and employees regarding Ardent policies, values, benefits, compensation, pay administration, and other HR programs, promoting timely and consistent application. 
• Support compliance with applicable employment laws and regulations, including FMLA, ADA, EEO, and FLSA requirements, and escalate complex or high-risk matters to the appropriate HR partner. 
• Coordinate New Employee Orientation, including scheduling, room setup, calendar invitations, materials, attendance tracking, catering, and presenter support. Orientation responsibilities may require four to eight hours in a single day. 
• Coordinate and monitor leave, accommodation, workers’ compensation, and unemployment matters, partnering with employees, leaders, HR teams, and third-party administrators to support timely, consistent, and compliant case management. 
• Support leaders with corrective and performance-related actions, helping ensure documentation is clear, objective, consistent, and aligned with Ardent policies and practices. 
• Coach first-time and new-to-Ardent people leaders on company policies, effective people-management practices, performance expectations, and appropriate escalation of employee concerns. 
• Serve as a listening post for the employee and leader experience, identifying recurring concerns, service gaps, and emerging workforce trends and sharing relevant insights with HR Business Partners. 
• Support preboarding and employment eligibility verification, including scheduling and conducting Form I-9 appointments, reviewing required documentation, and completing E-Verify activities. 
• Maintain current knowledge of HR practices, Ardent policy changes, and employment legislation, sharing relevant updates and guidance with the HR OneSource team to support consistent service delivery. 
• Prepare, analyze, and distribute HR reports, including findings for field leaders and HR Business Partners and recurring reports on licenses and certifications approaching expiration. 

Job Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or a related field, or an equivalent combination of education and relevant experience.
• Minimum of three years of progressively responsible Human Resources experience, including experience advising employees and people leaders on HR policies, programs, and workplace matters. 
• Working knowledge of federal and state employment laws and regulations, including FMLA, ADA, EEO, FLSA, employment eligibility verification, and workplace accommodation requirements. 
• Experience supporting employee relations, leave administration, workplace accommodations, attendance matters, performance concerns, corrective actions, or related HR processes. 
• Demonstrated ability to interpret and consistently apply HR policies, procedures, and employment requirements while recognizing matters that require escalation. 
• Strong consultation, coaching, problem-solving, and conflict-resolution skills, with the ability to guide leaders through sensitive or complex employee matters. 
• Strong verbal and written communication skills, including the ability to explain HR policies and requirements clearly to employees, leaders, and HR partners. 
• Ability to manage multiple priorities, maintain accurate documentation, meet deadlines, and handle sensitive information with professionalism, discretion, and confidentiality. 
• Proficiency with Microsoft Office applications and experience using Human Resources information systems, case-management platforms, or related HR technologies. 
• Ability to analyze HR information, identify trends or risks, prepare reports, and communicate findings and recommended actions to leaders and HR partners. 

Preferred Job Requirements:

• Human Resources experience within a healthcare system, multi-site organization, or centralized HR Shared Services environment. 
• Experience working with third-party leave administrators, workers’ compensation providers, unemployment claims administrators, or other HR vendors. 
• Experience with Workday, ServiceNow HR Service Delivery, or comparable HR technology and case-management platforms. 
• Professional HR certification, such as PHR, SPHR, SHRM-CP, or SHRM-SCP. 
• Experience supporting New Employee Orientation, Form I-9 completion, E-Verify, and license or certification monitoring. 

• Provide Tier 2 HR guidance and consultation to leaders and employees regarding Ardent policies, values, benefits, compensation, pay administration, and other HR programs, promoting timely and consistent application. 
• Support compliance with applicable employment laws and regulations, including FMLA, ADA, EEO, and FLSA requirements, and escalate complex or high-risk matters to the appropriate HR partner. 
• Coordinate New Employee Orientation, including scheduling, room setup, calendar invitations, materials, attendance tracking, catering, and presenter support. Orientation responsibilities may require four to eight hours in a single day. 
• Coordinate and monitor leave, accommodation, workers’ compensation, and unemployment matters, partnering with employees, leaders, HR teams, and third-party administrators to support timely, consistent, and compliant case management. 
• Support leaders with corrective and performance-related actions, helping ensure documentation is clear, objective, consistent, and aligned with Ardent policies and practices. 
• Coach first-time and new-to-Ardent people leaders on company policies, effective people-management practices, performance expectations, and appropriate escalation of employee concerns. 
• Serve as a listening post for the employee and leader experience, identifying recurring concerns, service gaps, and emerging workforce trends and sharing relevant insights with HR Business Partners. 
• Support preboarding and employment eligibility verification, including scheduling and conducting Form I-9 appointments, reviewing required documentation, and completing E-Verify activities. 
• Maintain current knowledge of HR practices, Ardent policy changes, and employment legislation, sharing relevant updates and guidance with the HR OneSource team to support consistent service delivery. 
• Prepare, analyze, and distribute HR reports, including findings for field leaders and HR Business Partners and recurring reports on licenses and certifications approaching expiration. 

Job Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or a related field, or an equivalent combination of education and relevant experience.
• Minimum of three years of progressively responsible Human Resources experience, including experience advising employees and people leaders on HR policies, programs, and workplace matters. 
• Working knowledge of federal and state employment laws and regulations, including FMLA, ADA, EEO, FLSA, employment eligibility verification, and workplace accommodation requirements. 
• Experience supporting employee relations, leave administration, workplace accommodations, attendance matters, performance concerns, corrective actions, or related HR processes. 
• Demonstrated ability to interpret and consistently apply HR policies, procedures, and employment requirements while recognizing matters that require escalation. 
• Strong consultation, coaching, problem-solving, and conflict-resolution skills, with the ability to guide leaders through sensitive or complex employee matters. 
• Strong verbal and written communication skills, including the ability to explain HR policies and requirements clearly to employees, leaders, and HR partners. 
• Ability to manage multiple priorities, maintain accurate documentation, meet deadlines, and handle sensitive information with professionalism, discretion, and confidentiality. 
• Proficiency with Microsoft Office applications and experience using Human Resources information systems, case-management platforms, or related HR technologies. 
• Ability to analyze HR information, identify trends or risks, prepare reports, and communicate findings and recommended actions to leaders and HR partners. 

Preferred Job Requirements:

• Human Resources experience within a healthcare system, multi-site organization, or centralized HR Shared Services environment. 
• Experience working with third-party leave administrators, workers’ compensation providers, unemployment claims administrators, or other HR vendors. 
• Experience with Workday, ServiceNow HR Service Delivery, or comparable HR technology and case-management platforms. 
• Professional HR certification, such as PHR, SPHR, SHRM-CP, or SHRM-SCP. 
• Experience supporting New Employee Orientation, Form I-9 completion, E-Verify, and license or certification monitoring.