Regional HR Intern (Temporary Trainee)

General Overview of the Program:

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 11-12 months through an entire school year (i.e., both Fall and Spring semester) with opportunity to work during the summer prior to the new school year beginning. 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. Rotational schedule sample is below, please note the actual rotational schedule outlining when intern will be assigned to a specific department will be provided upon hire as the rotations may not be in the exact following order.

Objective of the Program

Human Resources & Hospital Objectives - 1^st Quarter of Internship & Ongoing

• 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 strengthen partnerships throughout the health system and positively impact team member experiences.

HR Talent Acquisition Objectives - 2^nd Quarter of Internship

• Gain a detailed understanding of Talent Acquisition 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.
• Seasonal Dependent:attend career fair event(s) as schedule allows.

HR Compensation Objectives - 3^rd Quarter of Internship

• Gain an understanding of Compensation by spending dedicated time with members from the team.
• Updating/Creating Job Descriptions in PeopleFluent.
• Create/Update information in Lawson pertaining to job codes, position codes, LMS codes, licensure and fingerprinting tracking.
• Create PR101s outlining Compensation changes.
• Create documents in Microsoft Excel for wage setting purposes.

• Market Price positions in Salary.com to to support the Compensation Analyst with identifying the competitive market based on organization scope size.
• Assist with various compensation audits as needed.

Human Resources Objectives - 4^th quarter of Internship

• Gain an understanding of key operational areas such as Organizational Development, Total Rewards, Team Member Health Services, HR Decision Support, and Spiritual Care Services.
• Opportunity to create a formal proposal to implement a change in process for one of the following components:

1) 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.

2) 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.

3) 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.

• Assist with various audits, projects, and tasks as needed.