HR Generalist

At CrescentCare, we bring caregivers and the community together as partners in health and wellness for all. Our experience builds on more than 40 years of impact. In 2014, we became a Federally Qualified Health Center to offer an expanded range of health and wellness services for anyone and everyone who is seeking healthcare services in Greater New Orleans and Southeastern Louisiana.

Our Mission

Strengthening our entire community through whole-person healthcare and education.

Position Summary

We are seeking an HR Generalist who is a mission-driven servant leader in a fast paced, continuous improvement, and highly regulatory workplace. Reporting directly to the Senior HR Analyst, you will play a critical role in strengthening our workforce by managing the front end of the employee lifecycle while providing high-touch support for our existing team. We serve a diverse community at our Federally Qualified Health Center (FQHC), and we require a candidate who treats every individual in the workplace with unwavering dignity and respect. This position acts as a bridge between the organization’s mission and its diverse workforce. This role requires balancing high-volume needs with high-touch HR service.

Key Duties and Responsibilities

Primary Focus: Talent Acquisition & Onboarding

1. Recruitment Strategy: Execute targeted recruiting to address a 16% turnover rate and ensure we are attracting high-quality, mission-aligned candidates.

2. Community Outreach: Lead community healthcare tabling and represent the organization at career fairs to build local talent pipelines.

3. Hiring Lifecycle: Manage all "front-loading" activities including screening, interviewing, and facilitating the hiring process.

4. Orientation & Integration: Design and lead engaging New Hire Orientations (NHO) and onboarding programs to ensure long-term retention and cultural alignment.

Secondary Focus: Full Lifecycle Support

1. "Hire to Retire" Service: Act as a responsive point of contact for all incoming employee requests throughout their career with us.

2. Generalist Support: Provide support for benefits, employee relations, and policy inquiries, working closely with the Senior HR Analyst to ensure data-driven HR solutions.

1. Strategic Talent Acquisition

Full-Cycle Recruitment: Manage the end-to-end hiring process, including drafting mission-aligned job descriptions, sourcing candidates, creating pre-hire assessments and conducting interviews to ensure candidates align with the health center’s equity-focused values.

Mission-Driven Onboarding: Develop and deliver onboarding plans that educate new hires on HR policies, company culture, and the specific social needs of the patient population.

Orientation Coordination: Facilitate new hire orientations and coordinate with IT and facilities to ensure a "magical" first-day experience.

Hiring Manager Advisory: Serve as a trusted consultant to senior leaders and middle managers, conducting "intake sessions" to define critical success factors for roles, providing data-driven insights on market trends, and compensation benchmarks.

Diversity & Inclusion Sourcing: Act as a "diversity champion" by implementing targeted recruitment strategies to attract a workforce that reflects the diverse community being served.

Healthcare Hiring Compliance: Coordinate the collection of essential documentation, including licensure and certifications upon hire, and oversee background checks in accordance with federal and state healthcare regulations.

Community Outreach: Represent the center at local job fairs, university events, and community gatherings to build long-term talent pipelines within the underserved population.

Mission-Aligned Recruitment: Source and screen candidates using a diverse array of external channels and leveraging relationships with external entities in community, prioritizing applicants who demonstrate cultural competency and a commitment to serving underserved populations.

Full-Cycle Coordination: Manage the end-to-end process—from posting openings to extending job offers, creating pre hire assessments for hiring managers—while collaborating closely to understand the specific technical skills and competencies required for clinical and administrative teams.

Pipeline Development: Establish partnerships with medical schools, colleges, and community organizations to build a continuous talent pool that reflects the diversity of the community served.

2. Employee Lifecycle & Onboarding

Collaborative Workforce Planning: Partner with departmental leaders to identify workforce gaps, develop organizational-level staffing plans, and ensure future hires align with the center's long-term health equity goals.

Executive Search Support: Facilitate recruitment for high-impact leadership positions, ensuring a seamless experience for senior-level candidates while keeping executive stakeholders informed with regular reporting.

Manager Training & Coaching: Educate hiring managers and interviewers on objective selection criteria, unconscious bias mitigation, and regulatory compliance to ensure equitable hiring practices.

Exit Management: Conduct exit interviews and analyze turnover data to identify trends and recommend retention improvements.

3. Comprehensive Employee Support

Inquiry Resolution: Serve as the primary point of contact for employees regarding benefits, leaves of absence (FMLA/ADA), compensation, and general policy inquiries.

Employee Relations & Coaching: Provide guidance and objective coaching to managers and staff to resolve workplace issues, grievances, or policy violations.

Engagement & Wellness: Lead employee recognition programs, wellness initiatives, and engagement events to foster a positive, inclusive, and collaborative work environment.

Organizational Liaison: Act as a "link" between management and employees, ensuring open communication and resolving complex inquiries related to benefits, policies, and leaves of absence.

Performance Management Partnership: Work with managers to develop individual development plans and performance improvement strategies, ensuring feedback loops are constructive and mission-centric.

Culture & Retention Advocacy: Lead engagement initiatives and wellness programs designed to combat healthcare burnout and promote a culture of inclusion and belonging for staff at all levels.

4. Compliance & HR Administration

Regulatory Compliance: Ensure all HR activities comply with HIPAA, Title VII, FLSA, and other federal and state labor laws.

HRIS & Records Management: Maintain accurate employee data in the Human Resources Information System (HRIS) and ensure personnel files are audit-ready and secure.

Regulatory Oversight: Monitor compliance with federal and state labor laws (HIPAA, ADA, FMLA) and maintain audit-ready personnel records in the HRIS.

Process Improvement: Partner with HR leadership to recommend solutions that enhance HR efficiency, improve retention, and foster a positive workplace culture across the entire organization.

Regional Mobility

The HR team operates across four distinct locations. You will be expected to travel to these sites upon request:

1631 Elysian Fields Avenue, New Orleans, LA 70117

2515 Canal Street, New Orleans, LA 70119

106 Graham Douglas Lane, Houma, LA 70360

4550 North Boulevard, Baton Rouge, LA 70806

Qualifications

Education: Bachelor’s degree in HR, Business Administration, or a related field (or equivalent experience).

Experience: At least 2 years of HR experience as a specialist or generalist.

Servant Leadership: Proven ability to lead with humility and empathy, ensuring all patients and staff are treated with respect.

Technical Skills: Proficiency in MS Office and experience with an HRIS platform, (e.g., Paycom, ADP, Paylocity or Lawson).

Licensure: Valid driver’s license for travel between Louisiana regional offices.

Total Compensation Package

We believe the investment we make in our employees is among the most important. Our compensation package includes:

Comprehensive medical and prescription drug coverage options

Health Savings Account (HSA)

Employer-paid Dental

Employer-paid life insurance & AD&D

Employer-paid Wellness Program

Employer-paid Employee Assistance Program

Employer-sponsored vision insurance

Employer-sponsored short-term disability insurance

Vacation time (accrue 10 days in first 12 months)

Sick time (accrue 8 days in first 12 months)

Eleven (11) paid holidays

401(k) retirement plan with employer match beginning in employee’s second year