Human Resources Coordinator - Addiction Recovery

Human Resources Coordinator - Addiction Recovery | Wooded Glen Recovery Center | Henryville, Indiana About the Job:

Position Summary

• Summit Behavioral Healthcare is committed to transforming lives by providing compassionate, high-quality behavioral healthcare services across a diverse network of treatment facilities. Our employees are the foundation of our success, and we are dedicated to fostering a culture of engagement, accountability, collaboration, and continuous improvement in support of our mission to improve the lives of those we serve.
• The Human Resources Coordinator serves as the primary Human Resources partner for an assigned facility, collaborating with the Regional HR Business Partner to deliver exceptional HR services. This role supports employee engagement, employee relations, leadership development, workforce planning, onboarding, compliance, and HR operations while fostering a positive employee experience and partnering with operational leaders to support business objectives.

Roles and Responsibilities:

Education

High School diploma or GED required; Bachelor’s degree preferred.

Experience

• •Three or more years of progressive Human Resources experience supporting employee relations, recruitment, onboarding, or HR operations.
• •Experience partnering with supervisors and managers to resolve employee issues and support day-to-day HR activities.
• •Healthcare experience preferred; behavioral healthcare experience is a plus.
• •Experience utilizing HRIS platforms and Microsoft Office applications; Workday experience preferred.

Leadership Attributes

• •Emotional Intelligence : Demonstrates empathy, professionalism, and sound judgment while building trust with employees and leaders.
• •Customer Focus : Delivers responsive, employee-centered HR support while maintaining confidentiality and professionalism.
• •Collaboration : Builds positive relationships across departments and contributes to a culture of teamwork and accountability.
• •Communication : Communicates clearly, effectively, and respectfully while navigating employee and leadership interactions.
• •Adaptability : Embraces change, continuously develops professionally, and responds effectively in a dynamic healthcare environment.

Essential Functions

Recruitment and Hiring Support

• •Assist with the development and execution of recruiting plans to support facility staffing needs collaborating with the Talent Acquisition Team.
• •Post open positions, coordinate interview schedules, and track candidate activity throughout the hiring process.
• •Support pre-employment screening, offer letter preparation, and related candidate communications.
• •Participate in career fairs and other recruiting events as directed.

Employee Engagement, Retention & Workforce Stability

• •Support employee engagement, recognition, retention, and workplace culture initiatives that strengthen employee connection and workforce stability.
• •Monitor turnover, vacancy, retention, onboarding, and employee feedback trends; share observations and recommendations with facility and HR leadership.
• •Assist leaders with stay interviews, engagement activities, new hire check-ins, and follow-up action plans designed to improve morale and reduce turnover.
• •Identify recurring employee concerns and engagement themes through employee interactions, exit feedback, employee relations trends, and leadership input.

Leadership Support & Talent Development

• •Support leaders in applying HR policies, procedures, and employment practices consistently, fairly, and in alignment with organizational and regulatory expectations.
• •Assist with new leader onboarding, leadership development, and HR education activities that strengthen management effectiveness, communication, accountability, and employee engagement.
• •Help leaders interpret workforce data, HR metrics, turnover trends, attendance patterns, training compliance, and other people-related indicators to improve departmental performance.
• •Partner with facility leaders, Corporate HR, Talent Acquisition, Learning and Development, and operational teams to support workforce capability and organizational goals.

Employee Relations, Compliance & Workforce Risk

• •Assist with employee relations matters and investigations, including gathering information, documenting findings, maintaining confidentiality, and escalating complex matters as appropriate.
• •Promote compliance with employment laws, organizational policies, healthcare regulatory requirements, and HR best practices.
• •Maintain audit-ready employee records, HR documentation, personnel files, training records, licensure information, and employment documentation.
• •Support readiness for Joint Commission, CARF, CMS, state licensing, and other regulatory or accreditation surveys through HR audits, documentation reviews, and corrective action follow-up.
• •Identify employee relations themes, documentation gaps, compliance risks, workplace trends and communicate concerns to facility and HR leadership.

Workforce Planning, HR Operations & Analytics

• •Support workforce planning by monitoring staffing levels, vacancies, turnover, position control, labor needs, and workforce trends.
• •Partner with facility leadership, HR leadership, Talent Acquisition, and operational leaders to identify staffing needs, hard-to-fill positions, high-turnover roles, and workforce gaps.
• •Maintain accurate HRIS and workforce data, including employee status changes, job profiles, reporting structure updates, transfers, promotions, terminations, and secondary job assignments.
• •Prepare, review, and analyze HR reports and workforce metrics related to headcount, vacancies, attrition, retention, attendance, overtime, onboarding, training compliance, and licensure.
• •Track HR operational tasks, audits, compliance items, employee lifecycle activities, and workforce planning initiatives to ensure timely completion and accountability.

HR Partnership & Business Support

• •Serve as a day-to-day HR partner to facility leaders, supervisors, managers, and employees by providing timely guidance, support, and follow-up on HR policies, employee concerns, and operational needs.
• •Build effective working relationships with clinical, administrative, and support department leaders to understand priorities, staffing challenges, workforce trends, and business needs.
• •Provide practical HR guidance that balances employee needs, organizational policies, regulatory requirements, operational demands, and continuity of patient care.
• •Support facility and organization-wide HR initiatives, policy updates, process changes, and business priorities by coordinating communication, follow-up, and leader accountability.
• •Facilitate facility new hire orientation and present Human Resources information.

Administrative Duties

• •Process employee status changes, job changes, transfers, promotions, terminations, reporting structure updates, compensation changes, and other personnel actions accurately and timely.
• •Support onboarding administration, including new hire paperwork, background checks, I-9/E-Verify completion, orientation scheduling, system access coordination, and required compliance documentation.
• •Track required employee documentation, including licenses, certifications, health screenings, mandatory training, annual acknowledgments, job description acknowledgments, and policy attestations.
• •Assist with payroll, benefits, and leave administration by answering routine questions, tracking documentation, coordinating with appropriate partners, and ensuring timely follow-up.
• •Prepare HR materials, maintain trackers, organize employee communications, and support HR-related projects, audits, and facility initiatives.
• •Respond to routine employee and leader inquiries regarding HR processes, forms, policies, deadlines, system navigation, and required documentation.
• •Coordinate with Corporate HR, Payroll, Benefits, Talent Acquisition, Compliance, Learning and Development, and facility