ChanceLight Behavioral Health, Therapy, & Education

• Serving as an HR contact for assigned employees, leaders, campuses, or business areas. • Responding to employee and manager questions regarding HR policies, procedures, employee records, onboarding, HR systems, and general HR processes. • Handling routine employee relations concerns, including attendance issues, policy clarification, documentation follow-up, workplace concerns, and first-level manager or employee support. • Supporting managers with corrective action and performance documentation using established HR templates, processes, and guidance. • Assisting with performance management follow-up, including documentation tracking, meeting preparation, and next-step coordination. • Supporting ADA and accommodation processes by gathering information, tracking documentation, coordinating follow-up, and escalating complex or sensitive matters as appropriate. • Conducting initial fact gathering for routine employee concerns and escalating matters requiring investigation, higher-level review, or legal guidance. • Processing onboarding documentation, new hire information, HRIS updates, employee records, and compliance tracking.

• Serving as an HR contact for assigned employees, leaders, campuses, or business areas. • Responding to employee and manager questions regarding HR policies, procedures, employee records, onboarding, HR systems, and general HR processes. • Handling routine employee relations concerns, including attendance issues, policy clarification, documentation follow-up, workplace concerns, and first-level manager or employee support. • Supporting managers with corrective action and performance documentation using established HR templates, processes, and guidance. • Assisting with performance management follow-up, including documentation tracking, meeting preparation, and next-step coordination. • Supporting ADA and accommodation processes by gathering information, tracking documentation, coordinating follow-up, and escalating complex or sensitive matters as appropriate. • Conducting initial fact gathering for routine employee concerns and escalating matters requiring investigation, higher-level review, or legal guidance. • Processing onboarding documentation, new hire information, HRIS updates, employee records, and compliance tracking. • Maintaining accurate and confidential employee files, documentation, and HR records. • Assisting with compliance-related tracking, reporting, acknowledgments, required training, and employment documentation. • Supporting HR communications, policy rollouts, employee experience activities, and training coordination. • Partnering with HR Specialist, Senior HR Generalist, HR Business Partner, Payroll, Benefits, Talent Acquisition, Compliance, and Operations teams to resolve routine HR needs. • Identifying recurring questions, documentation gaps, process issues, and employee relations trends to share with HR leadership. • Escalating higher-risk, multi-issue, legally sensitive, complex ADA, leader-level, or high-impact matters in accordance with established escalation standards. • Performing other assigned duties to support HR department and organizational objectives.

• Partnering with assigned leaders and business areas to provide practical HR guidance and employee relations support. • Regular travel in order to maintain appropriate onsite presence and support for all CA education program locations. • Handling mid-level to more complex employee relations matters involving manager coaching, performance management, conflict resolution, recurring issues, multi-step concerns, workplace investigations or higher operational impact. • Coaching managers on performance concerns, corrective action, documentation, communication, accountability and employee relations best practices. • Conducting or supporting workplace investigations, including planning, interviews, documentation, findings support and recommended next steps. • Providing guidance on ADA/accommodation matters, policy application, corrective action, performance management, employee concerns and workplace conduct. • Identifying employee relations trends and operational people issues and recommending practical solutions to assigned leaders and HR leadership. • Supporting employee experience, engagement, retention, culture and manager capability initiatives for assigned business areas. • Partnering with leaders on organizational changes, workforce transitions, new site support, restructuring support and other people-related operational needs. • Collaborating with HR Centers of Excellence, including Talent Acquisition, Benefits, Payroll, HRIS, Compliance, Training, and Legal to support consistent and integrated HR solutions. • Supporting implementation of HR initiatives, policy rollouts, manager training and employee communications. • Monitoring HR metrics, employee relations trends, turnover themes and manager support needs for assigned areas. • Escalating high-risk, legally sensitive, executive-level, enterprise-impact or complex matters requiring senior HR, Legal, CHRO or VP involvement. • Performing other duties as assigned to support HR department and organizational objectives.

• Provide HR partnership and employee relations support to assigned leaders and business areas. • Partner with managers and operational leaders on mid-level to more complex employee relations matters, manager coaching, performance management, investigations, policy application, employee relations trends, employee experience initiatives, and operational people needs. • Serve as a consultative HR partner to assigned business areas, helping leaders address people-related issues, strengthen manager capability, apply HR policies consistently, and support employee experience. • Handle more complex employee relations matters and escalate high-risk, legal, executive-level, enterprise-impact, or highly sensitive matters to senior leadership as needed. • Conduct or support workplace investigations, including planning, interviews, documentation, findings support and recommended next steps. • Provide guidance on ADA/accommodation matters, policy application, corrective action, performance management, employee concerns and workplace conduct. • Identify employee relations trends and operational people issues and recommend practical solutions to assigned leaders and HR leadership. • Support employee experience, engagement, retention, culture and manager capability initiatives for assigned business areas. • Collaborate with HR Centers of Excellence to support consistent and integrated HR solutions.