HR Administrator

The HR Administrator (HR Operations & Compliance) is a shared-services role supporting Chesapeake Health Partners (CHP), Hospice of the Chesapeake (HOC), and Partners In Care (PIC).

The HR Administrator provides day-to-day administrative and compliance support across the HR department — personnel file maintenance, HRIS data entry, onboarding paperwork, credential/license tracking, monthly OIG LEIE exclusion screening, and leave administration and accommodation coordination — along with general administrative support to the Talent Acquisition, Compensation, HRIS, and Employee Relations functions, and to the Vice President of Human Resources. Given the volume of federal and Maryland-specific healthcare compliance requirements this role supports (CMS Conditions of Participation, OHCQ licensure, HIPAA, and background check/licensure tracking), accuracy and timeliness in this role directly protect the organization's compliance standing across CHP, HOC, and PIC.

HR Operations & Compliance Administration

• Maintain accurate, complete, audit-ready personnel files and HR recordkeeping systems across CHP, HOC, and PIC, consistent with CMS Conditions of Participation and OHCQ licensure requirements.
• Conduct monthly OIG List of Excluded Individuals and Entities (LEIE) exclusion screening for employees, contractors, and volunteers, and escalate any findings promptly.
• Track and monitor employee licenses, credentials, and background check timing and requirements, following up with employees and supervisors on upcoming renewals and expirations.
• Process new hire onboarding paperwork and enter new hire, status-change, and termination data into the HRIS accurately and on schedule.
• Support HIPAA-related administrative compliance tasks as they intersect with HR recordkeeping and workforce access processes.
• Assist with the administration and version control of HR policies and procedures.

Leave Administration & Accommodations Support

• Process and track leave of absence requests (FMLA, medical, personal, and other protected leave), including intake, documentation, and status tracking.
• Maintain accurate, confidential leave files and calendar/tracking systems to ensure timely follow-up and return-to-work processing.
• Provide administrative support for the interactive accommodation process — scheduling, correspondence, and documentation tracking — under the direction of the Vice President of Human Resources and/or Employee Relations & Compliance Manager.

Cross-Functional HR Administrative Support

• Provide administrative support to the Talent Acquisition, Compensation & Benefits/HRIS, and Employee Relations & Compliance functions, and to the Vice President of Human Resources, as the organization's shared HR administrative resource.
• Serve as the primary point of contact for general HR administrative inquiries, replacing the limited, inconsistent coverage previously provided by part-time, on-call (PRN) support.
• Assist with scheduling, correspondence, document preparation, and data entry across HR functional areas.

HRIS & Data Management

• Maintain data integrity and accuracy across HRIS records as the system of record for personnel, compliance, and leave data.
• Assist with routine HR reporting and ad hoc data requests from HR leadership.

Other

• Perform other duties as assigned, consistent with the level and scope of this role.

SKILLS & QUALIFICATIONS

• Attention to Detail & Accuracy — maintains precise records across compliance, leave, and HRIS systems where errors carry legal and operational risk.
• Compliance Mindset — understands the importance of recurring deadlines (OIG LEIE screening, license renewals, CMS/OHCQ documentation) and proactively surfaces gaps before they become findings.
• Confidentiality & Discretion — handles sensitive employee leave, accommodation, and personnel information appropriately.
• Organization & Time Management — manages a varied, deadline-driven workload across multiple HR functions and entities.
• Service Orientation — responsive, dependable support to multiple HR functional leads and employees across a shared-services model.
• Adaptability — shifts effectively between compliance tasks, leave administration, and ad hoc support requests from different HR functions.
• Communication — communicates clearly and professionally with employees, supervisors, and HR colleagues.

REQUIREMENTS