Collaborate with unit leadership and HR-Centers of Expertise (COEs) on organizational strategy and emerging staff needs - workforce planning by partnering with leadership on organizational design, succession planning, change management, improvements and transition activities; performancemanagement by assisting units in assessing career growth and talent needs of the unit and determining where promotional opportunities exist; employee engagement by strategizing and sharing methods for leaders to establish and sustain a positive work environment that enables employees to learn, grow and succeed; and communication by serving as an advocate for HR policies, procedures and practices as well as communicate policy updates.
Lead complaint investigations, working in concert with Employee and Labor Relations (ELR) COE - investigations by conducting complaint investigations and acting as a neutral party while fact-finding and ensuring confidentiality, accuracy ad timeliness to employees involved; Title IX by escalating matters to ELR if inquiries involve Title IX or employment law if questions arise regarding the Business Partnerâ™s ability to serve as a neutral investigator; grievances by hearing step one of grievances for union employees and working with ELR on subsequent steps; terminations by advising on severance agreements/negotiations, conducting exit interviews for voluntary resignations, involving ELR to assist with risk mitigation or other concerns and working with HR Systems Specialist to ensure employee is terminated in appropriate timeframe; reasonable accommodation requests by coordinating with ELR, and facilitating conversations between managers and employees regarding accommodation requests.
Assist in initiating talent acquisition process - position posting by collaborating with unit to draft job description and evaluation criteria and reviewing/updating job postings to ensure alignment of objectives and budget.
Complete pre-hire steps necessary to onboard a new employee - new hire experience by working with hiring managers and HR System team to determine system access and hardware needs for new/transfer employees and ensuring transactions are completed accurately within the expected timeframe; new hire orientation by facilitating orientation sessions approximately 1-2 times per month.
Ensure proper procedures are followed when an employee is exiting - offboarding by conducting exit interviews, providing feedback to unit management and ensuring compliance for hardware retention.
Facilitate annual process and provide guidance to unit leadership in partnership with HR COEs - job evaluation by reviewing and assessing job profiles of staff as needed to ensure reflective of current roles and responsibilities as this is the basis for all pay decisions; pay-for-performance by assisting units as they complete alignment reviews and make recommendations surrounding merit, equity adjustments and lump sum awards.
Ensure accuracy of records and processes in accordance University policies and practices - system specific transactions by initiating personnel actions in University systems (e.g. personnel changes, requests, job changes) and approving personnel actions; leave administration through counseling employee on request for leave and managing communications between leave administration/unit/employee.
â‹Counsels employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a minimal level of guidance.
Has a deep understanding of unit's employee/labor relations efforts, including handling grievances, disciplinary warnings, and employee complaints.
Performs other related work as needed.
Bachelorâ™s degree from an accredited institution with a specialization in Human Resources or Business Administration.
Minimum of five years of HR experience.
Facilitating succession planning and performance conversations including developing annual processes, associated materials, and facilitation plans.
Working knowledge with Nine-Box Performance Matrix.
Two years of prior experience supporting an IT department or organization.
Familiarity with higher education environment and administrative systems knowledge.
PHR or SPHR.
Proven ability in recruiting/staffing, employee relations, conflict resolution and management practices.
Develop and maintain strong business relationships with all levels of the organization.
Superior oral and written communication skills with varying levels of personnel.
Excellent decision-making, time management, priority-setting, and learning agility capabilities.
Demonstrated ability to manage and maintain sensitive or confidential information.
Work in a team environment and independently.
Expertise with Microsoft Office Suite and proficient PC skills.
Reference Contact Information (3) (preferred)
Cover letter (preferred)
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Internal Number: JR09832
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