Herc-Higher Education Recruitment Consortium

Affirmative Action No.:: 22P207

Department:: Human Resources

Position FTE::

Minimum Annual or Hourly Rate: $70,000

Job Purposes::

Required Qualifications::

• Bachelor's degree in HR, business or related field and 8 years of HR experience.
• Knowledge of strategic HR practices including workforce planning, compensation, employee relations, talent acquisition and organizational development.
• Integrity and judgement necessary to maintain strict confidentiality at all times.
• Good judgment, diplomacy, and objectivity to effectively and appropriately make decisions.
• Demonstrated ability to build and develop relationships, gain the respect of customers, and to effectively manage the client group relationships.
• Experience coaching all levels of management in the areas of conflict management, employee development and employee relations issues.
• Aptitude to define problems, identify trends, collect data, and establish facts to draw valid conclusions.
• Excellent verbal/written communication skills.
• Experience working both independently and collaboratively with employees at various levels of the organization to identify and implement HR solutions.

Preferred Qualifications::

• Master's degree.
• Certifications: PHR, SPHR, GPHR, or SWP.

Essential Functions and percent of time::

• Serves as primary HR contact for leaders of assigned client groups and provides strategic HR guidance and support of their goals and initiatives. Seeks thorough understanding of needs and objectives to aid in that support while balancing risk and broader university outcomes.
• Facilitates timely actions and communications between assigned client groups and HR Centers of Excellence (COE) in compensation, talent acquisition, labor relations, benefits and HR Operations.
• Provides guidance to faculty and staff in assigned client groups to facilitate responsive customer service for HR-related questions and concerns.
• Integrates inclusive excellence principles into consultation and ensures compliance under ADA, FMLA, FLSA and other applicable federal, state and local laws, as well as university policies.
  
  

• Guides development of strategic workforce planning proposals that meet the needs of the assigned client groups, in consideration of broader university needs.
• Performs compensation benchmarking to assist the Compensation COE in job audits, salary adjustments and reorganizations. Assists client groups with job content and communicates placement of roles within the university compensation structure.
• Assists in workforce analysis to identify talent, knowledge and skill-set gaps. Helps leaders develop equitable succession planning and knowledge transfer.
• Conducts both 'exit' interviews and 'stay' interviews to identify concerns and issues that create undesirable workplace turnover. Provides both leader and employee support during job elimination and retrenchment actions.
  
  

• Provides confidential and strategic consultation to leaders regarding university processes and procedures regarding performance management, including corrective action, discipline and termination of employment.
• Collaborates with leaders to develop and implement effective employee relations and talent management practices with attention to equitable and objective implementation.
• Coaches supervisors on addressing and improving individual/team performance and productivity. Provides direction on performance evaluation methods and approaches.
• Assists with problem/conflict resolution and provides responsive support to emergency employee relations situations. Conducts impartial investigations into employee conduct.
• Conducts due process meetings and grievance hearings for classified and bargaining unit staff, as appropriate.
• Advises individual faculty and staff regarding employee relations policies and procedures.

• Advises hiring managers on new job description content and initial placement of jobs/salaries within the university classification and compensation structures.
• Provides consultation for all phases of the recruiting process with hiring managers and search committees, i.e. planning of staffing projections, succession planning, applicant pool development, job posting and advertising, screening and selection.
• Incorporates utilization data and inclusive excellence principles into recruiting/selection discussions with hiring managers and search committees.
• Engages with hiring manager regarding effective onboarding plans for new hires.

Working Conditions::