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Job Req ID:  13296

HR Generalist

Human Resources Business Partner Development and Alumni Relations

 

    General Description

 

The Human Resources Business Partner serves as the primary point of contact for the central and division employees of Development and Alumni Relations (DAR). This position provides human resources support and consultation in a range of areas including performance management, employee relations, employee development, and risk management. The incumbent will interpret and apply HR and unit policies and procedures while also maintaining alignment of programs and services with the strategic and operational needs of the organization.

 

Collaborates routinely with divisional and school HR offices to manage ongoing work. Reports to DAR Human Resources Manager.

Embraces and advances the university’s HR mission of attracting, developing, retaining, and engaging a high-performing workforce in support of excellence in the university’s mission, while promoting diversity, equity, civility, and respect.

Primary Duties and Responsibilities Employee Relations (40%)

Serves as a knowledgeable resource to managers and employees in the communication, interpretation, and application of HR programs, policies, and practices.

Helps create and sustain a positive work environment by promoting and demonstrating employee relations practices that appropriately balance organizational and individual needs.

Effectively triages organizational opportunities and challenges, understand the range of possible responses, and selects appropriate responses. Knows when to escalate things or engage others for help.

 

Works with managers and employees to effectively resolve various issues. Provides appropriate consultation and coaching to help address issues promptly.

 

Works with managers and employees to ensure that more formal steps like progressive counseling and performance improvement plans are used appropriately and effectively.

 

Uses working knowledge of employment law and university policy to ensure compliance. Provides appropriate guidance to managers and employees. Ensures appropriate documentation.

 

Coordinates provisional and annual performance review processes. Provides related training and coaching on process.

Monitors time and attendance for employees through the E210 system. Ensures that records accurately capture time used – particularly in cases involving some type of leave.

 

Talent Management (30%)

 

Promotes and reinforces the organization’s desired culture, core values, and behavioral expectations through modeling, communication, and coaching.

 

Collaborates with HR colleagues and managers to identify needs that can be met through application of organization development consultation and tools. Participates in processes intended to improve the overall effectiveness of departments such as workforce planning and team sessions.

 

Leverages assessment tools with employees and managers in on-boarding, coaching, career planning, dispute resolution, and team-building.

 

Compensation- Evaluates compensation practices and recommends changes in support of the organization’s goals, objectives, and values. Consults on salary adjustments and classification changes.

 

Talent Acquisition- Partners with HR colleagues in administration of the talent acquisition process (sourcing, recruiting, screening, hiring, etc.) when needed.

 

 

Other HR Programs, Projects & Tasks (20%)

Risk Management and Compliance – Uses knowledge of employment law and university policy to ensure compliance and minimize financial, reputational, and other risk to DAR and to the institution.

Projects –Supports projects focused on one or more facets of HR. This may involve improvement of existing programs or processes or creation of new ones.

 

Data and Metrics – Collects and analyzes relevant data and uses metrics to evaluate performance and evaluate contributions to the achievement of the organization’s goals and objectives.

 

Requirements

 

Bachelor’s Degree in Human Resources, Business Administration or other related field required. Master’s degree and/or professional HR certification highly preferred. Minimum of three years of progressive experience in a professional human resources capacity required.

 

Competencies- – Working knowledge of employment laws and regulations, employee relations practices, positive work environment concepts, issue/dispute resolution techniques, employment practices, talent management practices, compensation administration, communication skills, coaching skills, qualitative and quantitative analysis, and HR systems and applications.

Homewood Campus

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