Counsels department managers and supervisors on employee and labor policies, procedures, and appropriate practices.
- Under the direction of the Director of Human Resources, provides appropriate consultation and coaching to help address issues promptly. Knows when to escalate things or engage others for help. Works with managers and employees to ensure that more formal steps like progressive counseling and performance improvement plans are used appropriately and effectively.
|
10 |
Reviews resumes and applications and interviews applicants for a full range of staff positions.
- Reviews recruitment shortlists to ensure candidates meet the minimum qualifications as noted on the classified job description. Serves as the primary point of contact for questions regarding the application screening process. Seeks guidance and partnership from the Director of Human Resources and Central HR as needed.
|
10 |
Advises all levels of managers, supervisors, and employees in developing job descriptions, resolving benefits issues, and providing guidance on compensation programs, personnel policies and procedures.
- Reviews and analyzes requests for classification, equity, and retention actions and provides consultation and recommendations. Ensures compliance with UC policy, campus local procedures, organizational unit procedures, state/federal laws, and governing regulatory agencies.
|
10 |
Provides support to departments in administering policies and programs in the areas of employment, labor relations, wage and salary administration, training, and other areas of HR.
- Under the direction of the Director of Human Resources, provides appropriate guidance to managers and employees within policy and best practices. Coordinates probationary and annual performance review processes and assists with related training and coaching on the processes. Knowledge of payroll and timekeeping practices and procedures. Knowledge of wage and hour laws, and other laws and regulations relating to employment, discrimination, harassment, retaliation and EEO/AA.
|
10 |
Prioritizes work assignments, conducts complex HR trends analyses and develops resulting recommendations.
- Creates and Monitors personnel and Human Resource Metric reports
|
10 |
Advises all levels of managers, supervisors, and employees in identifying appropriate professional development opportunities for client groups.
- Monitors training reports, notifying appropriate individuals regarding instances of non-compliance.
|
10 |
|
Under general supervision by the Director of Human Resources, develops professional development tracking systems and reports for client groups.
|
10 |
Counsels employees concerning sensitive and difficult to resolve work-related problems and conducts termination interviews, providing feedback to management.
- Applies professional HR concepts when counseling employees concerning work-related issues of moderate scope and complexity and conducts termination interviews. Uses working knowledge of employment law, MOU's and university policy to ensure compliance.
|
5 |
May maintain records for equal employment opportunity and affirmative action reporting requirements.
- Ensures appropriate and accurate documentation is created and maintained.
|
5 |
Works with client groups on complex re-organizations and staffing objectives to assist in meeting business objectives.
- May serve on HR-related workgroups and committees.
|
5 |
|
Helps create and sustain a positive work environment by promoting and demonstrating employee relations practices that appropriately balance organizational and individual needs.
|
5 |
|
Maintains the integrity and confidentiality of human resource files and records.
|
5 |
|
Other duties as assigned
|
5 |
