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Applies advanced HR concepts to counsel senior managers on HR issues, employee and labor policies, procedures, and appropriate practices.
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10 |
Reviews resumes and applications and interviews applicants for senior level positions.
- Develops job descriptions in consultation with division/department management. Implements job description creation, recruitment and position review actions in UCR's enterprise systems (e.g. Job Builder, Job Description System (JDS) iRecruit and iReview and consults with central HR to bring actions to closure. Serves as a liaison and hand-off point to Campus Shared Services (CSS), with regard to CSS supported actions and functions.
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5 |
Conducts highly complex and varied analyses of issues or concepts and develops resulting recommendations employing political acumen and integrating information to determine appropriate courses of action and their implications.
- Develops/analyzes salary offer recommendations. Performs job analysis in connection with position reviews e.g., reclassifications, promotions, etc. and in connection with reorganizations and recruitments.
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5 |
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Counsels employees concerning sensitive and difficult to resolve work-related problems and recommends to senior management systemic remedies such as training, changes to organizations practices and procedures.
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5 |
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Conducts difficult termination interviews, providing feedback to management, and recommending changes to department practices as appropriate.
|
5 |
As technical leader provides guidance to managers and supervisors on compensation programs, personnel policies and procedures.
- Makes recommendations concerning implementation of compensation and award programs, where unit discretion is permissible e.g., merit, STAR Awards.
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5 |
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Works with client groups on highly complex re-organizations and staffing objectives to assist in meeting business objectives.
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5 |
Provides support to units or departments in administering policies and programs in the areas of employment, labor relations, wage and salary administration, training, and other areas of HR.
- In consultation with leadership, prepares internal guidelines and call documents concerning policies and programs, including performance management, merit, STAR, etc.
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5 |
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Provides direction and guidance to other HR Generalists and effectively and collaboratively interacts with diverse client groups and at all levels of the organization.
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5 |
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Influences others on matters of importance.
|
5 |
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Regularly serves of the organization-wide HR committees to counsel on new HR initiatives and to help determine appropriate organization HR strategies, policies, and practices.
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5 |
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Makes recommendations for directly supervised staff related to hiring decisions, classification actions, salary actions, performance evaluation ratings, discipline, and discharge. Develops work schedules and appropriate assignments in consultation with manager.
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5 |
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Develops and implements Lean processes and practices for service delivery. Prepares reports concerning HR Business Partner functions which depict status of actions/performance metrics. Ensures efficient and effective handoffs of work to central HR and CSS. Prepares ad hoc reports and presentations, as requested.
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5 |
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Serves as an intake point for all division/department requests concerning HR actions. Reviews requests and assembles data and information for review and approval. Directs actions to central HR and/or CSS, as appropriate and tracks/supports actions from inception to closure.
|
10 |
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Serves as Executive Search Manager overseeing all components and aspects of the campus' executive recruitments (Senior Management Group and Deans/Vice Provosts) and other critical staff recruitments, including project management and maintenance of ongoing, overlapping executive search processes for the campus. Works directly with and oversees the campus' relationship with the executive search firm, if utilized. When a search firm is utilized, works with the Purchasing Office to identify and contract with the third party (executive search firm). In coordination with the Purchasing Office, leads the vendor proposal process. Serves as the vendor point of contact for all matters related to the proposal solicitation and selection process. Insures that the contract with the executive search firm reflects responsibilities related to diversity/EEO/AA.
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15 |
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Advises and guides management with regard to SEAT's Affirmative Action compliance. Develops strategies to meet or exceed diversity goals, through development of individual recruitment plans and at a macro level through participation in SEAT's strategic planning efforts. Serves as an Affirmative Action Compliance Liaison with regard to recruitment activities. May also staff search committees and serve in the Affirmative Action Compliance Liaison role, when needed.
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5 |
