Applies advanced HR concepts to counsel senior managers on HR issues, employee and labor policies, procedures, and appropriate practices.
- Recommends strategies for fair and inclusive hiring, equitable reclassifications and minimizing employee turnover within the unit, in concert with central Human Resources.
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15 |
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 reporting metrics and benchmarks on HR-related initiatives and activities for organizational unit management that measure continuous improvement. Organizes and compiles HR-related data for analytical purposes. Provides guidance and analytical support to the organization concerning adherence to campus policies
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10 |
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.
- Analyzes and applies policies, consult with central Human Resources, the SEAT Executive Officer, and the relevant unit management, and present course of action to employees.
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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.
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5 |
As technical leader provides guidance to managers and supervisors on compensation programs, personnel policies and procedures.
- Develops/analyzes salary offer recommendations. Performs preliminary job analysis in connection with position reviews e.g., reclassifications, promotions, etc. and in connection with reorganizations and recruitments. Makes recommendations concerning implementation of compensation and award programs, where unit discretion is permissible e.g., merit, STAR Awards.
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5 |
Works with client groups on highly complex re-organizations and staffing objectives to assist in meeting business objectives.
- Develops action plan that includes a strategy outline with associated milestones that are in alignment with business goals.
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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 |
Provides direction and guidance to other HR Generalists and effectively and collaboratively interacts with diverse client groups and at all levels of the organization.
- Represents SEAT on committees and workgroups involved in developing campus-wide systems, programs, training initiatives, policies, and tools.
Participates in campus-wide HRBP meetings. Obtains knowledge of the campus by attending town halls and other campus-wide events
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5 |
Influences others on matters of importance.
- Formulates partnerships across the HR function to deliver HR services to management and employees that reflect the strategic objectives of the organization.
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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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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 Human Resources and/or Campus Shared Services (CSS), as appropriate and tracks/supports actions from inception to closure. Audits high-risk HR transactions to enhance accountability and compliance with relevant HR standards, policies and procedures, and identify training needs.
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10 |
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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 processes and practices for service delivery. Prepares reports concerning HR Business Partner functions, which depict the status of actions/performance metrics. Ensures efficient and effective handoffs of work to central Human Resources and CSS. Prepares ad hoc reports and presentations, as requested.
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5 |
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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 |
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Reviews or oversees the review of resumes and applications and participates in the interviews process for applicants for senior level positions. Serves as the primary strategist for successfully attracting, recruiting, and retaining top tier talent for the campus and SEAT-supported units; responsible for developing comprehensive recruitment strategies for staff of exceptional talent in line with the university's dedication to excellence in diversity. 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, other SEAT administrative staff, and the central Human Resources division 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. Ensures that the contract with the executive search firm reflects responsibilities related to University policies related to recruitment, diversity/EEO/AA. 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 Human Resources 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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10 |
