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.
|
20 |
Reviews resumes and applications and interviews applicants for senior level positions.
- Oversees recruitment processes and practices; develops job descriptions, in consultation with department management, initiates recruitments, and supports the hiring process. Develops/analyzes salary offer recommendations.
|
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
- In consultation with leadership, develops internal guidelines, policies and procedures related to HR programs such as an employee handbook, performance management, merit, STAR, training and development, leaves management, onboarding, etc.
|
15 |
|
Counsels employees concerning sensitive and difficult to resolve work-related problems and recommends to senior management systemic remedies such as training, and/or changes to organizational practices and procedures.
|
5 |
Works with client groups on highly complex re-organizations and staffing objectives to assist in meeting business objectives.
- Performs organizational unit level analysis in connection with position reviews e.g., proposed reclassifications, promotions, equity adjustments, etc. and as related to reorganizations and recruitments. Initiates position review actions and consults with central HR to bring actions to closure.
|
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.
- Provides support to departments in administering policies and programs in employee relations.Participates in the development and monitoring of policies and procedures for department or department operations. Recommends, develops, implements and/or evaluates the organizational design and human resources programs and services. Provides vision to administer efficient and effective operations through engagement in strategic planning, team leadership, assessment, continuous improvement and reporting.
|
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.
- Trains and instructs staff to perform assigned tasks. Assists staff with work schedules and assignment of appropriate tasks. Responsible for creating a work environment that is inclusive.
|
10 |
Regularly serves on the organization-wide HR committees to counsel on new HR initiatives and to help determine appropriate organization HR strategies, policies, and practices.
- Conducts highly complex and varied analyses of issues or concepts and develops resulting recommendations to determine the appropriate courses of action and their implications to the department/organization in response to campus/system-wide HR initiatives or policy/procedure updates.
|
10 |
|
Reviews HR related requests and assembles data and information to enable departmental leadership and/or Vice Chancellor's review and approval. Directs actions and collaborates with central HR and/or R'SSC, as appropriate and tracks/supports actions from inception to closure.
|
5 |
|
Advises and guides management with regard to Organization Units' 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 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.
|
5 |
|
Makes recommendations concerning implementation of compensation and award programs where unit discretion is permissible (e.g., merit, STAR Awards, market equity increases, etc.). Recommends hiring of new employees, salary actions, terminations and performance ratings. "Develops decision support models and tracking tools."
|
5 |
