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Company:
University of Minnesota
Division:
Human Resources (CFANS)
City:
SAINT PAUL
State:
Minnesota
County:
Ramsey
Country:
USA
Posted: 06/4/2021
HR Pro 2-Generalist
Salary: $47,798.40 - $88,628.80

ABOUT CFANS

Twelve academic departments and 10 research and outreach centers make up our college, along with the Minnesota Landscape Arboretum, the Bell Museum, and dozens of interdisciplinary centers. Every day our students, faculty and staff use science to create a world that will feed our growing population while sustaining the natural resources upon which we depend.

CFANS is committed to honoring the Indigenous people upon whose land the College sits and ensuring that the diversity of the students and communities we serve is reflected in our workforce.


ABOUT THE POSITION

The HR Generalist II serves as a collaborative member of the CFANS by providing HR responsive support to assigned units. The position partners with stakeholders in recruitment and staffing and trains hiring managers and search committees in sourcing, selection and strategies to recruit a diverse workforce. The HR Generalist II will also conduct compensation analysis for the college and recommend starting salaries for new hires, promotions/reclassifications, and conduct internal equity reviews. Additionally, the position administers and monitors leaves of absence including FMLA and works on special projects and other duties, as assigned.

RESPONSIBILITIES

Recruitment, Selection, and Classification (30%):

  • Consult with hiring managers in evaluating staffing needs

  • Provide support in job analysis and the creation of job descriptions, recommend job classifications, and approve job postings. Evaluate position descriptions and determine appropriate classifications, appointment types and recruitment strategies for faculty, professional & administrative, civil service, labor represented, and student positions in consultation with administrators and hiring managers

  • Consults and assists with reclassification review and analysis of job duties changes for the reclassification process. Determine appropriate forms and documentation, orient supervisors and employees to the process and answer questions

  • Serve as the primary liaison to the University’s Office of Human Resources Talent Acquisition team

  • Advise search committees and administrators on candidate sourcing and selection including: advertising, sourcing options, strategies in recruiting diverse candidates, EO/AA goal setting, behavioral interviewing techniques, finalist pools, reference and background checking, and new hire on-boarding

  • Facilitate presentations and training on recruitment, selection, implicit bias in addition to strategies for diversifying hires

  • Train Unit Administrators and serve as point person for Recruiting Solutions

  • Maintain expertise in University policies and practices related to recruitment and selection

  • Enter new position management number requests in a timely and accurate manner while maintaining compliance with University and unit policies. Communicate the internal flows between the position manager in OHR and the unit administrators.

HR Processes and General Support (30%):

  • Interpret HR policies and processes sufficient to solve problems and provide guidance to units

  • Assist in implementing HR policies and procedures

  • Track probationary employees

  • Research and collaborate on best practices, as needed

  • Develop and revise HR operational processes for continuous improvement

  • Train and coach new Unit Administrators on the HR function of their job.

  • Monitor CFANS HR email and respond to HR and operational questions in a timely manner (same day or by next business day)

  • Create/generate HR reports related to EO/AA goals, leave tracking, performance management and other HR metrics

Compensation (20%)

  • Create/generate HR reports, review and analyze compensation data

  • Recommend equitable, competitive salaries based on the job classification, candidates’ knowledge, skills and abilities, market data, hard to fill/turnover data and internal equity

  • Perform compensation audits based on University policies, compliance and equity, and recommend salary adjustments

Leave Management (15%)

  • Advise employees on family medical and other types of leaves of absence by researching and consulting with internal and external resources

  • Provide guidance to units in managing leaves as they impact workload, curriculum, and compensation for faculty and staff 

  • Implement and maintain best practices in leave of absence administration to help ensure college-wide consistency, communications, compliance and documentation

  • Stay apprised of federal and state leave laws as well as University policies

  • Provide timely and accurate information to stakeholders on leave-related matters

  • Research and help resolve sensitive and confidential leave issues with a focus on delivering positive customer service

  • Work in partnership with Employee Benefits, Disability Services and UReturn in coordinating complex medical/disability leaves and requests for return-to-work accommodations

  •  Work with departments and units to facilitate reporting of workers' compensation through the claims administrator and investigate reported health and safety concerns

  • Maintain leave-related records and recommend steps to streamline and improve practices and procedures

Minimum Qualifications

  • Bachelor's degree in Human Resources or a related field with two (2) or more years of professional HR related work experience, or a combination of related education and/or relevant work experience totaling six (6) or more years

  • A proven track record of working with individuals with diverse identities and underrepresented communities

  • Exceptional verbal and written communication skills

  • Exceptional organizational skills and attention to detail

  • The ability to problem solve and identify solutions to technical or operational problems with moderate supervision

Preferred Qualifications

  • DEI certification (e.g., University of Minnesota OED Certificate or equivalent)

  • SHRM-CP or PHR

  • Experience administering FMLA and leaves of absence

  • Project management experience and/or process improvement certification

  • Experience implementing new systems or processes

  • Compensation analysis experience for a public sector employer

  • Knowledge of PeopleSoft