Hr Generalist

Description:

Reporting to the Assistant Director of Human Resources of University Student Services (USS), we are seeking a HR Generalist (HRG) serves as one of the primary points of contact for an employee vertical under one or two Vice Provosts across University Student Services. Under the USS banner are University Student Affairs, University Student Health and Well-Being, Financial Aid and Undergraduate Admissions, Integrative Learning and Life Design, Student Enrollment and Account Management, and the University Registrar. These units comprise approximately 650 full-time staff members, dozens of casual staff as well as approximately 1,400 student employees across over 50 offices. This position will become part of a growing team of 10 HR professionals.

This position provides human resources support and consultation in a range of areas including recruitment, performance management, employee relations, employee development and engagement, compensation consulting, and risk management. It interprets and applies HR policies and procedures while also maintaining alignment of programs and services with the strategic and operational needs of the division. Collaborates routinely with divisional and Central HR offices to manage ongoing work. Embraces and advances the university’s HR mission of attracting, developing, retaining, and engaging a high-performing workforce in support of excellence in the university’s mission, while promoting diversity, equity, civility, and respect.

Specific Duties & Responsibilities

Employee Relations (50%)

Serves as a knowledgeable resource to USS leaders, managers, and employees in the communication, interpretation, and application of HR programs, policies, and practices. Helps create and sustain a positive work environment by promoting and demonstrating employee relations practices that appropriately balance organizational and individual needs.
Effectively triages organizational opportunities and challenges, understands the range of possible responses, and provides appropriate guidance with insight and empathy.
Knows when to escalate situations or engage others for help.
Works with leaders, managers, Central HR ER/LR, the Office of the General Counsel and employees to effectively resolve issues.
Provides appropriate consultation and coaching to help address issues promptly.
Works with managers and employees to ensure that more formal steps like progressive discipline and performance improvement plans are used appropriately and effectively. Conducts investigations and interviews as necessary.
Manages HRAcuity software for documentation and tracking of employee relations actions and investigations.
Uses working knowledge of employment law and university policy to ensure compliance.
Ensures appropriate and accurate documentation.
Coordinates provisional and annual performance review processes.
Provides related training and coaching on process.
Monitors time and attendance for employees through the E210 system.
Ensures that records accurately capture time used – particularly in cases involving some type of leave.

Talent Management (20%)

Promotes and reinforces the organization’s desired culture, core values, and behavioral expectations through modeling, communication, and coaching.
Participates in processes intended to improve the overall effectiveness of departments and leads key components of engagement activities for USS.
Leverages available resources with employees and managers in coaching, career planning, dispute resolution, and team building.
Partners with Central HR Talent Management Department to identify solutions to various employee development opportunities including training and coaching.
Effectively partners with compensation colleagues and consultants on changes in support of the organization’s goals, objectives, and values.

Other HR Programs, Projects and Tasks (30%)

Partners with departmental leaders, USS Finance and Central Compensation to evaluate, recommend and implement compensation adjustments, reclassifications, supplemental pay and bonuses.
Uses knowledge of employment law and university policy to ensure compliance and minimize financial, reputational, and other risk to client area, university, and to the institution.
Monitors and consults with HR and USS leaders around required divisional and or departmental employee coursework compliance.
Supports projects focused on one or more facets of HR. This may involve improvement of existing programs or processes or creation of new ones.
Collects and analyzes relevant data and uses metrics to evaluate performance and evaluate contributions to the achievement of both USS’ and the university’s goals and objectives.

Working knowledge of

Employment laws and regulations.
Employee relations practices.
Positive work environment concepts.
Issue/dispute resolution techniques.
Talent management practices.
Compensation best practices.
Strong verbal and written communication skills.
Coaching skills.
Qualitative and quantitative analysis.
HR systems and applications.

Minimum Qualifications

Bachelor's Degree in Human Resources, Business Administration, or other related field.
Three years of progressive experience in a professional human resources capacity
Additional education may substitute for required experience and additional related experience may substitute for required education, to the extent permitted by the JHU equivalency formula.