Hr Specialist

 

Description:

Reporting directly to the HR Manager for the Division of Campus Community Safety, the HR Specialist is responsible for pro-actively providing expert guidance and consultation to Division members on all matters relating to day-to-day HR operation, including but not limited to: position and staffing development, recruitment and hiring, onboarding and offboarding, compensation, time and absence, data management and reporting, and other areas related to HR administration/operations. The HR Specialist will work closely with the HR Manager to ensure accuracy and timeliness of all day-to-day HR operations of the Division.

The successful candidate must be capable of managing multiple and competing priorities with frequently tight deadlines skillfully, reliably, accurately, and confidentially while demonstrating discretion and independent judgement in all areas of operation. Input and demand come from multiple directions, people, organizations, and activities. Managing this breadth and complexity requires a good working relationship with colleagues, excellent communication and organizational skills, an ability to deal with the unexpected, an acceptance of a certain level of stress, an ability to maintain an optimistic outlook, a capacity for innovation, and a willingness to embrace change and process improvement.

The HR Specialist is expected to stay current and informed of all HR policies and procedures and actively integrates and implements them as needed. The duties assigned to this position can be highly sensitive and dynamic and requires the incumbent to be flexible, respectful, ethical, supportive, and discrete. The HR Specialist must be able to analyze and identify appropriate solutions or next steps to any number of nuanced issues.

Duties & Responsibilities

Position Development/Review & Guidance (30%)

Under the direction of the HR Manager and utilizing knowledge of HR policies, procedures, and best practices, consult with DCCS hiring managers to review, analyze, and/or develop position descriptions. Recommend appropriate job code/payroll titles and salary grade level that fit the scope of work and qualifications and align with UW standards and DCCS best practices, as well as the Division’s funding considerations.

Provide expert guidance to DCCS hiring managers on the specific requirements and provisions of the various employment programs (Professional Staff, Classified Staff, and temporary positions) such as compensation ranges/salary steps, benefits eligibility, renewal/extension options, hourly limits, and labor contracts.

Keep current with updates and amendments to UWHR policies and procedures, labor contracts, and federal and state employment laws to inform guidance.

In providing direct guidance and consultation to Division members, this position will be expected to navigate complex labor contracts, provide accurate guidance and interpretation of contract provisions. Communicating these complex and nuanced matters require a high-level of professionalism, discretion, and tact.

Workday Operations Management (30%)

Serve as the Workday “super-user” for the Division:

Serve as primary initiator for all worker, position, and compensation actions as holder of the following Workday security roles: HCM Initiate 2, Time & Absence Initiate, I-9 Coordinator, and Costing Allocations Coordinator

Complete all pay period, monthly, annual and ad-hoc Workday reporting to complete payroll audits, track position and costing allocation end dates, and compile data for org-wide metrics and analyses. Serve as local expert on all union-governed pay types and ensure compliance and accuracy of all payroll entries in accordance with various labor contracts.

Build and maintain close relationships with the Integrated Service Center (ISC); attend ISC meetings and work closely with ISC partners to manage help tickets and other Workday requests.

Serve as lead point of contact for the Division’s members’ Workday questions. Review and investigate user errors and communicate solutions. Provide comprehensive guidance on time off/time entry policies and best practices—giving special attention to any union-related policies/procedures.

As delegated by the HR Manager, manage Workday security role and supervisory org change requests. Proactively maintain and update Workday sup org structure in accordance with staffing and personnel changes.

Maintain close collaborative relationships with key partners in central administration, including Campus HR, Total Talent Management, Labor Relations, HR Leaves, and HR Compensation.

Recruitment and Hiring (30%)

NOTE: An increased level of effort in this area may be required for this position during peak periods of recruiting/hiring activity.
Partner with the HR Manager and local hiring manager to weigh in on job postings to ensure transparency, inclusion, and accurate representation of the roles and to ensure alignment with UWHR, bargaining unit, and internal requirements and guidelines.

Review and vet applications and support the screening and interviewing of applications.

Directly manage the end-to-end process of recruitments and process-related recruitment and hiring transactions in Workday and UWHires systems.

Conduct all HR-related onboarding of new employee hires, requiring specialized knowledge of employment programs, labor agreements and related eligibilities. Coordinate with the hiring department on all administrative onboarding processes, including equipment issuance, systems accesses, and building access.

Process Improvement and Special Projects (10%)

Continually and proactively research, develop, propose, and implement enhancements to internal processes/protocols to improve efficiency, transparency, and accuracy of HR operations.

Requirements include:

Bachelor's degree

3 years of increasingly responsible experience in HR operations and administration.

Proven leadership, effective interpersonal skills, highly organized, detail oriented, and able to effectively manage multiple demands and priorities.

Strong analytical and problem-solving skills

Demonstrated record of outstanding customer service experience

Ability to work within a complex environment and leverage resources to meet the needs of clients, customer and coworkers

Excellent written and verbal skills; a demonstrated ability to communicate effectively with faculty, staff, students, and other constituents.

Proficiency in project management leading to successful outcomes

Ability to work independently with a high degree of reliability, accuracy, productivity, and innovation.

Proven record in exercising discretion and independent judgment effectively in decision-making process.

Experience with process improvement strategies and procedures and demonstrated success managing in a culture of change and transition.

Prior experience managing through change and implementing reorganization strategies.

Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.

Desired:

Experience with a comprehensive approach to strategic planning and organization development
Experience in working in human resources in a higher education environment
Experience in working in human resources in a unionized environment
Experience in data management and reporting tools
Experience with HR enterprise systems, especially Workday

Working Environmental Conditions:

Option for hybrid in-person/remote work schedule, subject to leadership approval.