Reporting to the Director, the Assistant Director manages human resource projects and initiatives leads the recruitment function , and the day-to-day HR functions for the department. The incumbent partners with the Director and other Human Resources staff in CUFO to successfully formulate and execute strategic team goals that align with the Facilities and Operations operational & strategic goals. Areas of responsibilities include human resources staff management, compliance, compensation and performance appraisals, employee development, disciplinary and grievance procedures, and representing CUFO at University HR forums and events. Ensures that departments is in compliance with University policies and procedures, including collective bargaining agreements. The incumbent works closely with CUHR Client Services and Labor Relations on employee and labor relations issues to provide guidance and counseling to managers and employees.
Operationalize HR programs and services. Consults with managers and advises employees on the full range of HR programs such as employee and labor relations, employment, classification reviews, compensation, benefits, and other items. Provides strategic guidance to senior leaders and managers to ensure best HR practices are integrated into campus operations.
Manages human resources projects and strategic initiatives along with day-to-day HR functions for the department. Analyzes trends and makes recommendations on on-going service improvement efforts for the services provided by the department. Implements, leads, and streamlines operational, strategic and transactional HR processes in areas of talent acquisition, data collection and analysis, FMLA and other types of leaves of absence, job classifications/evaluations, performance evaluations.
The incumbent provides guidance and recommendations on organizational design and structures that meet the changing needs within CUFO. They design and implement change management programs and work closely with managers and employees to help them navigate and adapt to new processes and procedures. Additionally, they oversee and ensure critical data is current and analyze and report on trends to make recommendations for on-going service improvement efforts for the services provided by the department. Advise and consult with departmental leaders on operational decisions; facilitating the development of departmental systems or protocols that promote HR strategy and ensure various Columbia University policies and procedures are followed. Partner with leadership in analyzing, interpreting, and forecasting workforce trends for the School/Department and identify and monitor key HR metrics. Oversees all HR-related transactions.
Leads the recruitment and retention efforts for the department and establishes HR best practices associated with the employee lifecycle. They oversee the work of those assigned to these efforts, ensuring that candidates have been properly vetted in compliance with the CUFO and Central HRâ€™s guidelines. This includes reviewing job descriptions, candidate qualifications and working closely with search committees. Reviews salary recommendations, offer letters, and ensures background checks are completed; reviews position vacancy reports prior to circulation and maintains records on recruiting activities. In collaboration with the Director, partners with management on succession planning, developing new talent and retention strategies. Provides oversight and ensures the orientation and other onboarding activities for new staff are administered successfully.
In collaboration with the Director, leads confidential employee & workplace investigations and partners with Central HR Client Services, Labor Relations, EOAA and OGC as necessary to implement appropriate plans of action and the appropriate disciplinary action. Provides guidance and counseling to managers and employees on employment related issues, such as policy interpretations, and performance concerns. Confers with and coaches managers on performance management, employee morale issues, effective management techniques, leadership development, team building and other related issues, to improve the efficient and effective operation of campus programs, employee satisfaction, and the productive interactions and teamwork of staff. Develops and facilitates training sessions on applicable topics to develop the skills of managers and supervisors in managing their employees.
Works with the Director on union staff disciplinary and grievance procedures, including meeting with union representatives, hearing grievances, mediating disputes, and resolving issues. Consults with managers and employees on contract interpretation and other labor relations matters. Handles employee disciplinary and grievance procedures, which will include meeting with union representatives, participating in grievance hearings, mediating disputes and resolving issues with Labor Relations and the union.
Ensures installation and oversight of effective performance appraisal program, and analyzes effectiveness. In collaboration with the Director, conducts and assesses training needs that will address the CUFO's current and future needs in developing staff skills and competencies. Makes recommendations to adhere to HR best practices in the service of employee engagement and staff development initiatives.
Works closely with other CUFO HR personnel on leaves of absence working closely with employees requesting leave and communicates with supervisors, CUHR Leave Management, Payroll, and other stakeholders as necessary to ensure deadlines are met. Provides guidance on leave process and is familiar with FMLA forms and University policies.
Participates in ad-hoc projects. Performs other duties as assigned.
Bachelorâ€™s degree and 4-6 years related experience required. Advanced degree and/or SHRM/PHR certification strongly preferred.
Minimum of 4 years related experience providing human resources services as a generalist, including experience in employee and/or labor relations, recruitment and employee retention. Strong working knowledge of human resources concepts, practices, and procedures.
Knowledgeable on applicable human resource program management principles, practices, methods, and procedures; familiar with relevant Federal, State, and local laws, regulations, codes, and/or statutes. Experience in employee relations principles and practices including conflict resolution techniques. Experience with collective bargaining processes and procedures and labor relations principles and practices. Experience in Organizational Change, Leadership Development, Coaching, Project Management, MS Suite, Google Applications, Microsoft Office Suite required. Experience with using automated human resource information systems and applicant tracking systems.
Excellent writing and oral communication skills; attention to detail and ability to multi-task required; a customer service orientation and strong problem-solving skills; demonstrated tact, discretion, and diplomacy. Must be organized and detail and task-oriented with the ability to establish priorities and follow up on multiple issues in a time-sensitive manner. Must be comfortable working under pressure, without supervision and demonstrate sound independent judgment d. Ability to exercise a high degree of professionalism, diplomacy, discretion, firmness, and collaboration in dealing with individuals at all levels. Strong analytical skills necessary.
Prior experience managing a team is strongly preferred. Relevant experience in an academic environment strongly preferred.
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