Workforce Planning - partners with leadership on organizational design, succession planning, change management, improvements and transition activities.
Performance Management - assists units in assessing career growth and talent needs of the unit and determining where promotional opportunities exist.
Employee Engagement - strategizes and shares methods for leaders to establish and sustain a positive work environment that enables employees to learn, grow and succeed.
Communication - serves as an advocate for HR policies, procedures and practices as well as communicate policy updates.
Investigations - conducts complaint investigations, acts as a neutral party in fact-finding and ensures confidentiality, accuracy and timeliness to employees involved.
Title IX - escalates to ELR if inquiries involve Title IX, employment law or if questions arise regarding the Business Partnerâ™s ability to serve as a neutral investigator.
Grievances - hears step one of grievances for union employees and works with ELR on subsequent steps.
Terminations - advises on severance agreements/negotiations, conducts exit interviews for voluntary resignations, involves ELR to assist with risk mitigation or other concerns and works with HR Systems Specialist to ensure employee is terminated in appropriate timeframe.
Reasonable Accommodation Requests - in coordination with ELR, facilitates conversations between managers and employees regarding accommodation requests.
Position Posting - collaborates with unit to draft job description and evaluation criteria, and review/update job postings to ensure alignment of objectives and budget.
New Hire Experience - works with hiring managers and HR System team to determine system access and hardware needs for new/transfer employees and ensure transactions are completed accurately within the expected timeframe.
New Hire Orientation - facilitates orientation sessions approximately 1-2 times per month.
Offboarding - conducts exit interviews, providing feedback to unit management, ensures compliance for hardware retention.
Job Evaluation - reviews and assesses job profiles of staff as needed to ensure they reflect current roles and responsibilities as this is the basis for all pay decisions.
Pay-for-Performance - assists units as they complete alignment reviews and makes recommendations surrounding merit, equity adjustments and lump sum awards.
System Specific Transactions - initiates personnel actions in University systems (e.g. personnel changes, requests, job changes) and approving personnel actions.
Leave Administration - counsels employee on request for leave, manages communications between leave administration/unit/employee.
Counsels employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a minimal level of guidance.
Has a deep understanding of unit's employee/labor relations efforts, including handling grievances, disciplinary warnings, and employee complaints.
Performs other related work as needed.â‹
Bachelorâ™s degree from an accredited institution with specialization in human resources or business administration.
Minimum of five years of HR experience.
Facilitate succession planning and performance conversations including developing annual processes, associated materials, and facilitation plans.
Working knowledge of Nine-Box Performance Matrix.
Two years of prior experience supporting an IT department or organization.
Familiarity with higher education environment and administrative systems.
PHR or SPHR.
Technical Skills or Knowledge:
Proven ability in recruiting/staffing, employee relations, conflict resolution and management practices.
Expertise with Microsoft Office Suite and proficient PC skills.
Develop and maintain strong business relationships with all levels of the organization.
Superior oral and written communication skills with varying levels of personnel.
Excellent decision-making, time management, priority-setting, and learning agility capabilities.
Demonstrated ability to manage and maintain sensitive or confidential information.
Work in a team environment and independently.
Cover Letter (preferred)
References Contact Information (3)(preferred)
The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.
Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via the Applicant Inquiry Form.
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