The Human Resources Generalist 2 serves as a collaborative member of the College of Liberal Arts Human Resources & Office of Faculty & Academic Affairs teams. This position provides staffing and workforce planning support, manages and monitors FMLA and other leaves, and provides HR consultation to CLA units, all in alignment with the College’s service model. This position reports to a Senior HR Consultant. Responsibilities include reviewing and recommending appropriate job classifications, acting as primary liaison to the University's central human resources talent and acquisition team, partnering with multiple CLA units in recruitment and staffing strategies and providing training to hiring managers and search committees in sourcing and selection. This position will collaborate with unit leadership and employees in helping create and implement strategic diversity recruitment and staffing initiatives. The HR Generalist 2 will also conduct compensation analysis and recommend starting salaries for new hires, promotions/reclassifications, and internal equity reviews. This position is responsible for understanding and communicating with unit leadership and employees regarding requirements for FMLA leaves, unpaid leaves and disability policies.
Job Responsibilities Recruitment, Selection, and Classification (45%)
Establish and maintain positive and productive partnerships with unit administrators and hiring managers.
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.
Recommend equitable, competitive salaries based on the job classification, market data and incumbent pay.
Consults and assists with reclassification review and analysis of job duties changes for the reclassification process. Performs compensation reviews internal to the department, college, and University and recommends salary adjustments. Determine appropriate forms and documentation, orient supervisors and employees to the process and answer questions.
Serve as collegiate expert on variety of faculty and staff appointment types for tenure and term faculty, labor represented, civil service, and professional and administrative (P&A) employee groups, including temporary appointments.
Serve as the primary liaison to the University’s office of human resources employment team.
Advise search committees and administrators on candidate sourcing and selection including: advertising, no/low cost sourcing options, strategies in recruiting diverse candidates, EO/AA processes, behavioral interviewing techniques, finalist pools, reference and background checking, and new hire on-boarding.
Develop and deliver internal presentations and trainings on recruitment and selection.
Train unit administrators on the employment system and CLA Intersections.
Maintain expertise in University policies 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.
Leave Management (25%)
Solve problems and make recommendations on a variety of complex medical, disability, professional development, civic and other types of leaves of absence by researching and consulting with internal and external resources. Provide guidance to academic departments in managing leaves as they impact workload, curriculum, and compensation for faculty and staff.
Implement and maintain best practices in leave 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 members of HR team, staff and faculty 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.
Employee Relations (25%)
Provide consultation and coaching to unit administrators and faculty supervisors regarding employee relations issues.
Partner with units in developing, planning and implementing their organizational structures, in response to programmatic needs or funding changes.
Provide oversight and advice on state and federal employment law and University policy, procedure and practice.
Work independently in consultation with the Senior HR Consultant.
Act as a resource to faculty and staff regarding terms and conditions of employment.
Other duties (5%)
Collaborate with payroll and fiscal teams to address appointment and payroll issues.
Participate in one on one and team meetings.
Serve on collegiate and/or University committees.
Other responsibilities as assigned.
BA/BS degree in Human Resources or a related field with two (2) or more years of employee relations, recruitment/staffing experience, or a combination of related education and/or relevant work experience to total six (6) or more years.
Demonstrated experience in working effectively with individuals from diverse backgrounds, identities, and cultures.
Demonstrated experience working in a diverse environment.
Demonstrated understanding of ADA, FLSA, FMLA, EEO and other general employment laws.
Must have a customer-service orientation.
Demonstrated excellent communications skills including verbal, written and listening.
Demonstrated ability to interact effectively and establish cooperative working relationships with people at all levels of the organization.
Demonstrated working knowledge of employment law related to staffing and selection.
Additional years of HR Generalist experience.
Demonstrated advocacy in diversity, equity, and inclusion
Experience working in an academic environment.
Knowledge of job analysis and compensation principles.
The University of Minnesota, founded in the belief that all people are enriched by understanding, is dedicated to the advancement of learning and the search for truth; to the sharing of this knowledge through education for a diverse community; and to the application of this knowledge to benefit the people of the state, the nation, and the world.