Human Resources Management

Human Resources Management

Knowledge, Skills, and Abilities (KSAs): Knowledge of state and federal employment laws and university policies and practices. Knowledge of human resources issues with both internal and external impacts. Knowledge of reporting and compliance. Consulting, problem solving, and collaborating skills. Analytical and decision-making skills. Ability to supervise, motivate, and mentor others. Ability to communicate effectively with a diverse audience. Ability to maintain confidentiality. Ability to gather and evaluate information and synthesize reports and recommendations. Ability to understand when to elevate issues to senior management and when to engage other functional areas such as legal, communications, finance, audit, etc.

Role Description

Responsible for providing leadership, direction, and management for human resources activities and operations. The human resources management role provides oversight to one or more functional units of human resources, providing staff management and strategic planning, and may have fiscal accountability. The human resources management role plans, develops, and oversees the implementation of department or University programs, practices, and procedures. Management level roles have the management and development of people as a major accountability and have direct reports. This role accomplishes goals through overseeing their areas of responsibility, planning, managing resources, prioritizing, and directing the responsibilities of employees. 

Levels

Human Resources Management 1 Coordinates activities of the unit/project to ensure successful completion. Responsible for ensuring effective human resources services. Conducts research as appropriate for projects or initiatives within assigned functional area. Contributes to the development and implementation of the strategic plan and implements University-wide programs within a unit. Evaluates recommended changes/improvements to quality improvement processes, procedures, and policies. Makes effective recommendations to leadership, stakeholders, and customers. Explains and enforces applicable laws, regulations, policies, and procedures. Responsible for compliance with existing policies and procedures. Serves as a subject matter expert for a unit. Establishes practices and procedures. Defines work objectives, priorities, deadlines, and delegates work appropriately. Develops creative recommendations for solving problems that are varied and somewhat difficult in nature. Education/Experience: Typically requires a bachelor’s degree in a relevant field and five years of relevant, progressively responsible experience, or an equivalent combination of education, training, and experience. Advanced degree preferred. Supervisory experience. Applicable certification may be required.

Human Resources Management 2 Provides specialized senior leadership across one or more human resources service delivery areas or complex functional areas. Recommends, develops, and implements strategic direction and initiatives for functional area(s). Provides detailed plans for changes specific to policies and procedures that may result from trends and changes in the overall direction of functional and/or organizational responsibilities. Implements major projects with large-scale/University-wide impact such as complex compensation, employee relations, or performance evaluation systems. Advises on strategic direction, provides consultation and advice to senior, institutional management.  Education/Experience: Typically requires a bachelor’s degree in a relevant field and seven years of experience with HR technology, process improvement, and/or systems management in a large organization. Advanced degree preferred. Supervisory experience. Applicable certification may be required.

Human Resources Management 3 Serves as part of the leadership team of the university. Responsible for planning, developing, and implementing university-wide initiatives and strategies that support personnel acquisition and management, employee engagement, and customer service excellence. Works collaboratively with other senior leaders in supporting change management initiatives. Responsible for developing HR’s strategic plan, assuring alignment with the University and its entities, developing and implementing HR policies and guidelines, and working collaboratively with campus to link the University’s strategies and policies to faculty and staff. Accountable for HR performance university-wide and ensuring compliance with federal, state, and University labor standards and policies. Sets direction university-wide for recruitment, retention, and succession strategies; organizational development and training initiatives; compensation; performance management; employee relations; and the management of HR systems and analytics. Establishes strategic direction, provides consultation and advice to senior, institutional management on sensitive, complex, and potentially controversial matters. Advises other experts throughout the university on a variety of situations and issues that involve applying, or adapting new theories, concepts, principles, methods, or practices. Education/Experience: Master’s degree required; minimum of five to ten years of progressively responsible human resource management experience, and possess a thorough understanding of higher education administration. Outstanding communication and consulting skills. The ability to be innovative, collaborative, and inclusive to achieve goals that align with University priorities.