PAY GRADE: 29E

CONTEXT OF THE JOB:

Under limited supervision of the HR Director, the HR Generalist is responsible for HR and pay-related processes, leave administration, and recruiting for more than 2000 College of Engineering (CoE) employees at all levels in a deadline-driven environment. Responsibilities include assessing the manner of pay, processing appropriate forms and identifying and resolving complex HR and pay issues. The HR Generalist must have the ability to effectively interact with individuals from diverse backgrounds and exercise independent judgment and discretion while managing highly confidential data.

MAJOR RESPONSIBILITIES:

Pay and HR Transactions

• Independently manage HR and payroll related transactions for assigned departments within the College of Engineering, making time sensitive decisions, under deadline-driven pressure, on which compensation forms to process depending on the type of employee and manner of pay.
• Collaborate with Grants Analysts, Academic Advisors, Business Administrators and other HR staff on all matters of funding and payroll distribution which includes but is not limited to faculty summer salary and teaching contracts, graduate and undergraduate funding, miscellaneous wage workers, and adjunct faculty pay.
• In collaboration with the Grants Analysts and the Academic Advisors, continuously organize and analyze funding data for the College of Engineering’s graduate students. This includes the responsibility for processing funding transactions of Graduate Student Laborers, Research Assistants, Teaching Assistants, Graduate Interns, Graduate Assistants and Fellows annually via the Student Employment Mass Update (SEMU).
• Identify highly complex HR and pay related issues and engage the UD Payroll Group, UD HR Systems Group, CoE HR Director, Business Administrators, Faculty and other contacts as necessary to bring the issue to timely resolution. Process compensation forms including but not limited to Job Employment Data (JED), Biweekly Pay, Work Study Pay, Additional Assignments and Supplemental Contracts. Processing includes the calculation of pay and pay dates, determining contract dates, and determining account and earnings based on employee status.
• Within the Human Resources Management System (HRMS), create and manage University payroll records to ensure the data integrity of highly confidential pay and employment information for College of Engineering employees of all levels. Provide consultation to faculty and other managers of special research and outreach programs. This includes determining appropriate employment status and advising on the appropriate manner of pay.

Recruitment

• Management of recruitment activity for all benefited and non-benefited staff.  Manages the search approvals, drafting, and submitting job descriptions, external advertisements, salary determinations, and management of the University’s applicant tracking system. Represents the COE units by playing an active role in the talent acquisition process while partnering with the UD Talent Acquisition Team.
• Manages the entire onboarding process for all non-benefited College employees.
• Onboard non-benefitted College of Engineering employees (more than 200 annually) ensuring compliance with federal regulations for I-9 form processing, initiating criminal background checks, verifying direct deposit information, and providing instruction on final steps complete the activation.

Leave Administration

• Ensures efficient and consistent compliance with University, Federal, State policies and guidelines in administering various types of leave such as FMLA, Parental leave, and Worker’s Compensation. Serves as a College representative in collaboration with the Central Leave Management Team and the employee’s management team.
• Partners with the University’s Director of Disability Support Services for any Americans with Disability Act (ADA) workplace accommodation requests. 

General

• Coordinate visa processing by acting as the primary point of contact for employees requiring work visas, gathering necessary documentation, communicating with immigration authorities, and ensuring timely submission of visa applications; Collaborate with department Business Administrators and International Student & Scholar Services (ISSS) to navigate the complex visa process.
• Advise and consult with Business Administrators and Faculty to ensure proper adherence to University and legal guidelines/regulations regarding including the Affordable Care Act (ACA), Fair Labor Standards Act (FLSA), FMLA, and ADA.
• Process all other University forms as needed such as Position Change, Termination JEDs, Payment to Individual, Supervisor Update, Grad Student Leave of Absence and Department Data Forms.
• Participate in the review and development and/or modification of operating procedures and systems.
• Ensure compliance of record management schedules for all COE personnel folders including creating folders for new employees and appropriate distributing folders for transferred and terminated employees.
• Perform other job-related duties and lead/participate in projects or committees as assigned.

QUALIFICATIONS:

• Bachelor’s degree in human resources or business with three years of related experience, or equivalent combination of education and/or experience.
• Strong written and oral communication skills.
• Ability to analyze and interpret data and make independent decisions and judgments.
• Ability to maintain absolute confidentiality and high level of integrity.
• Effective customer service skills.
• Proficient computer skills including use of Excel, Word, Outlook, PowerPoint, and other desktop applications.
• Ability to handle multiple tasks simultaneously, prioritize, and meet deadlines of time-sensitive detail-oriented processes.
• Knowledge of current Human Resources laws/regulations such as the Family Medical Leave Act, Fair Labor Standard Act, Affordable Care Act, and ADA.
• Knowledge of University of Delaware PeopleSoft processing systems is preferred.
• Must demonstrate strong organizational ability in a complex, detail oriented, and fast-paced work environment.
• Demonstrates an understanding and consideration of the differing needs and concerns of individuals with varying identities, cultures and backgrounds.
• Committed to fostering a workplace culture of belonging, where diversity is celebrated and equity is a core value.