PAY GRADE: 32E

CONTEXT OF THE JOB:

Under limited direction of the Director, HR Business Partners and Sr. Business Officer, provides counsel to the Sr. Business Officer and the College of Engineering faculty and staff on matters of Human Resources including faculty and staff recruitment and employment, employee relations, and training and development.  Develops and maintains on-going personnel procedures. Ensures performance consistent with University and College policies and procedures. Develops and maintains effective relationships with a variety of constituents both within the College of Engineering and across the University on Human Resources matters. Effectively resolves a wide variety of complex human resources issues – many of which are highly sensitive in nature.

MAJOR RESPONSIBILITIES:

Recruitment:

• Manage the College-wide centralized recruitment process for all benefitted hires including job description submission, approvals to recruit, creation of advertisement, use of the Predictive Index (PI) tool, hiring justification, salary determination and offer letters for all levels of staff positions in the College of Engineering.
• Manage the faculty search process including advertisement, applicant management, reference letters (where applicable), approval routing, and offer letter creation.  This support also includes the training and administration of the talent management tool, Talent Link, as it is used in the College of Engineering. Ensure compliance with UD and College policies. Provide counsel to the search chair regarding budget parameters.

Employment:

• Manage departmental employment function at all levels to assure efficient and consistent compliance with university, federal, and state policies and guidelines such as the Collective Bargaining Agreement, Family Medical Leave Act (FMLA) and Worker’s Compensation.
• Interpret University policies and guidelines for faculty, staff and employed students on all matters related to their employment (including payroll, benefits, training & development, employee relations, etc.).
• Manage the on-boarding process for all non-benefitted employees.
• Manage the Family Medical Leave Act process for College of Engineering Employees. Maintain confidential files on FMLA; interact as needed with HR Benefits and Labor Relations on FMLA matters.   This process includes Paid Parental Leave where applicable.
• Manage the work authorization process for all newly recruited and current College of Engineering employees.  This is includes the initial application for and extension of all foreign national visas. Consult with department administration and hiring supervisors to determine employment and fiscally appropriate visa, i.e., H1-B, J1, OPT, etc.
• Provide guidelines and assistance, as needed, in the administration and review of the annual performance appraisal process.
• Analyze and monitor requests for reclassification, salary equity reviews, and off-cycle pay increases; seek necessary approvals and coordinate submission to HR.  Provide consultation with departments on the documentation and submission of reclassification requests.
• Troubleshoots pay issues and works with Payroll to resolve. Notifies employee and manages reaction and resolution.

Employee Relations:

• Work closely with the Sr. Business Officer to provide effective management of employee relations issues including but not limited to manager/employee conflicts, pay equity issues, and termination issues.
• Provide an approachable environment for discussion and resolution of employee relation issues. Advise department administrators of employee relations matters, including interpretation of related information.
• Conduct employee exit interviews and when appropriate, discretely provide quality improvement feedback to College administration

Training/Development:

• Plan, design and/or facilitate training and development activities for all levels of staff. Anticipate training needs of personnel within the College of Engineering. Ensure that employees are aware of training programs available within the University and locally that meet those needs.

General

• Supervise and lead CoE Human Resources staff including workload management, career development and training.
• Interpret the Collective Bargaining Agreement as well as Personnel Policies and the Faculty Handbook.
• Support strategic initiatives in the College of Engineering by providing reports to senior leadership by aggregating, analyzing, and summarizing data using HR metrics
• Represent the College of Engineering through participation in Human Resources related campus-wide meetings, discussions, and search committees.
• Actively participate in strategic planning and decision making as part of the College business administration leadership team.
• Serve as a key contact in the College during the selection, testing, and implementation of new HR systems and applications.
• Perform other job related duties as necessary.

 QUALIFICATIONS

• Bachelor's degree in Business Administration, Human Resources or a related field with six years of progressive job-related experience, or equivalent combination of education and/or experience. Knowledge and experience in HR best practices, advanced analytical and critical thinking skills are required.
• Ability to effectively lead and develop HR staff including organizing and prioritizing workload.
• Ability to develop, plan, and implement short and long-range goals.
• Ability to coach, advise, and consult with leaders at all levels within the University.
• Ability to maintain absolute confidentiality with all personnel related information.
• Skill and ability to resolve complex administrative/procedural issues are necessary.
• Ability to work independently, have strong organizational skills and attention to detail.
• Ability to handle multiple tasks simultaneously.
• Ability to make independent decisions, judgments, and interact well with people of all ages and diverse backgrounds.
• Ability to interpret, adapt and apply guidelines and procedures.
• Ability to effectively communicate with a wide range of constituents on a variety of Employee Relations topics.
• Knowledge of data analysis and reporting.
• Knowledge of University of Delaware Human Resources systems is preferred. Knowledge in PeopleSoft preferred.
• Certification in the Predictive Index tool preferred.  
• Knowledge of federal, state, and university laws, guidelines and procedures in the areas of payroll and compensation desired.
• Knowledge of the University’s Benefit package and the resources available.