University of Minnesota
Human Resources Generalist
University of Minnesota, Minneapolis, Minnesota, United States, 55400
Join to apply for the
Human Resources Generalist
role at
University of Minnesota Base pay range
$65,000.00/yr - $70,000.00/yr Please apply for this position on the UMN Job Board: https://hr.myu.umn.edu/jobs/ext/370190 Position Summary
As an HR Partner, you will provide comprehensive HR support to designated units served by the Morrill Hall Shared Services Team (MHSST). The MHSST provides HR consulting and payroll management services to eleven (11) University leadership units. You will be involved in managing a wide range of employee lifecycle activities including recruitment, hiring, onboarding, performance management, employee relations, employee engagement and retention, and compliance with employment laws. The HR Partner position requires the incumbent to demonstrate their strong knowledge of HR practices and procedures, along with a curiosity for learning and resolving problems. This position will play an integral role in a highly collaborative, team-oriented environment where open communication, shared knowledge, and collective problem-solving are essential to achieving impactful results. The HR Partner is a high-volume, high-impact HR service role which requires one to work closely with unit managers and supervisors to support and develop engaged and thriving employees. You will be able to actively contribute your ideas and leverage your strengths in delivering creative HR solutions. Job Duties Recruitment and Hiring Management (35%) Provide planning, advice, and consultation to unit managers in preparation for the full cycle of recruitment activities for their staffing needs. Provide direct support in the development of the units workforce through drafting position descriptions, reviewing/editing classification review requests, and identifying appropriate salary ranges. Review and approve position posting requests for assigned units. Partner with OHR Talent Acquisition in managing the hiring process for all staff positions. Serve as the key contact/liaison with units, applicants, and the OHR Operations Center throughout the entire hiring process. Advise managers/units regarding salary offers. Manage and complete recruitment and hiring activities for temporary/casual, student worker, and graduate assistant positions Coordinate and/or verify pre-hire activities including background checks, reference checks, and employment/eligibility verifications. Serve as primary I-9 Administrator for assigned units and serve as a backup to verify I-9s for HR teammates and their assigned units. Conduct onboarding for new employees. Advise unit managers and supervisors on the job classification system, including position review/reclassification process.
Employee Relations (35%)
Provide unit leaders, supervisors, and employees with routine interpretation of HR and employment-related policies, procedures, programs, labor agreements, and rules throughout the employee life cycle. Collaborate with the teams HR Consultant(s) on the resolution and response to more complex issues, situations, and workforce planning strategies. Serve as a Performance Appraisal Tool (PAT) administrator. Collaborate to create and support effective performance management practices to include providing support for setting goals and managing progress. Ensure adherence to and consistent application of policies, rules, and procedures. Coach supervisors in the areas of employee performance management, conflict resolution, discipline, misconduct, and dispute resolution. Initiate and respond to inquiries, conduct research, analyze data, and problem-solve to identify potential approaches and solutions for the unit. Investigate complaints and grievances, conduct routine investigations as necessary, and recommend preliminary and/or appropriate courses of action. Refer complex issues as appropriate. Assist with the planning and development of projects, policies, and continuous process improvement for the units. Partner with the HR Director and other University partners to resolve more complex situations related to employee departure from the University (i.e., layoffs, non-renewals, terminations, settlements).
Compensation and Benefits (15%)
Advise unit leaders, supervisors and employees on situations involving benefits and related policies, procedures, rules, governing documents, and laws Partner with unit leaders and supervisors to develop compensation and award plans for units, and ensure consistent application of outstanding service award guidelines/criteria. Review and analyze salaries in assigned units and provide recommendations for retention strategies.
Payroll Administration (10%)
Serve as the payroll administrator for assigned units. Run reports and queries to ensure accurate time and absence reported; enter TDX requests to correct records, as needed. Serve as a resource for managers, staff, and student workers regarding payroll policies and procedures. Provide training and knowledge transfer to unit managers and staff in assigned units when updates to TDX forms and systems are needed and/or implemented. Assist with internal auditing and quality control activities as needed, to include auditing payroll abstracts and reviewing the payroll pre-confirmation report biweekly.
Data Management/Other (5%)
Maintain appropriate documents in electronic personnel files and ensure files are secure. Ensure records retention schedule is followed for HR files and manage the destruction of files as needed. Perform other assigned duties as needed.
Required Qualifications
BA/BS degree in Human Resources or related field with two (2) years of full-time professional HR related work experience; or a combination of related education and full-time work experience to equal six years. Strong understanding of HR policies and practices, employment law, and/or HRIS systems. Ability to handle confidential information with the utmost discretion and professionalism. Demonstrated experience communicating effectively across all levels within an organization. Strong organizational and time management skills to handle multiple projects simultaneously while maintaining a high degree of accuracy and precision. Demonstrated experience in understanding complex, high-quantity and sometimes contradictory information to effectively solve problems. Demonstrated organizational skills and experience managing multiple projects simultaneously.
Preferred Qualifications
Experience providing service in a collaborative and inclusive team-oriented environment. Motivation to investigate to find solutions and comfortable asking for help/advice when needed. Attention to detail with the ability to work both independently and as part of a team. Strong technical skills and experience using technology to enhance HR service delivery.
Seniority level
Associate
Employment type
Full-time
Job function
Human Resources Higher Education
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Human Resources Generalist
role at
University of Minnesota Base pay range
$65,000.00/yr - $70,000.00/yr Please apply for this position on the UMN Job Board: https://hr.myu.umn.edu/jobs/ext/370190 Position Summary
As an HR Partner, you will provide comprehensive HR support to designated units served by the Morrill Hall Shared Services Team (MHSST). The MHSST provides HR consulting and payroll management services to eleven (11) University leadership units. You will be involved in managing a wide range of employee lifecycle activities including recruitment, hiring, onboarding, performance management, employee relations, employee engagement and retention, and compliance with employment laws. The HR Partner position requires the incumbent to demonstrate their strong knowledge of HR practices and procedures, along with a curiosity for learning and resolving problems. This position will play an integral role in a highly collaborative, team-oriented environment where open communication, shared knowledge, and collective problem-solving are essential to achieving impactful results. The HR Partner is a high-volume, high-impact HR service role which requires one to work closely with unit managers and supervisors to support and develop engaged and thriving employees. You will be able to actively contribute your ideas and leverage your strengths in delivering creative HR solutions. Job Duties Recruitment and Hiring Management (35%) Provide planning, advice, and consultation to unit managers in preparation for the full cycle of recruitment activities for their staffing needs. Provide direct support in the development of the units workforce through drafting position descriptions, reviewing/editing classification review requests, and identifying appropriate salary ranges. Review and approve position posting requests for assigned units. Partner with OHR Talent Acquisition in managing the hiring process for all staff positions. Serve as the key contact/liaison with units, applicants, and the OHR Operations Center throughout the entire hiring process. Advise managers/units regarding salary offers. Manage and complete recruitment and hiring activities for temporary/casual, student worker, and graduate assistant positions Coordinate and/or verify pre-hire activities including background checks, reference checks, and employment/eligibility verifications. Serve as primary I-9 Administrator for assigned units and serve as a backup to verify I-9s for HR teammates and their assigned units. Conduct onboarding for new employees. Advise unit managers and supervisors on the job classification system, including position review/reclassification process.
Employee Relations (35%)
Provide unit leaders, supervisors, and employees with routine interpretation of HR and employment-related policies, procedures, programs, labor agreements, and rules throughout the employee life cycle. Collaborate with the teams HR Consultant(s) on the resolution and response to more complex issues, situations, and workforce planning strategies. Serve as a Performance Appraisal Tool (PAT) administrator. Collaborate to create and support effective performance management practices to include providing support for setting goals and managing progress. Ensure adherence to and consistent application of policies, rules, and procedures. Coach supervisors in the areas of employee performance management, conflict resolution, discipline, misconduct, and dispute resolution. Initiate and respond to inquiries, conduct research, analyze data, and problem-solve to identify potential approaches and solutions for the unit. Investigate complaints and grievances, conduct routine investigations as necessary, and recommend preliminary and/or appropriate courses of action. Refer complex issues as appropriate. Assist with the planning and development of projects, policies, and continuous process improvement for the units. Partner with the HR Director and other University partners to resolve more complex situations related to employee departure from the University (i.e., layoffs, non-renewals, terminations, settlements).
Compensation and Benefits (15%)
Advise unit leaders, supervisors and employees on situations involving benefits and related policies, procedures, rules, governing documents, and laws Partner with unit leaders and supervisors to develop compensation and award plans for units, and ensure consistent application of outstanding service award guidelines/criteria. Review and analyze salaries in assigned units and provide recommendations for retention strategies.
Payroll Administration (10%)
Serve as the payroll administrator for assigned units. Run reports and queries to ensure accurate time and absence reported; enter TDX requests to correct records, as needed. Serve as a resource for managers, staff, and student workers regarding payroll policies and procedures. Provide training and knowledge transfer to unit managers and staff in assigned units when updates to TDX forms and systems are needed and/or implemented. Assist with internal auditing and quality control activities as needed, to include auditing payroll abstracts and reviewing the payroll pre-confirmation report biweekly.
Data Management/Other (5%)
Maintain appropriate documents in electronic personnel files and ensure files are secure. Ensure records retention schedule is followed for HR files and manage the destruction of files as needed. Perform other assigned duties as needed.
Required Qualifications
BA/BS degree in Human Resources or related field with two (2) years of full-time professional HR related work experience; or a combination of related education and full-time work experience to equal six years. Strong understanding of HR policies and practices, employment law, and/or HRIS systems. Ability to handle confidential information with the utmost discretion and professionalism. Demonstrated experience communicating effectively across all levels within an organization. Strong organizational and time management skills to handle multiple projects simultaneously while maintaining a high degree of accuracy and precision. Demonstrated experience in understanding complex, high-quantity and sometimes contradictory information to effectively solve problems. Demonstrated organizational skills and experience managing multiple projects simultaneously.
Preferred Qualifications
Experience providing service in a collaborative and inclusive team-oriented environment. Motivation to investigate to find solutions and comfortable asking for help/advice when needed. Attention to detail with the ability to work both independently and as part of a team. Strong technical skills and experience using technology to enhance HR service delivery.
Seniority level
Associate
Employment type
Full-time
Job function
Human Resources Higher Education
#J-18808-Ljbffr