Duties Responsibilities Labor Employee Relations Provides guidance to supervisors on performance management practices and issues. Recommends interpretation of collective bargaining agreement language and corrective actions to performance issues under administrative supervision. May infrequently participate in contract negotiations. May serve as a resource to lower-level staff. • Facilitates accommodations and conflict resolution efforts. Resolves supervisor/employee conflicts requiring intervention or consultation with either party. Recruitment Talent Acquisition Responsible for independently coordinating search, hiring, and onboarding processes for roles at all levels in all employment categories applicable to the unit, including recruitment efforts. Communicate with applicants and new hires, facilitating interview, hiring, and onboarding processes. Communicate and implement search procedures aligned with best practices and compliance needs, advising search committees and hiring managers. Contribute to overall hiring plans, providing guidance on search strategies aligned with talent needs (e.g., multi-level searches, search timing). Responsible for aligning recruitment and advertising efforts with unit and university branding efforts. Leave Management Responsible for overall unit management of FMLA, PLFA, or other managed leave categories. Develop and implement related guidelines and process improvements. Counsel and resolve complex or sensitive issues related to leave. Informs and advises staff on complex regulations/policies relating to leave usage. Job Classification Analysis • Oversees job classification and analysis processes for designated groups. Assists with the development of internal-to-unit classification strategies. Provides expertise on job analysis and evaluation. • Identify out-of-scope duties and recommend title changes based on overall responsibilities, as appropriate Compensation Benefits • Advises on salary decisions and develops justifications. Reviews internal pay equity and recommends adjustments as needed. Recommends compensation amounts for temporary/additional pay circumstances. Informs employees of all available benefit offerings and uses expertise to direct employees to benefits of specific value to their individual circumstances. Acts as a resource to lower-level staff members on compensation and benefits topics. HR Compliance Policy Ensures adherence to HR policies and legal requirements through tracking, training, and internal reviews. May develop and implement internal compliance strategies. Provides expertise on HR policies and legal requirements. Organizational Culture Development Leads or supports the delivery, planning, and development of training, development, and culture initiatives. Contributes to future program planning based on the needs of the unit, in collaboration with training professionals and/or leadership staff. Advises employees and managers on professional development and career growth. Acts as a resource regarding employee learning and development.