Specifically: Manage labor and employee relations, compliance, reporting, and related workforce administration activities for the University Library. Serve as a resource to managers, supervisors, and employees regarding employee relations matters, employment policies, collective bargaining agreements, leave administration, accommodations, and human resources compliance requirements. Under the direction of the Assistant Dean for Business and Human Resources, administer assigned HR programs, coordinate reporting and compliance activities, and support implementation of Library human resources initiatives that promote consistent application of policies and effective workforce management.

50% Labor & Employee Relations

• Applies HR subject-matter expertise and organizational history to LER issues, providing guidance to management on complex or novel issues.
• Interprets collective bargaining agreements and participates in contract negotiations.
• Develops and implements performance management strategies for the unit. Works with supervisors to recommend and enact disciplinary measures, ensuring consistency with best practice and policy.
• Facilitates accommodations and conflict resolution efforts of any complexity or severity.

15% HR Compliance & Policy

• Ensures adherence to HR policies and legal requirements through tracking, training, and internal reviews. Develops internal compliance strategies aligned with organizational goals.
• Represents the unit as a subject-matter expert in committees and projects developing/revising policies, responding to auditors, and implementing compliance mandates.

10% Management

• Supervise a team of HR professionals. Delegate and assign operational work; manage employee performance, leave, and professional development.
• Oversee day-to-day human resource operations, ensuring compliance and successful delivery of human resource-related services.
• Serve as a resource and liaison for human resource team, escalating issues to broader organizational leadership as needed.

5% Leadership

• Represent the HR function and operational needs as a member of the unit leadership team.
• Advise and consult with campus leaders on human resource-related matters.
• Assist in the strategic development of unit human resource activities and performance, ensuring compliance and successful delivery of human resource-related services.

5% Appointments Management

• Responsible for managing employee appointments and records, and the interaction between multiple types of appointments to result in appropriate pay and employee status information.
• Develops complex reports. Ensures accuracy of input data and resolves all discrepancies, implementing data retention best practices. Recommends and implements systems that improve overall efficiency, security, access, and tracking.
• Identifies and tracks relevant metrics for HR, informing leadership decision-making.

5% Leave Management

• Responsible for overall leave management in the unit, resolving high-sensitivity issues on behalf of unit leadership.
• Audits records for compliance and corrections, especially for complex and conflicting records across multiple systems.
• Determines options for employees who have exhausted leave or have multiple leave types, paid or unpaid.

5% Recruitment & Talent Acquisition

• Responsible for talent acquisition, search, and recruitment efforts for roles at all levels in all employment categories applicable to the unit.
• Applies historical knowledge and expertise of the unit's activities to develop and implement recruitment plans targeted to pertinent applicant populations.
• Responsible for all aspects of facilitating the search process and job postings for their portfolio including work authorization.
• Manages or contributes to the overall talent acquisition strategy for the unit.
• Prioritize the sequencing of overall search activity in consultation with senior leadership.
• Develop and implement recruitment and advertising plans aligned with unit and university branding efforts.

5% Payroll & Time Reporting

• Responsible for overall payroll and time reporting in the unit, resolving issues of any complexity.
• Trains managers and other HR professionals on applicable processes and policies, developing and implementing guidelines.
• Audits records for compliance and corrections, especially for complex and conflicting records across multiple systems.