Human Resources Generalist II

University of Florida•Jacksonville, FL

7d•$63,000 - $69,000•Onsite

About The Position

This highly professional administrative position is housed within the Office of Administrative Affairs at the University of Florida College of Medicine–Jacksonville (UF COM-J). The Office of Administrative Affairs provides campus-wide oversight and support for academic human resources administration and faculty affairs. The Human Resources Generalist II serves as a trusted HR business partner to assigned clinical departments and works closely with faculty, staff, and administrators to deliver comprehensive human resources services that support employee engagement, organizational effectiveness, and compliance with university policies and procedures. As a member of a highly collaborative and dynamic Administrative Affairs team, this position serves as the primary point of contact for assigned clinical department faculty, leadership, and staff regarding academic and staff human resources matters.

Requirements

Bachelor's degree in an appropriate area and two years of relevant experience; or an equivalent combination of education and experience.

Nice To Haves

Demonstrated ability to effectively manage multiple priorities in a fast-paced environment while maintaining accuracy and professionalism.
Strong organizational, analytical, and problem-solving skills.
Excellent written and verbal communication skills with the ability to build collaborative working relationships across all organizational levels.
Ability to exercise sound judgment, maintain confidentiality, and appropriately escalate complex issues when necessary.
Experience interpreting and applying human resources policies, procedures, and employment regulations.
Experience supporting faculty affairs and academic human resources in a higher education or healthcare environment preferred.
SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), HRCI Professional of Human Resources (PHR), or HRCI Senior Professional of Human Resources (SPHR).

Responsibilities

Manage and process a broad range of human resources transactions throughout the employee lifecycle, including hiring requests, appointments, job reclassifications, special pay increases (SPIs), changes in FTE, administrative supplements, additional compensation, position description updates, supervisor changes, leaves of absence, terminations, and leave cash-outs.
Review and ensure accuracy, completeness, and compliance of personnel actions in accordance with university policies and procedures.
Serve as a liaison between assigned clinical departments and central HR offices, providing guidance on human resources processes and requirements.
Consult with department administrators and managers regarding employment-related matters and workforce planning needs.
Manage faculty and TEAMS recruitment activities for assigned clinical departments, including position creation, job advertisements, requisitions, candidate tracking, and employment documentation.
Ensure recruitment requests and position postings align with departmental staffing needs and approved workforce plans.
Interpret and apply federal, state, and university regulations governing recruitment and hiring practices to ensure compliance.
Coordinate onboarding activities for new employees and facilitate a smooth transition into the organization.
Oversee offboarding procedures for departing faculty and staff, ensuring timely completion of required documentation and personnel actions.
Provide training, guidance, and consultation to department administrators and managers regarding university human resources policies, procedures, and best practices.
Educate departmental personnel on topics including onboarding, separations, reclassifications, leave administration, Family and Medical Leave Act (FMLA) requirements, and related employment processes.
Develop and maintain effective working relationships that promote understanding and consistent application of HR policies.
Maintain and monitor personnel records and employment data within assigned departments to ensure accuracy, completeness, and compliance.
Verify salary information, job titles, position numbers, educational credentials, licensure, certifications, and other employment-related records.
Monitor expiration dates and compliance requirements related to professional licenses, certifications, and credentialing activities, ensuring records remain current and properly documented.
Generate and review reports as needed to support workforce planning, compliance, and operational decision-making.
Perform other related duties as assigned.