Senior HR Generalist

University of Illinois Urbana-Champaign•Urbana, IL

1d•Onsite

About The Position

University Housing provides an essential element of the Illinois experience, with hundreds of employees across seven units working together to build and maintain safe, healthy and welcoming homes for our residents. We value the many diverse voices, opinions, experiences and identities of the Illinois community, and our commitment to diversity, equity and inclusion is woven into each of our interactions, programs and decisions. Business services keeps University Housing running smoothly. Staff work on payroll, budget planning, accounting, purchasing, labor relations, policy interpretation, labor contract administration, project management and more. Employees within business services manage the entire life cycle of an employee including hiring, onboarding and the exit process. The Senior HR Generalist manages a variety of human resource activities, provides strategic guidance on a variety of human resource activities, and manages complex human resource related issues.

Requirements

Bachelor’s degree in Human Resource Administration, Management, Organizational Administration, Public Administration, Labor Relations, Business Administration or a field closely related to the position.
Three (3) years (36 months) of work experience performing professional-level human resources duties which includes performance management/discipline processes.
Ability to maintain a high level of discretion and confidentiality.
Strong communication and problem-solving skills.
Results oriented with strong organizational and time management skills.

Nice To Haves

More than three (3+) years experience with Illinois Performance Partnership Program.
Minimum of three (3) years of progressive work experience that demonstrates strong ability to research, interpret and make recommendations based on HR policy.
Knowledge of university and campus policies as they relate to HR functions to ensure all related guidelines and procedures are administered appropriately and accurately.
Experience working in a union environment and interpreting contract language.
Experience in documentation, training, and search and hire practices.
Experience working independently and managing multiple projects.

Responsibilities

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.
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.
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.
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.
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.
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.
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.