Recruiter (Human Resources Talent Consultant - Contributing)
Position Number 998960
Position Classification Title Human Resources Consultant
Functional Title Recruiter (Human Resources Talent Consultant - Contributing)
Position Type Staff
Re-Post, Previous Applicants Need Not Re-Apply, Still Under Consideration
The Department of Human Resources is currently seeking qualified and motivated candidates to consider for a Human Resources Talent Consultant position.
The Department of Human Resources commits to the creation of an inclusive, collaborative, and responsive university by attracting, retaining, and developing a diverse community of talented individuals in support of the university's mission. The Department is dedicated to providing state-of-the-art employee services including talent management, professional development and organizational capacity, compensation, employee benefits, wellness and work/life balance, rewards and recognition, records management, employee relations, human resource information systems,and affirmative action and diversity, that promote innovation, creativity, and inclusion.
The Talent Consultant is responsible for administration of recruitment and selection procedures for all SHRA, EHRA non-faculty and Faculty positions within the University, including screening applicant pools to ensure that applicants meet minimum training/education requirements in accordance with university and State policy; researching position history in order to compose and process personnel recruitment transactions relating to requests for posting of vacancies and positions review at time of vacancy and validation of position classifications. This position will be responsible for making job offers and composing offer letters for employees. This position will provide professional consultation in human resources best practices that support the university and/or agency in achieving stated goals and objectives.
Major Duties and Responsibilities:
- Consult, advise and guidance to hiring departments on recruitment and selection.
- Analyze all documents associated with position in People Admin (application, posting, details, hiring proposal, reference check, position description and competency profile).
- Analyze the applications in the applicant pools to determine if the candidates meet the minimum specifications and the special needs of the hiring department; consults with the hiring manager concerning issues that may arise with the hiring of selected applicants.
- Consult with the Talent Solution Supervisor with any issues that may arise about position and the selected applicant.
- Maintain knowledge of and identifying applicants with employment priorities such as promotional priority, veteran's preference, RIF priority, etc.
- Consult with department hiring managers on the development of recruitment strategies, to include targeted recruitment and special advertising. The position will make job offers and compose offer letters for employment.
- Keep abreast of new and updated standards and regulations related to staffing and employment.
- Act as back up to posting job vacancies on the University's employment website via PeopleAdmin, various external employment job boards, newspaper ads, trade and professional associations/journals, and a variety of recruitment sources.
- Consult with position coordinators/supervisors/search committees/Deans/Department Heads/Chair on the development of recruitment and special advertising for high level and hard to fill positions.
- Consult to establish a functional posting in PeopleAdmin that will assist with the recruitment and selection process and ensure compliance with all federal/state laws and regulations, including AA Plan compliance.
- Screen and refer qualified applicants to hiring manager for interviewing; may provide initial screening to obtain work history, education, training, job skills and salary requirements.
- Provide professional consultation to hiring administrators and nominating/search committee members throughout the entire recruitment and selection process.
- Source candidates using networking, social media, events, competitive intelligence/research and various sourcing tools.
- Partner with Departments/Schools to strategically plan and proactively assist with developing a pool of qualified candidates; which includes understanding the applicant population for each area, using creative sourcing methods to attract top talent and outreach.
- Schedule and attend job/career fairs with appropriate staff to generate qualified applicants.
- Provide information on company operations and job opportunities to potential applicants.
- Research and offer professional advise on recruitment strategies specific to fields and industries.
Extension of Salary Offers
- Act as back up to extending position salary offers.
- Act as back up to generating offer letters for SHRA and EHRA non-faculty candidates. Paying close attention to detail regarding the verbiage for each letter.
Relationship Management and Engagement
- Participate in project as they arise throughout the year. Projects may require, research and consulting with HR team, departments and campus community.
- Attend professional development classes.
- Answer questions concerning various HR functions and concerns with campus community and external clients.
- Develop and maintain professional relationship with college, university and community colleges placement offices as a source to generate qualified applicants.
- Maintain professional and technical knowledge through networking and participation in external conventions, conferences, seminars, meetings and work sessions.
- Attend meetings / training with professional organizations, etc. to say current with developments and trends in HR and recruitment.
- Provide training, and guidance to hiring managers and selection committees on the EHRA/SHRA and Faculty recruitment and selecting process, including access and us of the People Admin System, all applicable Federal and State employment and hiring regulations and University recruitment and hiring policies, and established EPA non-faculty and faculty designations.
- Provide assistance to applicants on navigating the application process, including troubleshooting account access issues in People Admin. Document and develop
- Provide training individual employees/departments on how to complete a new requisition, how to identify and apply competency definitions at posting.
Essential Tasks include:
- Consulting with HR subject matter experts to ensure business processes effectively utilize enterprise and departmental technology.
- Ensuring Banner (ERP) data is effectively structured to meet departmental and campus needs.
- Developing reports from multiple systems of record and/or providing access to data to SMEs as needed.
- Monitoring and reporting on metrics, to include maintaining the HR Dashboard.
- Independently troubleshooting system and data issues and resolving problems as necessary.
- Coordinating with HRIS Lead and HR leadership during Banner XE upgrade project to coordinate appropriate buy-in and approvals and to ensure effective change management.
- Consulting with HR colleagues to convert and maintain existing HR website using latest technologies and best practices.
- Posting Social Media updates to LinkedIn, Twitter, and/or Facebook where warranted.
- Assisting with development and production of regular online HR newsletter for public distribution.
- Providing assistance with hardware, software, and technical support.
- Consulting with HR staff to ensure optimal technical configuration of physical workplace.
- Representing HR on various technical committees as assigned. Reporting back critical and important information to HR Leadership team.
The University of North Carolina at Greensboro is a world-class, research intensive, regional University with a diverse portfolio of expertise and a particular focus on fostering healthy lives, vibrant communities and global connections. UNCG is a leading institution within the 17-campus University of North Carolina System. Recognized for its programs in the Music, Theater and Dance; Nursing; Business; Education; Life and Physical Sciences; and Health and Human Sciences, UNCG continues to grow its enrollment and enjoys the most diverse student populations of all the UNC system universities. With more than 19,000 students, UNCG has a significant and positive impact in North Carolina and the Greensboro/Triad area in particular. UNCG is nationally recognized for its distance learning initiative and serves many rural areas of North Carolina with its highly rated online educational programs. Established in 1892, the University of North Carolina at Greensboro was founded as the first public university in North Carolina for women. In 1963 the school became co-educational, but the legacy of providing both opportunity and excellence continues today.
BACHELOR'S DEGREE AND TWO YEARS OF PROGRESSIVELY RESPONSIBLE PROFESSIONAL HUMAN RESOURCES MANAGEMENT EXPERIENCE; OR EQUIVALENT COMBINATION OF TRAINING AND EXPERIENCE. ALL DEGREES MUST BE FROM APPROPRIATELY ACCREDITED INSTITUTIONS.
- Experience working in higher education
- Experience with applicant tracking system PeopleAdmin
If no applicants apply who meet the required competency level and training & experience requirements, then management may consider other applicants. Salary would be determined based on competencies, equity, budget, and market considerations.
Recruitment Range $45,118 - $50,000
Org #-Department Human Resources - 58401
Work Hours of Position 8:00 A.M. - 5:00 P.M., Monday - Friday
Job Family Administrative and Managerial
Band Human Resources Consultant
Competency Level Contributing
2-4 key competencies for successful execution of job duties, including chosen level definition:
Knowledge Professional and Organizational
Knowledge of HR policies and procedures related to assigned area(s), demonstrated by the ability and interpret them for clients while providing services. Knowledge of HR program service guidelines demonstrated by the ability to identify, evaluate, and resolve recurring work issues. Knowledge of State and federal laws in assigned HR program area(s), demonstrated by the ability to determine the correct or most appropriate course(s) of action. Knowledge of the organization, mission, its members, its political/legislative climate, its relationships with clients and constituents and the interchange among them.
Understands linkage of HR organizational strategic plan and guides and collaborates with clients to execute routine HR actions and make decisions within the boundaries of established policy and procedure; follow-up with colleagues and resource providers to resolve HR issues.. Uses general understanding of client's organizational issues and work relationships to determine best course of action. Identifies and resolves routine operational issues in assigned HR area(s). Purposes a course of action to address issues. Maintains productive collaborative work relationships and assesses and responds to apparent and underlying client needs; demonstrates effective active listening, questioning and observation skills. Participates in strategic planning for the assigned HR area(s). Consults with clients on regular basis and reports any issues with program or service effectiveness to supervisor.
Communication - Verbal/Written
Establishes and maintains productive collaborative professional work relationships with clients and responds promptly and accurately to answer questions within policy and procedure guidelines in assigned HR area (S). Uses concepts and language that are easy for others to understand. Users active listening to assure mutual understanding through shared information and viewpoints. Present controversial information, may refer sensitive situation to higher-level HR Consultant or supervisor. Encourages mutually agreeable resolution. Gathers information, via interviews, surveys or other means, to assess client needs. Drafts a variety of written communications and presentation in order to request information, respond to client needs, document and report outcomes. Uses correct grammar, punctuation, and spelling in appropriate writing styles and formats.
Plans work to meet established objectives and deadlines Provides on-the-job training for employees helping them to be successful in the work assigned; answers questions in a timely manner. Considers the audience's skill level and training needs and delivers basic training programs to meet identified needs.
Open Date 03/30/2017
Close Date 05/24/2017
Job Close Date
Type of Appointment 1.0 (Full-Time)
Salary Grade Equivalency 70
Number of Months per Year 12
- Cover Letter
- List of References
- Reference Letter 1
- Reference Letter 2
Posting Specific Questions
Required fields are indicated with an asterisk (*).
- * Which of the following options best describes your education history?
- No Response
- Bachelor's Degree or higher
- Associate's Degree
- 3 years of college coursework
- 2 years of college coursework
- 1 year of college coursework
- less than 1 year of college coursework
- High School Diploma or GED
- * How many years of experience in a directly related field do you have?
- No Response
- 6 or more years
- 5 years
- 4 years
- 3 years
- 2 years
- 1 year
- 4 months
- less than 4 months
- * Please indicate how you learned of the vacant position for which you are applying:
- UNCGjobsearch website
- Piedmont Triad Area Newspaper
- The Chronicle of Higher Education
- Inside Higher Ed
- Other professional journal / website
- UNC school system job board
- Personal Networking
- * Do you have experience using the Applicant Tracking System, PeopleAdmin?
- * Do you have previous experience in Higher Ed?
To learn more or to apply for this position please visit our UNCGjobsearch website at https://jobsearch.uncg.edu