Talent Consultant (Classification, Compensation & Talent Acquisition)

Greensboro, NC
Jun 13, 2017
Institution Type
Four-Year Institution
Requisition Number S1205

Position Number 998960

Position Classification Title Human Resources Consultant

Functional Title Talent Consultant (Classification, Compensation & Talent Acquisition)

Position Type Staff

Position Summary


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 provides professional consultation in job analysis/evaluation for staff (SHRA) positions; classification, recruitment and selection for staff (SHRA & EHRA) and faculty alent Consultant (Classification, Compensation, + Employment) positions; and compensation services to administrators, hiring managers, and other campus customers. The Talent Consultant provides consultation in all occupational areas and diverse academic and business entities on the university campus. The Talent Consultant provides services and guidance regarding organizational matters and specialized/targeted recruitment to attract, compensate, retain, and develop a work force with the caliber of employees needed to effectively carry out the University's mission. The responsibilities of this position also entail evaluation and endorsement of salary offers and adjustments resulting from the employment and classification activity. This involves determining the best compensation strategies for selected candidates and current employees while ensuring compliance with university, state, and federal regulations (e.g., OFCCP, EEOC, ADA, Office of State Human Resources and UNC General Administration) as well as best practices.

The Talent Consultant serves as an HR expert and steward for assigned colleges/divisions which are often complex as well as broad in the scope of their operations and programmatic impact. The Talent Consultant interprets and administers university, state,and federal policies/laws and guidelines.

Expectations of position/incumbent:

  • Comprehensive and accurate job analysis and classification for assigned units, occupational fields, and/or job categories
  • Development and implementation of innovative and effective recruitment strategies in support of university, division, and/or
    department mission, goals, and strategic plan(s)
  • Development and delivery of general and customized guidance and training sessions to campus on relevant SHRA, EHRA non-faculty, and faculty policies and processes
  • Maintenance and application of current knowledge of relevant laws, regulations, best practices, and trends
  • Development and cultivation of effective relationships with campus community, hiring officials, and external constituents, and
  • Conveyance of a positive image of the University as a leading employer and research institution and HR as a valued, trusted
    partner in achieving the University's mission, goals and strategic plan.

Duties and Responsibilities:

  • The Consultant partners with hiring managers and administrators institution-wide. The Consultant provides guidance on effective, accurate, defensible, and compliant classification, job design, recruitment, selection, compensation, and other HR related issues. The consultative role of this position impacts not only the University's organizational development but its ability to fulfill its mission and goals.
  • The incumbent independently and with other HR partners meets with administrators, managers, and hiring officials at all levels to provide expertise and assistance with position design, establishment of new positions, reclassification of positions, salary adjustments, effective recruitment strategies, interview and selection techniques, employment policies, and appropriate compensation for existing and new employees.
  • Effective consultation requires that the incumbent have a broad understanding of classification theory, occupations, and industry best practices. Consultation involves collaborating with customers to resolve unique and/or sensitive issues and often requires researching and developing several creative options for successfully addressing campus partner and organizational needs. The Consultant must become familiar with the campus partner's Talent Consultant (Classification, Compensation, + Employment)
    organizational structure and culture and apply interrelated policies to effectively strategize and present solutions.

The Consultant:

  • Works with hiring officials from position creation to filling the vacancy; clearly defines, verifies, & obtains position requirements
    & gathers information regarding department's environment/culture/strategic goals to ensure proper classification and candidate suitability.
  • Provides guidance on recruiting the best candidates, ensuring consistent & efficient administration of SHRA, EHRA, & Faculty employment, classification, and compensation processes & reporting of personnel activities.
  • Has the authority to independently approve final candidate selection that includes reviewing credentials, monitoring candidate pool for ADA/EEO compliance, employment priority such as promotional priority, veteran's preference, RIF priority, etc. and determining compensation and salary equity in accordance with state and federal law and university policies for all SHRA, EHRA non-faculty, & faculty hires. When conducting salary equity analyses at the time of hire, he/she must be knowledgeable of compensation practices and salary administration policies and procedures in order to guide hiring officials with regard to appropriate salary amounts and equity issues.
  • Is responsible for identifying salary inequities and providing strategic recommendations to resolve issues related to hiring and promotion as well as reclassification and salary adjustments.
  • Offers professional advice on retention/recruitment trends that develop within certain fields as well as works closely with the Office of Institutional Equity and Diversity in the hiring & retention of a diverse workforce.
  • Offers guidance and advice on the design of positions and their placement within the organization.
  • Has the authority to approve classification decisions and other position action changes for filled and vacant positions. These
    decisions as well as any related compensation endorsements should be defensible and compliant.
  • Interprets policies, procedures and best practices and explain how they are applied within the context of reviews.
  • Assists campus customers in understanding how legal, regulatory, and policy changes apply to or affect their organization while identifying possible alternatives to address and resolve issues. The consultative role will include collaborating with other HR units (e.g., EHRA Administration, Organization Solutions, Talent Consultant (Classification, Compensation, + Employment) Employee Relations, Training & Organizational Development and HRIM) in order to resolve issues and/or provide a holistic approach as needed.
  • Attends meetings/training with professional organizations, etc. in order to stay current with developments and trends in HR and employment law.

The Consultant uses verbal and written communication skills to share information via correspondence, reports, presentations, training, meetings, newsletter articles, phone consultations, etc.

  • He/she must be able to convey a positive image of the University as a leading employer and research institution and HR as a valued, trusted partner in achieving the University's mission, goals, and strategic plan
  • He/she must be able to interpret and effectively communicate a wide variety of information in a manner that can be understood by diverse campus clientele including high level administrators, supervisors, and hiring officials as well as candidates.
  • The Consultant communicates sensitive and/or controversial information collaborating with peer groups within or external to Human Resources such as Employee Relations, OIED, Business Officers, General Counsel, etc.
  • He/she develops and conducts training courses (standard and customized) and develops written materials for distribution and
  • The Consultant initiates/facilitates conversations with customers to negotiate and reach mutually agreed upon solutions to unique
    situations with results in the best interest of all parties.
  • The Consultant promotes and markets the unit's services to

Knowledge - Professional
Classification/job analysis and evaluation for a variety of occupational areas Interpretation and application of policy and best practices related to-compensation and salary adjustments

  • Organizational design in order to consult with campus on/business needs
  • Effective recruitment techniques and strategies
  • Evaluation of candidate qualifications and suitability for hire
  • Application of employment preferences and priorities
  • Participation in salary surveys and analysis
  • Leading and conducting organizational and/or occupational studies
  • Application of sound judgment when dealing with unusual (non-routine) situations and knowing when to get others involved or when to make exceptions to policies.

Project Management

  • Project management duties are assigned as needed. Projects are typically initiated as a result of a specific business need, policy change, industry trend, or regulatory change. The scope of project management may be internal to HR or relative to a department, a college/division, or the entire University. The position will coordinate a variety of projects and be involved in establishing project objectives, tasks, and timelines and facilitating project team work. The position will participate in project goals, new initiatives, some of which will have university-wide scope. The position must handle urgent requests and periods of sustained high volume based on institutional priorities and academic cycle.

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.

Minimum Qualifications


Preferred Qualifications
  • Experience working in higher education
  • Experience with applicant tracking system PeopleAdmin
  • Experience in job analysis/position classification and/or recruitment/employment applying principles, theories, and concepts accurately and effectively
  • Professional experience developing and implementing creative
    Talent Consultant (Classification, Compensation, + Employment) and innovative recruitment and organizational plans in support of the goals of an organization
  • Exceptional communication skills with the ability to convey complex messages and concepts clearly and completely to a diverse audience
  • Strong organizational skills with the ability to effectively prioritize and complete daily tasks as well as short- and long-term projects concurrently
  • Ability to develop and deliver formal and informal training and presentations
  • Ability to conceptualize, develop, and implement creative solutions addressing a wide variety of University HR needs
  • Demonstrated excellent judgment and problem solving skills
  • Proficiency in standard office technology including email, calendaring, and MS Office Suite (Word, Excel, PowerPoint);
  • Experience recruiting active and passive candidates across various occupations or categories (in particular, higher ed and faculty recruitment experience is preferred)
  • Experience in job analysis/evaluation in various occupations or categories
  • Experience in diversity recruitment initiatives
  • Experience in conducting complex salary analyses, participation in external salary studies, and the ability to apply sound and effective compensation practices
  • Experience in developing and applying effective compensation solutions

Alternate Option

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 $50,161 - $53,016

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 Journey

2-4 key competencies for successful execution of job duties, including chosen level definition:

Knowledge Professional and Organizational
Knowledge of HR policies, procedures, best practices and their theoretical bases, demonstrated by the ability to apply and interpret a variety of interrelated policies, procedures and programs for clients and address clients' non-routine issues. May recommend policy exceptions in programs of assigned area. Knowledge of current thinking in HR theories, best practices, trends, methodologies, laws, and legal precedents, demonstrated by application of same in unusual or unique situations. Knowledge of theory, practices, and principles of human behavior and learning and the ability to assess specific individual and business needs and develop tailored programs.

Advises and collaborates with clients to resolve difficult issues in assigned HR area(s); identifies workforce trends; recognizes the impact of policies, procedures, and laws; applies knowledge and understanding of client's organizational culture, issues and work relationships to address HR situations; shares knowledge and critical thinking process and promotes the use of best practices to achieve mutually agreeable outcomes in the resolution of HR issues. Determines and documents a course of action to address complex, ambiguous or unique operational and/or programmatic issues in assigned HR area(s). Develops and maintains productive collaborative work relationships in order to facilitate problem resolution with clients; applies ongoing constructive feedback and response skills and techniques through clear communications with clients or assigned staff. Conducts strategic planning for the assigned HR area(s) and provides input on relationships and interrelationships of all units and ideas to improve outcomes. Performs similar services for clients. Consults with clients to evaluate the effectiveness of program(s) as needed or requested; recommends and/or may implement changes.

Communication - Verbal/Written
Maintains and enhances professional relationships to increase credibility for building support and reaching consensus when explaining and interpreting policies and procedures within assigned HR area(s). Promotes and markets assigned area(s) and persuades clients of the needs and beneficial outcomes of the HR role. Conveys sensitive information or decisions to clients regardless of the risks involved. Works toward mutual resolutions that are in the best interests of the organization and the unit.

Program/Project Management
Assesses the needs of the work unit or project, determines any gaps and recommends changes in procedures, workflow and work assignments to improve efficiency and effectiveness in performance of individuals and the work unit as a whole. Applies whole system thinking and considers external and internal environmental factors and organizational culture when developing strategies to motivate and persuade management and employees to appreciate, support, and promote changes that result in operational improvement.

Open Date 06/12/2017

Close Date 06/21/2017

Job Close Date

Type of Appointment 1.0 (Full-Time)

FLSA Exempt

Salary Grade Equivalency 70

Number of Months per Year 12

Applicant Documents
Required Documents
  1. Resume/CV
  2. Cover Letter
  3. List of References
Optional Documents
  1. Reference Letter 1
  2. Reference Letter 2

Posting Specific Questions

Required fields are indicated with an asterisk (*).

  1. * 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
  2. * 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
  3. * 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
    • NCWorks.gov
    • UNC school system job board
    • Personal Networking
    • Facebook
    • Twitter
    • LinkedIn
  4. * Do you have experience using the Applicant Tracking System, PeopleAdmin?
    • Yes
    • No
  5. * Do you have previous experience in Higher Ed?
    • Yes
    • No

To learn more or to apply for this position please visit our UNCGjobsearch website at https://jobsearch.uncg.edu



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