Senior Talent Consultant (Classification, Compensation & Talent Acquisition)

Location
Greensboro, NC
Posted
Jun 13, 2017
Institution Type
Four-Year Institution
Requisition Number S1195

Position Number 998970

Position Classification Title Human Resources Consultant

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

Position Type Staff

Position Summary

Re-Posted, Previous Applicants Need Not Re-Apply, Still Under Consideration. BE ADVISED, PRIMARY PURPOSE OF THE IS POSITION HAS BEEN REVISED. PLEASE CAREFULLY THE NEW POSITION SUMMARY

Senior Talent Consultant (Classification, Compensation & Talent Acquisition)

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 Department of Human Resources is currently seeking qualified candidates to consider for the Senior Talent Consultant position, Talent Solutions Team.

The Senior Talent Consultant serves as a senior HR Consultant in providing day-to-day guidance and consultation to other Talent Consultants in policy interpretation, compensation, exceptions and unique issues, and process changes. The Senior Talent Consultant serves as first point of contact for other Talent Consultants and provides guidance and consultation in the following functional areas: job analysis, position classification, recruitment, selection, and compensation. The Senior Talent Consultant provides professional consultation in job analysis/evaluation for staff (SHRA) positions, classification, recruitment and selection for staff (SHRA & EHRA) and faculty positions, and compensation services to administrators, hiring managers, and other campus customers.

The Senior Talent Consultant provides consultation in all occupational areas and diverse academic and business entities on the university campus. The Senior 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 Senior 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 Senior Consultant interprets and administers university, state, and federal policies/laws and guides university hiring officials in effective HR solutions.

The position functions in a peer-leader role with other Talent Consultants and collaborates with other units within HR and across campus.

Expectations of position/incumbent:

  • Comprehensive and accurate job analysis and classification for assigned units, occupational fields, and/or job categories
  • Development and implementation of 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, EPA 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 organizations
  • 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

Consultation

  • Describe the specific tasks and responsibilities performed for the above competency Serves as first point of contact to provide accurate policy & procedure guidance to other Consultants with regard to job analysis, position classification, recruitment, selection, and compensation. Advises campus partners & other Consultants on complex or difficult issues and analyze how policies, procedures and employment law will impact the outcome of the issue. Develop solutions to address unique situations while remaining compliant with policies, procedures, and laws. The Senior 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 is assigned to campus partners with more advanced needs in the functional areas of experience. The position independently and with other HR partners meets with administrators, managers, and hiring officials at all levels to provide assistance with position design, establishment of new positions, reclassification of positions, salary adjustments, workflow analysis, effective recruitment strategies, interview and selection techniques, employment policies, and appropriate compensation for existing and new employees. Develops relationships with hiring managers/OSHR/GA to facilitate an environment that allows us to bring complex and unusual situations to an effective resolution. Consult with hiring officials from position creation to filling vacancy; clearly define, verify, & obtain position requirements & gather information regarding department environment/culture to ensure proper classification and candidate suitability. Provide guidance on recruiting the best candidates, ensuring consistent & efficient administration of SHRA, EHRA, & Faculty employment processes, compensation, & reporting of personnel activities.
  • Offer professional advice on apparent retention/recruitment trends that develop within certain fields as well as work closely with the Office of Institutional Equity and Diversity (OIED) in the hiring & retention of a diverse workforce. Provide professional consultation to hiring managers throughout entire recruitment and selection process on interpreting & administering, University, State, & Federal policies and law. Develop and recommend guidelines for nominating committee process to ensure a diverse committee & compliance.
  • Provides guidance on defensible and compliant classification and other HR related issues. The incumbent will review and interpret policies, procedures and best practices and interpret and explain how they are applied within the context of reviews.
  • Assist 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, Compensation, Employee Relations, Training & Organizational Development and HRIM) in order to resolve issues and/or provide a holistic approach as needed.
  • Attend meetings/training with professional organizations, etc. in order to stay current with developments and trends in HR and employment law.
  • 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 organizational structure and culture and apply interrelated policies to effectively strategize and present solutions.

Senior Talent Consultant

  • Works with hiring officials (as a Senior Talent Consultant, often in the most complex and sensitive areas of campus) 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 OIED 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.

Communication

  • The Senior 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
  • The Senior Consultant must be able to foster effective working relationships with the Talent Consultants, communicating in a manner conducive to effectively developing skills and positive behaviors. At times, interaction requires a constructive message that entails careful, deliberate, and tactful communication.
  • 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 Senior 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 website.
  • The Senior 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 campus.

Knowledge Professional and Organizational

  • Describe the specific tasks and responsibilities performed for the above competency. Due to the organizational dynamics and diversity of the research, technological, and educational activities being pursued at the university along with its public and private partnerships, the Senior Consultant must have a particularly advanced level of knowledge of policies, procedures, and processes for the university as they apply to classification and employment and apply and interpret them appropriately.
  • As a Senior Consultant, apply appropriate use judgement when dealing with unusual (non-routine) situations and know when to get others involved or when to request exceptions to policies based on internal practices and the need to be consistent.
  • A thorough knowledge and application of state and federal policy, laws, and regulations governing personnel and compensation matters is needed to perform the responsibilities. A particularly advanced level of professional knowledge is needed in the majority of the work which includes but is not limited to:
  • Job analysis/classification 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.

Program/Project Management

  • Describe the specific tasks and responsibilities performed for the above competency 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. The Consultant must be able to effectively envision, suggest, undertake, and complete new and innovative ad hoc challenges using creativity, expertise, and institutional business intelligence.
  • Project management necessitates the use of professional knowledge and an understanding of the goals and objectives to be achieved. The Consultant will collaborate with others and/or serve as the team/project leader in order to develop feasible recommendations and solutions in consideration of issues, policies, and intended outcomes. The Consultant must be able to effectively envision, suggest, undertake, and complete projects using creativity, expertise, and business intelligence.
  • Examples of projects and areas of programmatic management include the Data/Reporting, Special Recruitment Initiatives, Compliance Projects, Systems, Campus Resources & Training, and the website.

Other Responsibilities
The Senior Talent Consultant will serve as backup to the Assistant Director in his absence and serves as online applicant tracking system (PeopleAdmin) "expert" facilitating development, modifications, communications, and training related to the system.

Additional Responsibilities / Expectations:

  • Support and/or lead HR programs, projects, and initiatives such as the Dual Career Program, Reduction-in-Force (RIF) workshops, and special recruitment projects
  • Provide professional consultation/advice to candidates on job searches
  • Represent the University at job fairs, outreach efforts, and community events
  • Serve on relevant internal and external committees, boards, etc. as appropriate

Benefits include but are not limited to:

  • Health Insurance - NC State Health Plan (NC Smart Choice)
  • Dental, Vision, Life Insurance, FSAs and more (NC Flex)
  • Retirement (Teachers' and State Employees' Retirement System and Optional Retirement Program)
  • Disability
  • Employee Assistance Program
  • Vacation, Sick, Community Service, FMLA Leave
  • Holidays
  • Longevity Pay
  • Eligible to become a member of the State Employees Credit Union
  • Employee Award Programs
  • Employee Wellness Resources
  • and more

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

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.



Preferred Qualifications
  • Five (5) to Seven (7) years of directly related experience.
  • Master's degree in directly related field.
  • EHRA and/or SHRA Classification/Compensation experience


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 $61,000 - $70,000

Org #-Department Human Resources - 58401

Work Hours of Position 8 A.M - 5 P.M, Monday - Friday

Job Family Administrative and Managerial

Band Consultant

Competency Level Advanced

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 relate HR programs to strategic plan to address complex or sensitive issues affecting clients. Collaboratively revises and approves programs, services, policies and/or procedures. Approves policy exceptions in programs of assigned area. Knowledge of HR area(s) and interaction with other areas demonstrated by the ability to develop and implement new or revised HR systems, policies, and/or procedures. Evaluates and revises policies and programs requiring extensive HR knowledge. Knowledge of current thinking in HR theories, best practices, trends, methodologies and innovations sufficient to develop and retool HR programs and systems to shape and redefine the capabilities of the HR function to support changing business needs and university strategic goals. Knowledge of relationships and interrelationships of issues across organizational boundaries. Incorporate the business' language when designing initiatives that support alignment of strategic business and HR goals. Knowledge of theory, practices, and principles of human behavior and learning; identifies future focused critical capabilities and behaviors and develops organizational and talent management programs necessary for the organization to achieve long-range business goals. Knowledge of efficient ways to capture and analyze information and data, using various tools, systems and programs to meet changing work needs; proposes using alternative methods as appropriate.

Consultation
Advises and negotiates with clients to address dynamic issues which require an in-depth understanding of the client's organizational culture, issues and work relationships. Resolves complicated, sensitive, or unusual problems of an individual or systemic nature. Guides and coaches clients, co-workers, and/or subordinates in evaluating and resolving the most complex operational issues, often in overlapping HR program areas. Decisions may be precedent-setting.

Communication - Verbal / Written
Cultivates professional relationships with all levels of the organization to understand the business case and to have credibility when taking the initiative in difficult situations. Through effective negotiation and persuasion skills, encourages others in complex and sensitive situations to reach a mutually agreeable resolution that achieves business goals and maintains positive work relationships across the organization. Coordinates and manages communication efforts conveying difficult, crucial, and/or controversial decisions/results across organizational lines. Develops communication strategies and approaches necessary to convey complex or controversial information. Drafts communications that inform decisions and influence outcomes.



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 74

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. * 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
  2. * Which of the following options best describes your higher education history?
    • No Response
    • Bachelor's Degree or higher in a directly related field
    • Bachelor's Degree or higher in an unrelated field
    • Associate's Degree in a directly related field
    • Associate's Degree in an unrelated field
    • 3 years
    • 2 years
    • 1 year
    • less than 1 year
    • High School Diploma or GED
  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 in classification, for the UNC School System?
    • Yes
    • No
  5. * Do you have experience in EHRA Classification?
    • Yes
    • No
  6. * Do you have experience in SHRA Classification?
    • Yes
    • No




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

EOE AA/M/F/D/V

PI98153157