Mar 26, 2021
Employment Type
Full Time
Institution Type
Four-Year Institution
Location: Rolla
Full/Part Time: Full-Time
Job ID: 36079
Hiring Department Human Resources This is a dual posting of Job Opening ID 36080 - HUMAN RESOURCES CONSULTANT. Only one position will be filled depending on the qualifications of the final candidate. Application DeadlineOpen Until Filled Full Time/Part TimeFull Time, Benefit Eligible Salary$55,000-$65,000/annually Job DescriptionBasic Function & Responsibilities:

This position serves as the primary interface between campus administrators of assigned divisions and S&T Human Resources. Responsibilities include providing professional consultation and administrative oversight to ensure the integrity of Human Resources’ structures, policies and processes; and administers HR programs and processes relative to employee relations, recruitment and selection, compensation administration, training, benefits administration, client relationship management and special projects. Also serves as the supervisor over the S&T Human Resources office, including training and overseeing the work of assigned staff and student employees. Develops and offers services and programs that promote the advancement of division goals with an emphasis placed on staff and management development initiatives.

Job Functions:
  • Advise managers on employee relations issues. Investigate complex issues and recommend appropriate resolution; facilitate effective solutions in alignment with applicable policies and laws; assess risk to the University and identify compliance issues. Participate in disciplinary procedures and prepare appropriate supporting documents, including investigation reports. Identify and analyze trends; make recommendations for changes/improvements. Coach and advise staff on organizational, employee, and labor relations issues.
  • Lead, mentor, and manage assigned staff in a positive and professional manner to promote high morale, productivity, and job satisfaction. Train, develop, supervise, and evaluate staff and student employees, including providing continual feedback, conducting performance reviews, delegating authority, and taking necessary corrective and disciplinary actions. Approve schedules and leaves.
  • Serve as a primary contact in matters relating to recruitment and onboarding. Manage functions for the department, approve offers, address concerns or policy matters, review processes and serve as a campus representative in meetings or on committees. Provide training in proper interview methods and may participate on search committees. Liaison with community partners.
  • Manage and/or perform compensation related activity to include the review, analysis, and/or authorization of job offers, raises for staff; title comparisons, etc. Review, advise on, and/or process classification requests. Conduct salary surveys and analyze division compensation to identify areas of focus. Run routine and ad-hoc reports. Administer and educate others regarding University compensation philosophy and procedures consistent with policy and takes into consideration matters of equity, market, employee experience/education and departmental budget. Use own judgment to escalate matters to senior management.
  • Coordinate talent management activity and serve as the campus representative in meetings and on committees. Included is required HR training, whether system or campus specific, supervisory and other training; serving as the primary contact for performance management and systems used to conduct assessments; and other responsibilities related to employee learning, development, and engagement.
  • Collaborate with administrators and department managers, faculty and/or support staff to understand goals, objectives and priorities of assigned divisions, identifying how HR can support and help drive organizational goals. Use data to help identify areas for improvement and drive progress. Function as a member of system-wide leadership teams in support of the University’s mission and goals. Remain up- to-date on HR and organizational leadership trends and research-based knowledge.
  • Implement, communicate and ensure compliance with Human Resources policies, procedures, laws, standards and government regulations to include maintaining own knowledge and familiarity with applicable CRRs. Mentors HR specialists in the same. Actively participate in professional development opportunities. Operate with minimal guidance, and be a self-directed learner who is flexible and adaptable to changing environments.
  • Perform all duties as assigned or is necessary to provide Human Resources service and support to the campus.

Job responsibilities listed herein are a general description of typical job duties, responsibilities, qualifications and physical demands of the incumbents but should not be considered all-encompassing as actual responsibilities may additionally include other duties as assigned

Supervision ReceivedAdministrative and functional supervision received from the Human Resources Director.Supervision ExercisedAdministrative and functional supervision is provided to a small number of office staff and student employees.

Minimum Qualifications
  • Bachelor's degree in Human Resource Management, Business Administration or Public Administration, or an equivalent combination of education and experience from which comparable knowledge and abilities has been acquired, is necessary.
  • Four years experience in human resource management is required.
Preferred Qualifications
  • Professional level generalist knowledge of human resources administrative practices including those related to recruitment/staffing, compensation/benefits, employee relations, performance management, training and workforce functional areas of HR particularly employee relations, performance management, recruiting, compensation, management development, employment laws and change management.
  • Managerial level experience with human resources, training, and operational accountability.
  • Proven strategic agility and thinking, proven ability to initiate and operationalize competitive HR strategies and plans linked to the business strategy.
  • Strong communication verbal, written, and presentation skills; demonstrated experience in successful negotiation, conflict resolution, influencing and stakeholder management.
  • Self-directed with ability to take initiative to identify and anticipate client needs and make recommendations for change.
  • Proven strategic agility and thinking, proven ability to initiate and operationalize competitive HR strategies and plans linked to the business strategy.
  • PHR/SPHR, SHRM-CP/SHRM-SCP certifications are desirable
  • Strong proficiency in the use of office software and in HRIS programs, preferably Microsoft and PeopleSoft.

The final candidate is required to provide copies of official transcript(s) for any college degree(s) listed in application materials submitted. Copies of transcript(s) should be provided prior to the start of employment. In addition, the final candidate may be required to verify other credentials listed in application materials.

Failure to provide official transcript(s) or other required verification may result in the withdrawal of the job offer.

All job offers are contingent upon successful completion of a criminal background check.

Equal Opportunity is and shall be provided for all employees and applicants for employment on the basis of their demonstrated ability and competence without unlawful discrimination on the basis of their race, color, national origin, ancestry, religion, sex, pregnancy, sexual orientation, gender identity, gender expression, age, disability, protected veteran status, or any other status protected by applicable state or federal law. This policy shall not be interpreted in such a manner as to violate the legal rights of religious organizations or the recruiting rights of military organizations associated with the Armed Forces or the Department of Homeland Security of the United States of America.

The University's nondiscrimination policy applies to any phase of its employment process, any phase of its admission or financial aid programs, or other aspects of its educational programs or activities. Further, this policy applies to sexual violence or sexual harassment, both forms of sex discrimination, occurring within the educational program and instances occurring outside of the educational program if the conduct negatively affects the victim’s educational experience or the overall campus environment.

Any person having inquiries concerning the application of Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990 or other civil rights laws should contact the Title IX Coordinator.


To read more about Equal Employment Opportunity (EEO) please use the following links:

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