Human Resources

Human Resources Generalist I P9

• The HR Generalist I P9 will ensure timely entry of various Workday processes while maintaining a focus on compliance with University, System, State and Federal requirements. This position will be responsible for processing various personnel actions in Workday in the functional areas of contact information, personal data, and time off and leave; providing HR-related information to employees; facilitating new employee onboarding activities; providing personnel action status updates to customers as requested; providing pertinent information to departments on various personnel-related events; and assisting Hub staff with other Workday business processes.

Human Resources Generalist II

• The HR Generalist II will ensure timely entry of various Workday processes while maintaining a focus on compliance with University, System, State and Federal requirements. This position will be responsible for processing various personnel actions in Workday and provide status updates to the departments. In addition, will serve as the next level professional in areas relating to leave and absence, use of TrainTraq, and other classification actions.

Human Resources Generalist III

• The HR Generalist III will ensure timely entry of all Workday processes while maintaining a focus on compliance with University, System, State and Federal requirements. This position will be responsible for processing various personnel actions in Workday and provide status updates to the departments. In addition, will serve as the next level professional in areas relating to leave and absence, use of TrainTraq, classification actions, and performance management issues. The HR Generalist III will also coach other HR Generalist on various Workday processes.

Human Resources Generalist IV

• The HR Generalist IV will ensure timely entry of all Workday processes while maintaining a focus on compliance with University, System, State and Federal requirements. This position will be responsible for processing various personnel actions in Workday and provide status updates to the departments. In addition, will serve as senior level professional in areas relating to leave and absence, classification actions, employee relations, immigration, and performance management issues. The HR Generalist IV will also coach other HR Generalist on various Workday processes and appropriate tools.

Human Resources Specialist I

• The Human Resources Specialist I, under general supervision, performs routine and specialized human resources duties. Ensures compliance with state and federal laws and regulations. Assists in planning, revising, and implementing human resources policies, procedures, and forms.

Human Resources Specialist II

• The Human Resources Specialist II, under general supervision, performs routine and some complex specialized human resources duties. Compiles and prepares reports and documents related to human resources activities. Ensures compliance with state and federal laws and regulations. Assists in planning, developing, revising, and implementing human resources policies, procedures, and forms.

Human Resources Specialist III

• The Human Resources Specialist III, under general supervision, performs moderately complex and specialized human resources duties. Compiles and prepares reports and documents related to human resources activities. Advises staff on issues, rules, policies, regulations, and standard administrative procedures related to human resources management. May conduct audits of human resources activities to ensure compliance with policies and procedures.

Human Resources Specialist IV

• The Human Resources Specialist IV, under direction, performs complex and specialized human resources duties. Assists management with coordinating, implementing, and administering human resources functions. Coordinates, compiles, and prepares reports and documents related to human resources activities. Advises staff on issues, rules, policies, regulations, and standard administrative procedures related to human resources management. Advises management on the administration of operating plans and policies for human resource activities. Conducts audits of human resources activities to ensure compliance with policies and procedures.

Organizational Development Consultant I

• The Organization Development (OD) Consultant I, under general supervision, partners with departments to increase organizational effectiveness and performance in alignment with organization development best practices. Collaborates with subject matter experts to assess, design, develop, implement, and evaluate learning and performance programs that support career development initiatives. Through the consulting process, the OD Consultant I assists with diagnosing organizational needs as well as developing and executing plans to address needs assessment findings.

Organizational Development Consultant II

• The Organization Development (OD) Consultant II, under general supervision, partners with departments, colleges, and divisions to increase organizational effectiveness and performance in alignment with organization development best practices. Collaborates with subject matter experts to assess, design, develop, implement, and evaluate learning and performance programs that support career development initiatives. Through the consulting process, the OD Consultant II diagnoses organizational needs and partners with departments, colleges, and divisions to develop and execute plans to address needs assessment findings. The OD Consultant II organizes, prioritizes, and coordinates deliverables with learning facilitators and/or instructional designers to provide customized services.

Organizational Development Consultant III

• The Organization Development (OD) Consultant III, under general supervision, partners with departments, colleges, and divisions to increase organizational effectiveness and performance in alignment with organization development best practices. Collaborates with subject matter experts to assess, design, develop, implement, and evaluate learning and performance programs that support career development initiatives. Through the consulting process, the OD Consultant III diagnoses organizational needs and partners with departments, colleges, and divisions to develop and execute plans to address needs assessment findings. The OD Consultant III facilitates team development, change management, performance improvement, organization development, and strategic planning initiatives and interventions. In this role, the OD Consultant III researches and evaluates emerging organization development theories, concepts, models, tools and techniques; and, makes recommendations to organization development practices. This position organizes, prioritizes, and coordinates deliverables with learning facilitators and/or instructional designers to provide customized services.

Organizational Development Consultant IV

• The Organization Development (OD) Consultant IV, under general supervision, manages and maintains relationships with key stakeholders to increase organizational effectiveness and performance within colleges and divisions in alignment with organization development best practices. Collaborates with subject matter experts to assess, design, develop, implement, and evaluate learning and performance programs that support career development initiatives. Through the consulting process, the OD Consultant IV monitors the reliability and validity of organizational diagnosis efforts as well as the quality of organizational development plan and degree of success in plan execution. The OD Consultant IV researches and evaluates emerging organization development theories, concepts, models, tools and techniques; and, makes recommendations to organization development practices. The OD Consultant IV coaches teammates to enhance their on-the-job learning of processes and practices related to establishing and maintaining partnerships and relationships, consulting, organizational diagnosis, facilitating initiatives and interventions, and providing customized services. The OD Consultant IV oversees organization, prioritization, and coordination of deliverables with learning facilitators and/or instructional designers to provide customized services.

Payroll Administrator I

• The Payroll Administrator I provides semi-complex payroll accounting services. Collaborates with representatives and coordinates pay calculations.

Payroll Administrator II

• The Payroll Administrator II provides complex payroll accounting services. Collaborates with representatives and coordinates pay calculations.

Payroll Administrator III

• The Payroll Administrator III Provides highly complex payroll accounting services. Collaborates with representatives and coordinates pay calculations.

Payroll Administrator IV

• The Payroll Administrator IV provides advanced payroll accounting services. Collaborates with representatives and coordinates pay calculations.

Assistant Director, Payroll

• The Assistant Payroll Director, under direction, manages Payroll Office interface with Financial Accounting and Management Information System (FAMIS) accounting system. Prepares reports and calculates and distributes payments to Federal/State agencies. Stays current on payroll related Federal/State requirements.

Director, Payroll

• The Director of Payroll, under general direction, oversees the production of the university payrolls; develops and interprets university procedures regarding payroll related areas to ensure compliance with federal and state laws, as well as system regulations. This position is responsible for managing and directing the day to day activities of the payroll office, including processing payroll, submitting and compliance with payroll taxes and reporting, record retention of employee payroll files, reconciliation of accounts, and training of payroll systems.

Human Resources Administrator I

• The Human Resources Administrator I, under direction, serves as a subject matter expert and a team lead over a specific function in an assigned unit. Is responsible for the workflow of a specific function in an assigned unit. Administers human resources activities. Serves as a backup on managing and leading a human resources unit. May recruit, hire, train, supervise, evaluate performance, and develop professional development plans for assigned staff.

Manager, Human Resources

• The Manager, Human Resources, under direction, organizes, manages, and leads human resource functions. Develops schedules, priorities, and standards for achieving goals.

Assistant Director, Human Resources

• The Assistant Director of Human Resources (HR), under general direction, plans, manages, and oversees activities, operations and projects in the Human Resources Department. Develops schedules, priorities, and standards for achieving goals. Assists in developing strategic plans for the human resources department. Oversees, coordinates, and evaluates one or more human resources functions and/or units.

Director, Human Resources Services

• The Director, Human Resources Services, under general direction, leads, oversees, and directs operations human resources activities, operations and projects in the Human Resources Department. Leads and oversees one or more human resources functions and/or units. Provides departmental strategic planning and budget management.

Associate Vice President, Human Resources

• The Associate Vice President, Human Resources is responsible for assisting the Vice President for Human Resources & Organization Effectiveness (VP HROE) in leading strategic efforts within the division including HR specific initiatives from the administrative review, change leadership/management, defining and advocating organizational effectiveness, centralization efforts, succession planning, and engagement.

Vice President for Human Resources & Organizational Effectiveness

• The Vice President for Human Resources & Organizational Effectiveness, under general direction, reports to the President and is a member of the Presidents executive leadership team. The Vice President for Human Resources & Organizational Effectiveness provides leadership, fosters strategic collaborations, and drives organizational effectiveness to help the human resources division achieve its mission.