HR Business Partner
Posted: June 21, 2022
Application Deadline: Open Until Filled
Job DescriptionPosition Overview
Under the direction of the Director of Human resources, provide human resource generalist services by partnering with internal customers within the University of Idaho. This position works closely with areas and departments to provide advice and support on Human Resource issues, such as recruitment and hiring, compensation and classification, employee relations, and other HR functional areas. This position interprets and applies University procedures, policies and business processes; plans and carries out work independently and timely, and is responsible for coordinating within designated area of subject matter expertise. This position will partner with Employment Services, Benefits, Payroll, and the Office of Employee Development and Workforce Diversity to create cross functional teams in order to create solutions for areas and departments. Provide guidance in all of the following: recruitment, classification, compensation, corrective and disciplinary action, training and development, interpretation and application of laws, rules, polices and procedures, appeals, grievances, performance management, training, performance reviews, career counseling, organizational reviews, equal employment and affirmative action, reasonable accommodations, employee recognition, and/or other functions relating to human resource management.
This description is a summary only and is describing the general level of work being performed, it is not intended to be all-inclusive. The duties of a position may change from time to time based on business need. We reserve the right to add or delete duties and responsibilities at the discretion of the supervisor and/or hiring authority.
The mission of Human Resources is to partner with the University of Idaho community throughout the state to proactively support, collaborate and cultivate a diverse work environment that attracts, retains and inspires excellence.
A visa sponsorship is available for the position listed in this vacancy. No
Key Accountability Serve as a resource to the university in employee relations by:
Working under the direction and in collaboration with the Director of HR, advises management and employees on disciplinary actions, performance problems, productivity, and other issues to resolve disputes.
Participating in supervisor/employee meetings related to performance and conduct concerns, advising supervisors and managers on the handling of such matters and on policies related to such matters, coordinating investigations and other procedures involving University employees.
Investigating problems encountered affecting employee relations by interviewing involved individuals and gathering related documents.
Recommending courses of action in accordance with policies, procedures, and practices, and state and federal law.
Establishing and maintaining relationships with business units to stay abreast of current and future employee relations issues to help prevent potential employee relation problems.
Ensuring Director is informed of all active and pending employee relation cases.
Assembling and reviewing records, reports and documentation of the university’s grievance, disciplinary and performance actions.
Recommending solutions to create a positive and respectful work environment for employees and students.
Key Accountability Serve as a resource to the university on classification and compensation by:
Working under the direction and in collaboration with the Director of HR, providing advice, counsel, and training to assigned business units with classification and compensation recommendations for new, vacant and occupied classified and non-faculty exempt (NFE) positions.
Interpreting class specifications, benchmarking descriptions and allocating positions to appropriate classification by applying appropriate definitions and knowledge of classification and compensation system.
Auditing and conducting job analyses on positions which include, but is not limited to, interviewing incumbents, supervisors and hiring authorities, examining work site, work methods, and organizational structure.
Reviewing job descriptions for completeness, clarity, and compliance with university policies/procedures, Fair Labor Standards Act (FLSA) and the Americans with Disabilities Act (ADA).
Explaining audit results to employee, supervisor and employing official.
Assisting with promotion, reclassification and title change processes.
Advising on reorganizations, organizational consistency and salary equity.
Researching, compiling, and analyzing job analysis data for market rate reviews, reassignments, etc.
Researching, collecting and providing current job descriptions and other position information on request.
Consulting with managers and staff on various compensation policies and procedures; ensuring the minimum salary requirements as directed by Idaho code are met.
Coordinating career advancement opportunities for current employees at the University of Idaho and providing timely personal response to Employment Services’ visitors and inquiries (phone, e-mail, and in-person).
Assisting departments with layoff process, reorganization and compliance; helping employees understand their options as outlined in the Faculty Staff Handbook and Administrative Procedures Manual.
Working with Director on market analysis and other similar duties as assigned.
Researching, compiling, and reporting compensation data for participating in compensation surveys for comparative purposes and state and federal employment reports and other related documentation; assisting in performing market analyses and determining prevailing wages; assist in the research of internal and external market salary data, position benchmarks, and compensation practices. Review and advise on temporary salary increases and additional compensation requests.
Maintaining the Human Resource Banner system classification data integrity by processing requests for supervisor set up; overseeing in Position Control (PCN) maintenance and reviewing Electronic Personnel Action Forms (EPAFs) for classification accuracy.
Key Accountability Serve as a resource to the university on recruitment of hiring by:
Working under the direction and in collaboration with the Director of HR, advising departments and supervisors on developing effective recruitment strategies.
Reviewing and assessing documents to ensure compliance with federal, state and University regulations.
Fostering an environment that understands the benefits of increased diversity among students, faculty, administration, and staff and how diversity strengthens the academic mission.
Reviewing announcements in the applicant tracking system (ATS) and related selection materials to ensure completeness and accuracy of data; preparing announcements for posting.
Advising applicants and assisting with resume review and mock interviews.
Providing timely personal response to requests and inquiries regarding employment at the University of Idaho.
Providing career counseling and assistance to applicants.
Developing and maintaining effective working relationships with managers and supervisors.
Providing training to managers and supervisors on hiring processes, procedures and legal requirements.
Assisting in the collection, verification, analysis and reporting of human resource information.
Coordinating and participating in recruiting activities.
Developing and maintaining a network of contacts including university departments, community organization and local businesses to help identify and attract applicants.
Entering and reviewing employment related data in the HR Banner system; maintaining compliance with Federal and State regulations and University policy; assisting with and recommending enhancements to Banner HR and applicant tracking systems.
Key Accountability Serve as a resource to the university on other human resources processes by:
Completing special assignments and projects as assigned.
Providing formal training in areas of expertise.
Explaining, interpreting, and applying rules, policies, and procedures.
Maintaining knowledge on current developments and practices in human resources.
Supporting institutional, division, department, and unit objectives, and working collaboratively to accomplish desired results.
Working under the direction and in collaboration with the Director, coordinating the reasonable accommodations in employment, documenting cases, and facilitating accommodation requests for designated business units.
Ensuring Director is informed of all active and pending cases.
Collaborating with Benefit Services to ensure all medical processes are followed.
Providing knowledge and assistance in the reasonable accommodation process.
Assisting with and recommending enhancements to written communication and processes.
Assisting in the review and compliance of federal and state regulations and University policy.