University of Wisconsin - Madison

Position Vacancy Listing

PVL # 229162

Position Summary:
Under the general supervision of the HR Manager, function as a Human Resources Business Partner for the School of Medicine and Public Health (SMPH) within the Dean's Office. The HR Business Partner will work within the HR Services team to process and manage transactions for assigned departments. This position shares responsibility for nearly 1500 employees, including Faculty, Academic Staff, University Staff, Student Assistants, Employees in Training, and Student Hourly employees. This position is responsible for ensuring that work is consistent with SMPH, University, State and Federal policies, codes, statutes, and bargaining unit agreements. The incumbent will process recruitment and life cycle transactions for all employee categories within the school, including recruitment, hiring, evaluation, retention, termination, classification, reclassification, training, and diversity goals. The incumbent will have independent decision making related to multiple applications of human resources policies, procedures and guidelines for each type of employee group.

The incumbent is expected to demonstrate exceptional customer service by establishing and maintaining effective professional relationships with managers, supervisor, coworkers, and all customers in order to understand those units and their HR needs. Maintain confidentiality of sensitive information with tact and discretion. Use effective team skills to contribute to the efficient operation of the work unit. Present ideas, carry out assignments, and provide information as required. Effectively build knowledge and skills through professional development.

The School of Medicine and Public Health has a deep and profound commitment to diversity both as an end in itself but, also as a valuable means for eliminating health disparities. As such, we strongly encourage applications from candidates who foster and promote the values of diversity and inclusion.

Principal duties:
80% A. Process recruitment, staffing, classification and employment life cycle processes for all employee categories as assigned. Ensure that quality service is provided in a timely manner.
A1. Processes all recruitments and transactions in accordance with State and University regulations.
A2. Consults with managers and implements on recruitment strategies including determining the level of vacancy to post, direct advertising sourcing.
A3. Participates in departmental planning meetings as necessary to acquire knowledge about the department's objectives, goals, operations, and work culture.
A4. Helps managers strategize and implement options for difficult to fill positions.
A5. Advises supervisors and employees of impacts and staffing flexibility in situations involving leave, sabbatical, end of grant funding, etc.
A6. Reviews underutilization metrics and advises managers on recommended recruitment strategies.
A7. Help managers determine which candidates should be interviewed.
A8. Assists with the development of interview questions and conducting interviews as necessary.
A9. Advises and ensures interview panels deploy best practices.
A10. Explains rationale behind equitable starting pay recommendations.
A11. Assists managers with design of optimal onboarding processes.
A12. Develops/revises hiring checklists.
A13. Finalizes hiring proposals including drafting offer and appointment letters.
A14. Enter, review and approve requests for reclassification and rate/title change process based on documents and forms.
A15. Serves as liaison between employees, management and all other HR functions (payroll, benefits, employee relations and compensation. Conducts regular meetings with respective assigned departments; works with subject matter experts as needed to support employees.
A16. Consults with management providing HR guidance when appropriate; and researches issues and provides recommendations for possible action.
A17. Tracks and prepare compliance reports as necessary.
A18. Respond to employee concerns by interpreting and communicating applicable HR policies and procedures and making appropriate recommendations, including suggestions on policy clarification.
A19. Knows policies on layoff and how to apply.
A20. Maintain proper documentation of personnel file and recruitment files.
A21. Other duties as assigned.

20% B. Ensure compliance with performance management policies for a subset of employees as assigned.
B1. Monitors compliance with performance management deadlines and milestones--reaches out to managers to ensure completion.
B2. Guides managers and employees through the performance assessment process; Reviews evaluations for consistency and appropriateness.
B3. Monitors to ensure that probationary reviews are conducted.
B4. Assists employees and managers with goal setting and alignment of goals.
B5. Helps managers write SMART goals.
B6. Helps employees and managers with crucial performance conversations--coaching them to remain impartial, neutral.

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