HR - Employment and Staffing-260105

Human Resources

05/08/2024

05/22/2024

No

Permanent Staff (EHRA NF)

Human Resources Manager

EHRA Non-Faculty

00059398

NF0008126

Full-Time Permanent

1

40

North Carolina, US

$100,000-$108,216

06/10/2024

The Office of Human Resources (OHR), and Equal Opportunity and Compliance (EOC) report to the Vice Chancellor Human Resources and Equal Opportunity and Compliance. This position is located within the OHR in the Employment and Staffing (E&S) area. The purpose of OHR is to provide the University with a full range of human resources services in support of the University’s teaching, research, and public service mission. This includes compensation, classification, benefits, recruitment and staffing, employee relations and dispute resolution, employee recognition, communications and talent development, HR records and information systems, employee communications and business analysis.

E&S is responsible for providing a range of services to the University community including: recruitment of Faculty, EHRA Non-Faculty permanent and temporary positions and all SHRA positions, temporary employment and staffing services, employment eligibility verification and compliance (e.g., criminal conviction checks, credential checks, I-9/E-Verify) administration of SHRA layoff policies, transition services for separating employees, and collaborating with the University’s Equal Opportunity and Compliance (EOC) Office on SHRA, Faculty, and EHRA Non-Faculty equal employment opportunity monitoring and compliance.

This position is a 100% remote work arrangement, consistent with System Office policy. UNC Chapel Hill employees are generally required to reside in North Carolina, within a reasonable commuting distance of their assigned duty station.

This position serves as the principal deputy to the Senior Director of Employment and Staffing and is responsible for providing day-to-day management in a variety of specialty areas for the Employment team. This Employment team is comprised of twelve positions as follows: one Advanced-level Human Resources Specialist who supports temporary recruitment; nine Journey-level Human Resources Consultants who support University-wide recruitment for Faculty, SHRA permanent employment, and EHRA-NF permanent employment and two Advanced-level Human Resources Consultants responsible for serving as the subject matter experts and leads for Academic Affairs and Health Affairs. This position develops/implements University recruitment strategy to attract highly qualified, diverse candidates; oversees recruitment process for the University SHRA and EHRA-NF positions to ensure State and Federal policies are met; oversees hiring for SHRA permanent employees; advises and counsels Talent Acquisition Partners (TAPs) and hiring authorities on recruitment and selection matters; oversees advertising for all University positions; provides content and updates EO Plan in collaboration with EO and HRIM; oversees PeopleAdmin (applicant tracking system) and all hire actions in ConnectCarolina; serves as SME to TAPs and hiring managers on complex issues; maintains up-to-date knowledge of recruiting issues, trends, labor laws and legislative initiatives; ensures recruitment practices are in compliance with applicable state and federal laws and guidelines/policies/procedures; evaluates/refines recruitment policies/practices to ensure qualified, diverse candidates are available for our applicant pool; measures success of job posting sites and make modifications and recommendations to ensure the University is attracting diverse pools of candidates; works with Advertising vendors (e.g. Graystone, JobElephant, InsideHigherEd, Circa), ensures University hires are compliant with University and State compensation and salary administration policies; partners with managers and other OHR units to provide consultation on complex SHRA layoff decisions; conducts performance management evaluations for staff employees in collaboration with Lead TAPs; updates and develops in person and virtual class content and ensures curriculum for Employment related training classes is effective; represents University at external recruitment-related events; attends meetings; serves on committees university-wide; identifying/informing the Senior Director of complex or legally sensitive issues; ensures Employment related policies are current; works with the Business Office to timely oversee Employment related vendor billing; manages the day-to-day duties of TAPs and delegates duties to ensure optimal function of department.

Bachelor’s degree and four years of progressively responsible professional human resources management experience; or equivalent combination of training and experience. All degrees must be from appropriately accredited institutions.

Significant knowledge of employment and recruiting business practices, procedures and laws as well as the ability to supervise professional-level subordinates. The position incumbent would need a basic understanding of all the major areas of human resources including benefits, position classification, employment and staffing, employee relations and compensation. The ability to handle sensitive and confidential information in an appropriate manner and to bring complex recruitment and staffing issues to a successful and timely resolution while assuring compliance with all relevant personnel policies and business practices is essential. The position incumbent will be required to interact with a diverse clientele from line employees to Directors and Department Heads in a manner which demonstrates sensitivity, good judgement, and competency. The ability to handle multiple, concurrent priorities and to constantly reprioritize issues both directly managed and those assigned to subordinate staff based on changing conditions is also critical.

Prior or current experience in recruitment and staffing in the higher education or public sector setting is deemed essential. Prior knowledge of the State of North Carolina personnel policies and practices, especially in the area of employment, classification and compensation is highly desirable.

PHR or SPHR is desirable but not a requirement or deemed essential