HR Business Partner
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POST DATE 9/3/2016
END DATE 11/29/2016
The University of Chicago
Campus - Hyde Park, IL
JOB DESCRIPTIONJob summary continued -
- Lead complaint investigations, working in concert with Employee and Labor Relations (ELR) COE
o Investigations: Conduct complaint investigations, act as a neutral party in fact-finding and ensure confidentiality, accuracy ad timeliness to employees involved
o Title IX: Escalate to ELR if inquiries involve Title IX, employment law or if questions arise regarding the Business Partner's ability to serve as a neutral investigator
Employee Relations (continued)
o Grievances: Hear step one of grievances for union employees and work with ELR on subsequent steps
o Terminations: Advise on severance agreements/negotiations, conduct exit interviews for voluntary resignations, involve ELR to assist with risk mitigation or other concerns and work with HR Systems Specialist to ensure employee is terminated in appropriate timeframe
- Complete pre-hire steps necessary to onboard a new employee
o New Hire Experience: Work with hiring managers and HR System Specialists to determine system access and hardware needs for new/transfer employees and ensure transactions are completed accurately within the expected timeframe
- Ensure proper procedures are followed when an employee is exiting
o Offboarding: Conduct exit interviews, providing feedback to unit management, ensure compliance for hardware retention
- Manage activities related to training
o Advancement: Support employee transition to next level skill or knowledge advancement
o Internal Courses: Develop, deliver or facilitate courses for local unit
o Educational Opportunities: Leverage Workday reporting functionality and manager discussions to identify learning opportunities and create resources to minimize gaps
- Facilitate annual process and provide guidance to unit leadership in partnership with HR COEs
o Job Evaluation: Review and assess job profiles of staff on quarterly basis to ensure reflective of current roles and responsibilities as this is the basis for all pay decisions
o Analysis & Consultation: Review base pay level of competitiveness on quarterly basis, create short and longer term pay plans to ensure base pay aligns with external market data and internal peer data
o Pay-for-Performance: Complete alignment reviews and make recommendations surrounding merit, equity adjustments and lump sum awards
- Analyze data from strategic perspective, as well as for compliance with applicable laws and University policies for current and former employees
o Exit Analysis: Draw conclusions based on exit interviews and utilize information as proactive inputs to communication, retention, or engagement strategies
o Security: Audit data in to ensure integrity and data protection standards are met
- Ensure accuracy of records and processes in accordance University policies and practices
o System Specific Transactions: Initiate personnel actions in University systems (e.g. personnel changes, requests, job changes) and approving personnel actions
o Leave Administration: Counsel employee on request for leave, manage communications between leave administration/unit/employee
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status or status as an individual with disability.
The University of Chicago is an Affirmative Action / Equal Opportunity / Disabled / Veterans Employer.
Job seekers in need of a reasonable accommodation to complete the application process may contact Human Resources by calling 773-834-1841 or by emailing firstname.lastname@example.org with their request.