Alachua County Board of County Commissioners
Alachua County, FL
Minimum Qualifications Bachelor's degree in geographic information systems, computer graphics, computer mapping, or computer assisted drafting and one year of experience in a related field; or any equivalent combination of related training and experience. Applicants within six months of meeting the minimum education/experience requirement may be considered for trainee status. A Valid Florida Driver License is required and a Motor Vehicle Record that meets the requirements of Alachua County policy #6-7; Motor Vehicle Records will be reviewed prior to employment. If, in the past 24-month period, the applicants Motor Vehicle Record has more than three (3) moving traffic infractions or three (3) or more at fault motor vehicle accidents (or combination of both and /or a conviction/pending charge for driving under the influence) or is in violation of any standard mandated by Federal or State Law or Regulation, the minimum qualifications are not met for the position. Successful completion of all applicable background checks pre-hire and ongoing are required.Position Summary This is advanced technical work utilizing Geographic Information System (GIS) to create and maintain a roadway network, an address location database and other spatially enabled data layers in support of the E911 emergency response system in Alachua County. An employee assigned to this classification analyzes existing data to ensure quality and conformance to NENA standards, assists with maintenance and development of the geodatabases utilized by the E911 department, performs data analysis in support of quality control, historical call data and response information and performs network and spatial analysis in support of the E911 and Fire/EMS departments planning process, analyzes past and current trend and generates corresponding reports as requested. Work is performed under the direction of a higher level supervisor and reviewed through conferences, reports and observation of results obtained. This position reports directly to the 911 GIS Coordinator.Examples of Duties ESSENTIAL JOB FUNCTIONS This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes a positive customer service focus.Advocates building organizational culture through aligning decisions with core values including: integrity, honesty, respect, diversity, innovation, accountability and communication. Develops computer based support applications to ensure accuracy and comprehensiveness in database. Collects and maintains a database of County information for data and graphics presentation purposes from a variety of sources, including the Property Appraiser, Federal Census Bureau, etc. Assists in the preparation and maintenance of street system maps, plats, data bases and comprehensive plans. Provides technical graphics, mapping and addressing advice and expertise to other County staff members and the general public as required.Revises existing maps and charts and corrects maps in various stages of compilation. Assists with implementation/development of ESRI Local Government module along with ArcGIS Attribute Assistant to automate address creation. Creates field survey maps for use on Android or IOS devices in support of field data collection. Manages Spatial Data Engine (SDE) and in-house file Geodatabases. Performs a variety of analysis in support of quality control of addressing data. Identifies Emergency Service Number (ESN) field within the Address points that do not correspond to the ESN boundary it is located within. Identifies city field within the address points that do not line up with the zip code boundary (municipal name) it is located within. Imports monthly Master Street Address Guide (MSAG) into GIS for comparison. Uses Python and Model Builder to automate a variety of geo-processing tasks. Assists in preparation of maps representing various analysis of proposed fire/EMS station locations, emergency demand and response, data trends, depicting emergency vehicle range in support of determining optimal future facility location, historical County growth and expected further expansion. Generates specific computer plots as needed from GIS. Drives a County and/or personal vehicle to perform required duties. Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency. NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. KNOWLEDGE, SKILLS AND ABILITIES Extensive knowledge of the operation of a GIS computer system. Considerable knowledge of cartographic, topographic, and surveying techniques and principles. Knowledge of coordinate geometry and state plane coordinates. Some knowledge of applicable policies, laws and regulations affecting County activities. Skill in the use of the following work related tools and equipment: personal computer including word processing, data base, calculator, telephone, copy machine and fax machine. Ability to effectively communicate verbally and in writing. Ability to establish and maintain effective working relationships. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to talk and hear. The employee is frequently required reach and to be mobile. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future.BoCC-Contributed Benefits Medical/Health Insurance Employee Life Insurance Florida Retirement System Employee Assistance Program Optional Benefits Dental Insurance Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program Computer Purchase Program NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits. FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement. A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows: New Years Day Martin Luther King Day Memorial Day Juneteenth Independence Day Labor Day Veterans' Day Thanksgiving Day Friday following Thanksgiving Christmas Eve (IAFF*) Christmas Day Additional Christmas Holiday (All non-IAFF employees) 2 Floating Holidays (All non- IAFF employees) *IAFF – International Association of FirefightersPay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3 *Accruals slightly different for IAFF employee.
Full-time
Minimum Qualifications Bachelor's degree in geographic information systems, computer graphics, computer mapping, or computer assisted drafting and one year of experience in a related field; or any equivalent combination of related training and experience. Applicants within six months of meeting the minimum education/experience requirement may be considered for trainee status. A Valid Florida Driver License is required and a Motor Vehicle Record that meets the requirements of Alachua County policy #6-7; Motor Vehicle Records will be reviewed prior to employment. If, in the past 24-month period, the applicants Motor Vehicle Record has more than three (3) moving traffic infractions or three (3) or more at fault motor vehicle accidents (or combination of both and /or a conviction/pending charge for driving under the influence) or is in violation of any standard mandated by Federal or State Law or Regulation, the minimum qualifications are not met for the position. Successful completion of all applicable background checks pre-hire and ongoing are required.Position Summary This is advanced technical work utilizing Geographic Information System (GIS) to create and maintain a roadway network, an address location database and other spatially enabled data layers in support of the E911 emergency response system in Alachua County. An employee assigned to this classification analyzes existing data to ensure quality and conformance to NENA standards, assists with maintenance and development of the geodatabases utilized by the E911 department, performs data analysis in support of quality control, historical call data and response information and performs network and spatial analysis in support of the E911 and Fire/EMS departments planning process, analyzes past and current trend and generates corresponding reports as requested. Work is performed under the direction of a higher level supervisor and reviewed through conferences, reports and observation of results obtained. This position reports directly to the 911 GIS Coordinator.Examples of Duties ESSENTIAL JOB FUNCTIONS This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes a positive customer service focus.Advocates building organizational culture through aligning decisions with core values including: integrity, honesty, respect, diversity, innovation, accountability and communication. Develops computer based support applications to ensure accuracy and comprehensiveness in database. Collects and maintains a database of County information for data and graphics presentation purposes from a variety of sources, including the Property Appraiser, Federal Census Bureau, etc. Assists in the preparation and maintenance of street system maps, plats, data bases and comprehensive plans. Provides technical graphics, mapping and addressing advice and expertise to other County staff members and the general public as required.Revises existing maps and charts and corrects maps in various stages of compilation. Assists with implementation/development of ESRI Local Government module along with ArcGIS Attribute Assistant to automate address creation. Creates field survey maps for use on Android or IOS devices in support of field data collection. Manages Spatial Data Engine (SDE) and in-house file Geodatabases. Performs a variety of analysis in support of quality control of addressing data. Identifies Emergency Service Number (ESN) field within the Address points that do not correspond to the ESN boundary it is located within. Identifies city field within the address points that do not line up with the zip code boundary (municipal name) it is located within. Imports monthly Master Street Address Guide (MSAG) into GIS for comparison. Uses Python and Model Builder to automate a variety of geo-processing tasks. Assists in preparation of maps representing various analysis of proposed fire/EMS station locations, emergency demand and response, data trends, depicting emergency vehicle range in support of determining optimal future facility location, historical County growth and expected further expansion. Generates specific computer plots as needed from GIS. Drives a County and/or personal vehicle to perform required duties. Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency. NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. KNOWLEDGE, SKILLS AND ABILITIES Extensive knowledge of the operation of a GIS computer system. Considerable knowledge of cartographic, topographic, and surveying techniques and principles. Knowledge of coordinate geometry and state plane coordinates. Some knowledge of applicable policies, laws and regulations affecting County activities. Skill in the use of the following work related tools and equipment: personal computer including word processing, data base, calculator, telephone, copy machine and fax machine. Ability to effectively communicate verbally and in writing. Ability to establish and maintain effective working relationships. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to talk and hear. The employee is frequently required reach and to be mobile. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future.BoCC-Contributed Benefits Medical/Health Insurance Employee Life Insurance Florida Retirement System Employee Assistance Program Optional Benefits Dental Insurance Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program Computer Purchase Program NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits. FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement. A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows: New Years Day Martin Luther King Day Memorial Day Juneteenth Independence Day Labor Day Veterans' Day Thanksgiving Day Friday following Thanksgiving Christmas Eve (IAFF*) Christmas Day Additional Christmas Holiday (All non-IAFF employees) 2 Floating Holidays (All non- IAFF employees) *IAFF – International Association of FirefightersPay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3 *Accruals slightly different for IAFF employee.
University of Oregon
Eugene, OR, USA
Associate Director of Human Resources, CBSO
Job no: 532220
Work type: Officer of Administration
Location: Eugene, OR
Categories: Administrative/Professional, Human Resources
Department: Central Business Services Office, Office of the Provost Appointment Type and Duration: Regular, Ongoing Salary: Commensurate with experience Compensation Band: OS-OA08-Fiscal Year 2023-2024 FTE: 1.0
Application Review Begins
August 7, 2023; position open until filled
Special Instructions to Applicants
Please include the following with your online application:
• A resume that outlines your educational and professional work experience. These details are used to determine if applicants meet the qualifications of this position.
• The names of at least three professional references, their e-mail addresses, and telephone numbers. Candidates will be notified prior to references being contacted.
Please Note: We may contact applicants who meet the minimum requirements to request additional information for the next stage of review.
To receive a copy of the full position description, please send an email to mailto:cbrady@uoregon.edu. Salary offers are determined based on final candidate qualifications and experience; and the application of fair, equitable, and consistent pay practices at the University.
Department Summary
The University of Oregon is implementing a shared services model for human resources across many areas of our campus. This is an exciting time to join the HR community at the University of Oregon as we innovate, develop new processes, and implement HR best practices.
The Central Business Service Offices (CBSO), a shared service office, provides specific services in the areas of Finance, Human Resources, Payroll, Purchasing, Contracting, Travel, and Accounts Payable for several organizations on campus including:
The Ballmer Institute for Children's Behavioral Health Clark Honors College College of Design College of Education School of Journalism & Communication.
The mission of the shared services group is to provide consistency through centralized services, offering our expertise in processing a wide variety of financial and human resources transactions and functions including acting as a liaison to the Business Affairs Office, Purchasing and Contracting Services, University Human Resources, and Payroll Administration. The units supported by the CBSO constitute a large business enterprise consisting of more than 1,000 employees and more than $100 million in budgeted operations as well as many other funds types including but not limited to sponsored, gift, and foundation funds, development and outreach, and designated operations funds. The CBSO also works with a breadth of employee category types including at least 3 different unions, student employees, and officers of administration.
The team within the CBSO is committed to providing superior customer service and creating partnerships with our customers to ensure their needs are fulfilled to the highest standard.
Position Summary
Do your professional goals align with providing individualized human resource services that focus on helping others succeed and reach their full potential? If so, the Central Business Services Office (CBSO) is seeking an Associate Director of Human Resources (ADHR) to provide leadership and support to our faculty and staff through the provision of a variety of HR services, and creating an inclusive and welcoming environment.
The Associate Director of Human Resources, CBSO will join the newly formed HR shared services team within the CBSO and will provide HR leadership to the CBSO HR staff including directors, managers, classified personnel, and the breadth of HR across each of the 5 supported units. The ADHR is one of two Associate Directors focused on supporting over 1,000 employees (faculty, staff, student, and graduate employees).
The ADHR will lead a team to learn the unique needs of your customers and develop policies, practices, and workflows to meet those needs while working closely with school, college, and university (University HR) leadership to implement consistent HR best practices across the CBSO portfolio. Reporting to the Senior Director of the CBSO, and as a member of the CBSO leadership team, you will participate in strategic planning, including recruiting and hiring, employee engagement, workforce planning, helping shape the experience of administrators, faculty, staff, and students throughout the employee life cycle.
As the leader of Human Resources in the CBSO, you will work closely with university leaders, administrators, supervisors, search chairs, and hiring managers, providing strategic consultation and excellent customer service to help them meet their HR goals. Using knowledge and creativity, you will help guide our customers to solutions that align with UO (University of Oregon) policies and practices. You will keep your finger on the pulse of emerging trends, concerns, and best practices, sharing your assessments with leadership, and adjusting priorities and strategic approaches accordingly.
You will lead recruitment efforts by writing engaging position descriptions and job advertisements while incorporating strategies to build robust and diverse pools of applicants. You will coach and train supervisors and leadership on best practices for running searches, including proactively removing roadblocks for applicants and building diverse and inclusive active recruitment strategies. Your team will be the first point of contact for new employees as you onboard them to their units and the university. You will build out and refine onboarding processes that set up new employees for success and begin the process of retaining them.
You will work with division leaders and University HR on employee engagement strategies, performance evaluation, and professional development, supervisor training and coaching, and employee and labor relations (ELR) needs. Your team will also manage the employee exit process including exit interviews and surveys, collecting data, identifying trends, and proposing initiatives to better engage, develop, and retain our faculty and staff.
While there is room for innovation and creativity in this role, there is also an expectation of an elevated level of support. This position will be a part of a team of HR professionals across campus and will work closely with University Human Resources professionals who can provide guidance, consultation, subject-matter expertise, and a sounding board for innovative ideas.
Minimum Requirements
• Five years of progressively responsible human resources experience and a bachelor's degree; or seven years of progressively responsible HR experience*.
• Three years' experience supervising at least one regular, permanent employee including performance management; OR five years' combined experience performing lead work and supervising students/interns/part-time/temporary staff.
*HR experience is subject matter expertise in one or more of the functional areas of HR, such as recruitment and hiring; classification and compensation; employee and labor relations; or employee training, development, and retention.
Professional Competencies
• Effective communication skills, including the ability to communicate with a range of stakeholders, from executives to front-line staff and other individual contributors.
• Ability to advance diversity, equity, and inclusion efforts through one's own actions and by influencing the actions of others.
• Understanding of the needs and experiences of job seekers and employees with diverse/marginalized identities, and commitment to advancing inclusion efforts in recruitment and retention.
• Knowledge of effective strategies to build robust and diverse pools of applicants and run an inclusive search process, create an inclusive work environment, and improve equity in processes and policy.
• Ability to manage complex HR matters, including employee and labor relations issues, with sensitivity, respect, compliance awareness, and a solution-oriented approach.
• Ability to build relationships and work collaboratively with a variety of stakeholders.
• Understanding of effective supervisory practices and techniques, employee and employer relationships, and management principles and the ability to advise supervisors on these matters.
• Ability to handle sensitive and confidential materials and situations appropriately.
• Ability to adapt to changing priorities, make appropriate decisions, escalate matters when necessary, and provide proactive, effective change management.
Preferred Qualifications
• HR experience in a higher education setting or a similarly complex organization.
• Experience understanding and applying provisions of collective bargaining agreements to personnel situations and working with various employee groups including administrative, faculty, and student employees.
• Experience with position description development, performance management, recruitment, classification, compensation, and EEO/affirmative action.
• Experience leveraging a wide array of technologies, such as tools for applicant tracking, productivity, and communication.
FLSA Exempt: Yes
All offers of employment are contingent upon successful completion of a background inquiry.
The University of Oregon is proud to offer a robust benefits package to eligible employees, including health insurance, retirement plans and paid time off. For more information about benefits, visit http://hr.uoregon.edu/careers/about-benefits.
The University of Oregon is an equal opportunity, affirmative action institution committed to cultural diversity and compliance with the ADA. The University encourages all qualified individuals to apply, and does not discriminate on the basis of any protected status, including veteran and disability status. The University is committed to providing reasonable accommodations to applicants and employees with disabilities. To request an accommodation in connection with the application process, please contact us at mailto:uocareers@uoregon.edu or 541-346-5112.
UO prohibits discrimination on the basis of race, color, sex, national or ethnic origin, age, religion, marital status, disability, veteran status, sexual orientation, gender identity, and gender expression in all programs, activities and employment practices as required by Title IX, other applicable laws, and policies. Retaliation is prohibited by UO policy. Questions may be referred to the Title IX Coordinator, Office of Civil Rights Compliance, or to the Office for Civil Rights. Contact information, related policies, and complaint procedures are listed on the http://studentlife.uoregon.edu/nondiscrimination.
In compliance with federal law, the University of Oregon prepares an annual report on campus security and fire safety programs and services. The Annual Campus Security and Fire Safety Report is available online at https://clery.uoregon.edu/annual-campus-security-and-fire-safety-report.
To apply, visit https://apptrkr.com/4410781
Full Time
Associate Director of Human Resources, CBSO
Job no: 532220
Work type: Officer of Administration
Location: Eugene, OR
Categories: Administrative/Professional, Human Resources
Department: Central Business Services Office, Office of the Provost Appointment Type and Duration: Regular, Ongoing Salary: Commensurate with experience Compensation Band: OS-OA08-Fiscal Year 2023-2024 FTE: 1.0
Application Review Begins
August 7, 2023; position open until filled
Special Instructions to Applicants
Please include the following with your online application:
• A resume that outlines your educational and professional work experience. These details are used to determine if applicants meet the qualifications of this position.
• The names of at least three professional references, their e-mail addresses, and telephone numbers. Candidates will be notified prior to references being contacted.
Please Note: We may contact applicants who meet the minimum requirements to request additional information for the next stage of review.
To receive a copy of the full position description, please send an email to mailto:cbrady@uoregon.edu. Salary offers are determined based on final candidate qualifications and experience; and the application of fair, equitable, and consistent pay practices at the University.
Department Summary
The University of Oregon is implementing a shared services model for human resources across many areas of our campus. This is an exciting time to join the HR community at the University of Oregon as we innovate, develop new processes, and implement HR best practices.
The Central Business Service Offices (CBSO), a shared service office, provides specific services in the areas of Finance, Human Resources, Payroll, Purchasing, Contracting, Travel, and Accounts Payable for several organizations on campus including:
The Ballmer Institute for Children's Behavioral Health Clark Honors College College of Design College of Education School of Journalism & Communication.
The mission of the shared services group is to provide consistency through centralized services, offering our expertise in processing a wide variety of financial and human resources transactions and functions including acting as a liaison to the Business Affairs Office, Purchasing and Contracting Services, University Human Resources, and Payroll Administration. The units supported by the CBSO constitute a large business enterprise consisting of more than 1,000 employees and more than $100 million in budgeted operations as well as many other funds types including but not limited to sponsored, gift, and foundation funds, development and outreach, and designated operations funds. The CBSO also works with a breadth of employee category types including at least 3 different unions, student employees, and officers of administration.
The team within the CBSO is committed to providing superior customer service and creating partnerships with our customers to ensure their needs are fulfilled to the highest standard.
Position Summary
Do your professional goals align with providing individualized human resource services that focus on helping others succeed and reach their full potential? If so, the Central Business Services Office (CBSO) is seeking an Associate Director of Human Resources (ADHR) to provide leadership and support to our faculty and staff through the provision of a variety of HR services, and creating an inclusive and welcoming environment.
The Associate Director of Human Resources, CBSO will join the newly formed HR shared services team within the CBSO and will provide HR leadership to the CBSO HR staff including directors, managers, classified personnel, and the breadth of HR across each of the 5 supported units. The ADHR is one of two Associate Directors focused on supporting over 1,000 employees (faculty, staff, student, and graduate employees).
The ADHR will lead a team to learn the unique needs of your customers and develop policies, practices, and workflows to meet those needs while working closely with school, college, and university (University HR) leadership to implement consistent HR best practices across the CBSO portfolio. Reporting to the Senior Director of the CBSO, and as a member of the CBSO leadership team, you will participate in strategic planning, including recruiting and hiring, employee engagement, workforce planning, helping shape the experience of administrators, faculty, staff, and students throughout the employee life cycle.
As the leader of Human Resources in the CBSO, you will work closely with university leaders, administrators, supervisors, search chairs, and hiring managers, providing strategic consultation and excellent customer service to help them meet their HR goals. Using knowledge and creativity, you will help guide our customers to solutions that align with UO (University of Oregon) policies and practices. You will keep your finger on the pulse of emerging trends, concerns, and best practices, sharing your assessments with leadership, and adjusting priorities and strategic approaches accordingly.
You will lead recruitment efforts by writing engaging position descriptions and job advertisements while incorporating strategies to build robust and diverse pools of applicants. You will coach and train supervisors and leadership on best practices for running searches, including proactively removing roadblocks for applicants and building diverse and inclusive active recruitment strategies. Your team will be the first point of contact for new employees as you onboard them to their units and the university. You will build out and refine onboarding processes that set up new employees for success and begin the process of retaining them.
You will work with division leaders and University HR on employee engagement strategies, performance evaluation, and professional development, supervisor training and coaching, and employee and labor relations (ELR) needs. Your team will also manage the employee exit process including exit interviews and surveys, collecting data, identifying trends, and proposing initiatives to better engage, develop, and retain our faculty and staff.
While there is room for innovation and creativity in this role, there is also an expectation of an elevated level of support. This position will be a part of a team of HR professionals across campus and will work closely with University Human Resources professionals who can provide guidance, consultation, subject-matter expertise, and a sounding board for innovative ideas.
Minimum Requirements
• Five years of progressively responsible human resources experience and a bachelor's degree; or seven years of progressively responsible HR experience*.
• Three years' experience supervising at least one regular, permanent employee including performance management; OR five years' combined experience performing lead work and supervising students/interns/part-time/temporary staff.
*HR experience is subject matter expertise in one or more of the functional areas of HR, such as recruitment and hiring; classification and compensation; employee and labor relations; or employee training, development, and retention.
Professional Competencies
• Effective communication skills, including the ability to communicate with a range of stakeholders, from executives to front-line staff and other individual contributors.
• Ability to advance diversity, equity, and inclusion efforts through one's own actions and by influencing the actions of others.
• Understanding of the needs and experiences of job seekers and employees with diverse/marginalized identities, and commitment to advancing inclusion efforts in recruitment and retention.
• Knowledge of effective strategies to build robust and diverse pools of applicants and run an inclusive search process, create an inclusive work environment, and improve equity in processes and policy.
• Ability to manage complex HR matters, including employee and labor relations issues, with sensitivity, respect, compliance awareness, and a solution-oriented approach.
• Ability to build relationships and work collaboratively with a variety of stakeholders.
• Understanding of effective supervisory practices and techniques, employee and employer relationships, and management principles and the ability to advise supervisors on these matters.
• Ability to handle sensitive and confidential materials and situations appropriately.
• Ability to adapt to changing priorities, make appropriate decisions, escalate matters when necessary, and provide proactive, effective change management.
Preferred Qualifications
• HR experience in a higher education setting or a similarly complex organization.
• Experience understanding and applying provisions of collective bargaining agreements to personnel situations and working with various employee groups including administrative, faculty, and student employees.
• Experience with position description development, performance management, recruitment, classification, compensation, and EEO/affirmative action.
• Experience leveraging a wide array of technologies, such as tools for applicant tracking, productivity, and communication.
FLSA Exempt: Yes
All offers of employment are contingent upon successful completion of a background inquiry.
The University of Oregon is proud to offer a robust benefits package to eligible employees, including health insurance, retirement plans and paid time off. For more information about benefits, visit http://hr.uoregon.edu/careers/about-benefits.
The University of Oregon is an equal opportunity, affirmative action institution committed to cultural diversity and compliance with the ADA. The University encourages all qualified individuals to apply, and does not discriminate on the basis of any protected status, including veteran and disability status. The University is committed to providing reasonable accommodations to applicants and employees with disabilities. To request an accommodation in connection with the application process, please contact us at mailto:uocareers@uoregon.edu or 541-346-5112.
UO prohibits discrimination on the basis of race, color, sex, national or ethnic origin, age, religion, marital status, disability, veteran status, sexual orientation, gender identity, and gender expression in all programs, activities and employment practices as required by Title IX, other applicable laws, and policies. Retaliation is prohibited by UO policy. Questions may be referred to the Title IX Coordinator, Office of Civil Rights Compliance, or to the Office for Civil Rights. Contact information, related policies, and complaint procedures are listed on the http://studentlife.uoregon.edu/nondiscrimination.
In compliance with federal law, the University of Oregon prepares an annual report on campus security and fire safety programs and services. The Annual Campus Security and Fire Safety Report is available online at https://clery.uoregon.edu/annual-campus-security-and-fire-safety-report.
To apply, visit https://apptrkr.com/4410781