University of Central Missouri
Warrensburg, Missouri, United States
(on-site)
Posted
1 day ago
Job Function
Other
Description
The University of Central Missouri is an equal employment opportunity employer
Salary $56,774.00 Annually
Location UCMO - Warrensburg, MO
Job Number 998789
Division Human Resources
CategoryHuman Resources / Higher Education
Description
Based on the selected candidates education & experience, the position will either be offered at the Strategic HR Partner level or the Senior Strategic HR Partner level. The offered salary will be adjusted according to the candidate's education and experience.
The Strategic HR Partner position is responsible for aligning business objectives with employees and management in designated client groups. This position serves as the group's single point of contact in HR by formulating partnerships across the HR function to deliver value-added service to management and employees that reflects the organization's business objectives. The Strategic HR Partner provides "one-stop" service and support regarding all HR-related issues, including talent acquisition, total rewards, employee relations, and other matters. This position oversees the students, graduate assistants, and Federal Workstudy program. This position differs from the Sr. Strategic Partner in the required years of experience and scope of duties.
The Senior Strategic HR Partner position is responsible for aligning business objectives with employees and management in designated client groups. This position serves as the group's single point of contact in HR by formulating partnerships across the HR function to deliver value-added service to management and employees that reflects the organization's business objectives. The Senior Strategic HR Partner provides "one-stop" service and support regarding all HR-related issues, including talent acquisition, total rewards, employee relations, and other matters.
Examples of Duties
Strategic HR Partner Job Duties:
Serve as HR business partner to an assigned University client group, including - 85%
- Meet regularly with and advise vice presidents, deans, directors, managers, and supervisors regarding HR-related issues, including talent acquisition, employment, classification/compensation, benefits, performance, discipline, and other issues.
- Manage students, graduate assistants, and Federal Workstudy employment programs.
- Proactively seek opportunities to connect to stakeholders on the strategies that impact their work in the campus community.
- Ensure effective and timely communication with stakeholders.
- Verify the accuracy of information entered into the personnel/payroll computer system.
- Remain knowledgeable of University policies, procedures, and best practices to provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- Develops contract or offer terms for new hires, promotions, and transfers.
- Assists international employees with related HR matters.
- Provides guidance and input on business unit restructure, workforce, and succession planning.
- Identifies training needs for business units and individual executive coaching needs.
- Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Works on special projects.
- Leads special and cross-functional project teams.
- Participates in professional development sessions or seminars to develop subject matter expertise in multiple human resource discipline
- Serve as backup for Sr. Strategic HR Partners during peak times or periods of absence to ensure smooth service delivery to all internal customers.
- Serve as backup for the Information Systems Project Manager in coordinating, scheduling, and processing the Faculty Load and Compensation (FLAC) with various academic colleges
- Assist with New Employee Orientations.
- Draft policies/procedures/proposals/correspondence, as directed.
- Respond to survey requests by investigating survey areas and completing survey responses as appropriate.
Senior Strategic HR Partner Job Duties:
Serve as HR business partner to an assigned University client group, including: 85%
- Meet regularly with and advise vice presidents, deans, directors, managers, and supervisors regarding HR-related issues, including talent acquisition, employment, classification/compensation, benefits, performance, discipline, and other issues.
- Proactively seek opportunities to connect to stakeholders on the strategies that impact their work in the campus community.
- Ensure effective and timely communication with stakeholders.
- Verify the accuracy of information entered into the personnel/payroll computer system.
- Remain knowledgeable of University policies, procedures, and best practices to provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations.
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provide HR policy guidance and interpretation.
- Develop contract or offer terms for new hires, promotions, and transfers.
- Provide guidance and input on business unit restructure, workforce planning, and succession planning.
- Identify training needs for business units and individual executive coaching needs.
- Participate in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Work on special projects.
- Lead special and cross-functional project teams.
- Participate in professional development sessions or seminars.
- Serve as backup for other Sr. Strategic HR Partners during peak times or periods of absence to ensure smooth service delivery to all internal customers.
- Serve as backup for the Information Systems Project Manager in coordinating, scheduling, and processing the Faculty Load and Compensation (FLAC) with various academic colleges.
- Assist with New Employee Orientations.
- Draft policies/procedures/proposals/correspondence, as directed.
- Respond to survey requests by investigating survey areas and completing survey responses as appropriate.
Typical Qualifications
Strategic HR Partner Qualifications:
Education:
- Bachelor's degree in Human Resource Management, Human Resources Development, Business or Public Administration, or a related field.
- Education may be substituted for experience may be substituted for education based on the following: AA = 2 years experience; BA/BS = 4 years experience; MA/MS = 6 years experience
- Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
- Two years of professional-level experience with demonstrated knowledge in at least one of the multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Senior Strategic HR Partner Qualifications:
Education:
- Bachelor's degree in Human Resource Management, Human Resources Development, Business or Public Administration, or a related field.
- Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional or ability to obtain certification within one year of employment .
- Three years of professional-level experience with demonstrated knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, training, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Special Instructions:
Full-time staff & 12-month faculty benefits-eligible position: Benefits include competitive salary; health, dental, vision, life insurance, AD & D, long-term disability; 3 weeks paid vacation per year; 3 weeks of accrued sick leave per year; 13 paid holidays; retirement; and generous education assistance for an employee, spouse and dependent children taking classes at UCM.
9-month faculty benefits-eligible position: Benefits include competitive salary; health, dental, vision, life insurance, AD & D, long-term disability; 3 weeks of accrued sick leave per year; 13 paid holidays; retirement; and generous education assistance for an employee, spouse and dependent children taking classes at UCM.
Part-time benefits-eligible positions: Benefits include generous education assistance for the employee.
Temporary, adjunct, student employment, or graduate assistant positions: Benefits are not included.
Completed UCM online application for employment required. Incomplete applications will not be considered.
A review will begin immediately and continue until filled unless indicated otherwise.
NOTE: A background check is required for the selected candidate of all staff, faculty, adjunct, and temporary positions and any job offer is contingent on the results of this check. Student employees and graduate assistants do not require a background check to be conducted prior to employment.
The University of Central Missouri is an Equal Opportunity Employer.
Benefits
Our faculty and staff are the university's most valuable asset, and our goal is to provide a robust Total Rewards Program designed to help them maintain a happy, healthy, and productive lifestyle.
Highlights from UCM's total rewards package for full-time employees include:
- 30.25% (staff) and 6% (faculty) defined retirement contribution, paid by the university;
- Voluntary Tax-Sheltered Annuity (TSA) programs (403(b) and 457(b)) that allow eligible employees to make additional pre-tax contributions to a retirement plan;
- Employees can earn up to full tuition (15 credit hours) for themselves per academic year. Full-time employees are also eligible for up to $175 towards non-credit courses each fiscal year. Employees can earn up to full tuition for their dependents;
- Comprehensive medical, dental, and vision plans that begin on the first of the month following your date of hire. Basic dental and vision insurance paid at 100% by the university;
- Available Health and Dependent Flexible Spending Accounts;
- University-paid basic life insurance (including accidental death and dismemberment) and short-term and long-term disability insurance coverage;
- Generous leave accruals that begin accruing on your start date, plus 14 paid holidays per year.
- The UCM Childcare Center on the Warrensburg campus can provide faculty, staff, and students quality care for their children ages six weeks to 10 years.
- The Student Recreation and Wellness Center (SRWC) is free for all employees and is located on the Warrensburg campus.
- An Employee Assistance Program is available to all employees and their immediate family members to help assist with personal challenges you may face in your daily life;
- UCM offers an Employee Discount Program through Working Advantage.
01
Do you have a Bachelor's degree or higher in the field of Human Resource Management, Human Resources Development, Business or Public Administration or a closely related field?
- Yes
- No
02
How many years of professional-level experience in at least one of the multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
- Less than 1 year.
- 1-2 years.
- 2-3 years.
- 3-4 years.
- 4-5 years.
- 5+ years.
03
Do you currently hold one of the following certificates? Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP)
- Yes
- No
04
If you answered "yes" to the last question, please list which certification you hold. If you do not hold a certification, please answer "NA".
05
If you do not currently hold a Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP) credential, do you understand that you must obtain this credential within one year of employment?
- Yes, I understand I have one year to obtain a HRCI or SHRM certification.
- I already currently HRCI or SHRM certified.
Required Question
PI280396302
Job ID: 81523122
