Human Resource Consultant

at  Brigham Young University

Why work at BYU?
As the flagship higher education institution of The Church of Jesus Christ of Latter-day Saints, Brigham Young University (BYU) strives to be among the exceptional universities in the world. At BYU, we are devoted to our faith and to our students. We take an active role in the university’s mission: “To assist individuals in their quest for perfection and eternal life.”
Our unique mission, deeply rooted in the Gospel of Jesus Christ, provides countless ways to serve and make an impact. This, along with our remarkable culture of belonging, weekly devotionals, and endless opportunities for learning and growth all situated within a beautiful and historic campus make it hard to imagine a more inspiring place to work.

SKILLS, ABILITIES, KNOWLEDGE, LICENSES, CERTIFICATIONS:

Required:

• Experience in one or two HR specialties (Employee Relations, Equal Employment Opportunity, Compensation, Benefits, Recruitment, Organizational Development, Training, etc.)
• Good judgment and foresight.
• Ability to interact professionally with employees on all levels, including front-line employees, university department heads, assistant vice presidents and Corporation of the President (COP) administrators.
• Experience with consulting, coaching, influencing, and diplomacy.
• Excellent communication skills, both written and verbal.
• Strategic planning experience.

WHAT YOU’LL DO IN THIS POSITION:

• Human resource/business consulting:
• Develop relationships of trust and formulate partnerships with executives, deans, directors, line managers, and frontline employees.
• Serve as a liaison between employees and managers of assigned areas and central human resources.
• Provide consultative guidance and coaching to managers and employees on a variety of human resource related matters.
• Facilitate/negotiate resolution of politically charged issues.
• Human resource customer service:
• Conduct desk audits, influence effective job design, and make recommendations/decisions in job evaluation process.
• Negotiate and set full- and part-time starting and promotional salaries as well as investigating and rectifying, if necessary, salary inequities.
• Facilitate the successful completion of the Annual Salary Review (ASR) by coaching deans and directors with pay for performance philosophy.
• Screen, edit, and post job openings to attract best applicants and meet regulatory requirements.
• Serve on search committees as requested.