As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.

MINIMUM EDUCATION & EXPERIENCE

• Bachelor’s degree and 5 years of relevant experience, preferably in the area of Human Resources, required
• Master’s degree preferred
• Or equivalent combination of education and experience
  The University of Rochester is committed to fostering, cultivating, and preserving an inclusive and welcoming culture to advance the University’s Mission to Learn, Discover, Heal, Create – and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion, creed, sex, sexual orientation, citizenship status, or any other characteristic protected by federal, state, or local law (Protected Characteristics). This commitment extends to non-discrimination in the administration of our policies, admissions, employment, access, and recruitment of candidates, for all persons consistent with our values and based on applicable law.

RESPONSIBILITIES:

Aligns business objectives with employees and management in the designated business unit(s). Serves as a consultant to management on human resources-related issues. Acts as an employee champion and change agent. Assesses and anticipates HR-related needs. Proactively communicates needs to the HR department and business management to develop integrated solutions. Formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the organization’s business objectives. Maintains business literacy related to the financial position, culture, business objectives, and goals of the designated business unit(s). May provide guidance to lower-level staff.

ESSENTIAL FUNCTIONS

• Applies professional human resources expertise in identifying solutions and delivering results that enable business execution. Identifies organizational needs, determines strategy as it pertains to learning/development, and facilitates workforce planning and performance. Integrates best practices to enhance the efficiency and effectiveness of the delivery of HR services to business units. Maintains relationships and collaborates with University Human Resources divisions, such as Compensation, Benefits, Organization Development, and Labor Relations, to develop applicable solutions to business challenges.
• Provides consultative decision support to management on complex leadership and HR issues which have the potential to create a competitive advantage for the business. Drives efforts to create and sustain a diverse and inclusive business culture. Builds and maintains effective working relations with management and employees to provide advice and counsel both on employee-related and organizational matters.
• Serves as a contributing member of the extended leadership management team of designated business units. Contributes to the development and execution of the overall business strategy by partnering with the business leaders to identify, prioritize and build organizational capabilities. Responsibilities span all aspects of HR, including talent management and workforce planning, performance management, employee relations, organizational development, employee development, and succession planning.
• Provides leadership for various Human Resources projects and initiatives by gathering, validating and evaluating data and relevant metrics to develop proposals and recommendations. Analyzes trends and partners with other HR organizations as appropriate, aligning institutional and HR goals and developing solutions, programs and policies.
• Ensures compliance with various HR policies and procedures, laws, standards, and government regulations for all assigned personnel. Provides professional knowledge and counsel based on experience. Collaborates with clients to communicate and train staff at all levels on personnel policies and procedures. Ensures the creation and maintenance of employee handbooks and policies and procedures manuals. Advises management on the application of corrective disciplinary actions, organization policies, procedures and regulations, and other compliance-related issues.
• Provides performance management guidance to line management, such as coaching, counseling, career development, and disciplinary actions. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Manages and resolves complex employee relations issues and conducts effective, thorough, and objective investigations.
• Exercises professional expertise to lead or collaborate on projects and initiatives as needed. May coordinate the efforts of staff assigned to projects and initiatives.
• Develops, plans and implements organizational initiatives and events to reward and recognize employees.
• Maintains in-depth knowledge of legal requirements related to the day-to-day management of employees. Provides expert counsel to management to reduce legal risks and ensure regulatory compliance. Partners with legal counsel as needed/required.Other duties as assigned.