at University of Chicago in Chicago, Illinois, United States
Job Description
DepartmentHarris School Human Resources
About the Department
Why policy? For a better world. Why Harris Public Policy? Because when it comes to better policymaking, evidence matters. We work at the frontiers of data collection and analysis, using the latest technology and social science methods to design policies that work for society. We conduct rigorous inquiry in an environment of innovation and risk taking, fearlessly questioning the status quo. We collaborate across the private, public, and nonprofit sectors, adopting new methodologies to drive better solutions. We engage with our city, our world, and our leaders every day to evaluate and test our ideas. And we lead with our passion for driving social change, knowing that passion alone does not equal impact. With passion and precision, we figure out what's best for society-and get it done. This is Harris Public Policy: Social impact, down to a science.
Job Summary
If you are passionate about HR and eager to contribute to a high-performance culture, apply today to join our team at Chicago Harris. Together, we can drive innovation and excellence in human resources. This pivotal role offers the chance to shape the HR landscape, drive strategic initiatives, and enhance the overall employee experience. As the principal advisor to the Senior Director of HR, you will lead crucial projects, oversee staff engagement, manage HR data, develop professional development programs, and create impactful rewards and recognition events. Chicago Harris HR aims to foster a high-performance culture in a fast-paced, service-oriented environment. The successful candidate will play a key role in shaping and communicating policies and initiatives that directly affect our diverse and talented workforce. In our collaborative environment, you will work alongside dedicated professionals committed to excellence and innovation.
Responsibilities
- Develop and execute a talent acquisition framework that ensures a positive candidate experience.
- Innovate and implement effective recruiting tools and sourcing strategies.
- Lead the full cycle recruitment process, from job postings to offer letters.
- Manage onboarding processes to ensure smooth transitions for new hires.
- Oversee HR processes in Workday and other systems, ensuring accuracy and compliance.
- Document and streamline HR workflows, including payroll processing and account management.
- Collaborate with the Finance team to review and rectify payroll discrepancies.
- Leads unit annual Gallup survey, data collection, communication, data analysis, and implementation plans.
- Act as a key contributor to unit, providing integrated analysis and strategic advice.
- Drive decision-making processes by preparing solutions for potential HR issues.
- Conduct thorough research and data analysis to inform HR strategies.
- Develop strategies to manage organizational changes effectively, ensuring smooth transitions and minimal disruptions.
- Create and manage rewards and recognition programs and events.
- Leads Professional Development Projects, developing policy language, approving training and reconciling budgets and expenses. Assists staff with identifying and developing training opportunities.
- Manages Workday Performance Management implementation and communication.
- Support diversity and inclusion initiatives at Harris and University-wide.
- Manages HR newsletter to improve engagement and change management.
- Identify and address skills gaps through targeted professional development programs.
- Leads cross departmental committees.
- Manages employee leave process by conveying timelines and benefit information for impacted staff on parental and other leaves.
- Manages part-time team members.
- Guides staff hiring processes, including developing job descriptions, interviewing and reference checking, handling employment offers, and conducting orientation. Develops templates and drafts routine offer letters. Maintains appropriate human resources data and records, solving a range of problems using best practices.
- Counsels employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a minimal level of guidance.
- Performs other related work as needed.
Minimum Qualifications
Education:
Minimum requirements include a college or university degree in related field.
---
Work Experience:
Minimum requirements include knowledge and skills developed through 5-7 years of work experience in a related job discipline.
---
Certifications:
---
Preferred Qualifications
Education:
- Master's degree in human resource, business administration, organizational behavior or related field.
Experience:
- Minimum of five years of HR experience, including at least three years in recruiting.
- Experience in higher education is a preferred.
Technical Knowledge or Skills:
- Proficiency with Microsoft Office Suite.
- Expertise with Workday preferred.
- Proficiency with Hubspot, Cvent, Salesforce, Zoom and Monday.
- Knowledge of federal, state, and municipal employment laws and regulations.
Preferred Competencies
- Strong verbal and written communication skills.
- Ability to work independently and within a team.
- Strong coaching or counseling skills.
- Strong leadership qualities, delegating and executing, thereby leading by work and example.
- Expertise in building collaborative relationships with diverse groups.
- Proven organizational skills and the ability to manage multiple projects.
- Discretion in handling sensitive and confidential information.
- Creativity and attention to detail.
- Commitment to continuous professional development.
Application Documents:
- Resume (required)
- Cover Letter (required)
- 3 References (required)
When applying, the document(s) MUSTbe uploaded via the My Experience page, in the section titled Application Documents of the application.
Job Family
Human Resources
Role Impact
Individual Contributor
FLSA Status
Exempt
Pay Frequency
Monthly
Scheduled Weekly Hours
37.5
Benefits Eligible
Yes
Drug Test Required
No
Health Screen Required
No
Motor Vehicle Record Inquiry Required
No
Posting Statement
The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, gender identity, national or ethnic origin, age, status as an individual with a disability, military or veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.
Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.
We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages a diversity of perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.
All offers of employment are contingent upon a background check that includes a review of conviction history. A conviction does not automatically preclude University employment. Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.
The University of Chicago's Annual Security & Fire Safety Report (Report) provides information about University offices and programs that provide safety support, crime and fire statistics, emergency response and communications plans, and other policies and information. The Report can be accessed online at:http://securityreport.uchicago.edu.Paper copies of the Report are available, upon request, from the University of Chicago Police Department, 850 E. 61st Street, Chicago, IL 60637.
