Human Resources Professional

Human Resources Professional

Knowledge, Skills, and Abilities (KSAs): Knowledge of the principles and practices of human resources. Knowledge of applicable state and federal laws. Knowledge of HRIS functions. Presentation skills. Communication skills. Interpersonal skills. Ability to conduct research, analyze data, and prepare reports. Ability to communicate with diverse groups. Ability to interpret and apply federal, state, and institutional policies and procedures governing human resources. Ability to build relationships.

Role Description

Responsible for providing professional services for employee-related activities and operations. The human resources professional role provides client consultation by advising, analyzing, interpreting, and applying federal and state laws and applying human resources policies and procedures. The human resources consultant role typically requires professional preparation and a demonstrated level of expertise in one or more areas of the human resources disciplines. This role requires the application of human resources theory while using broad human resources management knowledge, concepts, and principles. Specialized and progressively responsible experience is required as the level increases.

Typical Functions:

Performs human resources functions and provides human resources support.
Serves as an external advisor.
Prepares documentation to ensure policies and procedures are followed.
Interprets, applies, and advises clients and managers of policies and procedures.
Prepares and reviews reports.
Provides training activities in functional areas.
Creates, delivers, and assesses training programs.
Supervises and provides work direction to others.

Levels

Human Resources Professional 1 - MR 6 Follows established policies and procedures, which require interpretation and application. Refers non-routine problems to a higher level. Acts as a subject matter expert and performs and coordinates human resources activities in a specialty area(s). Provides consultation in functional area(s) and advises staff, faculty, and management. Typically Exempt. Education/Experience: Typically requires a bachelor’s degree in a relevant field and one year of relevant experience, or an equivalent combination of education, training, and experience. Applicable certification may be required.

Human Resources Professional 2 - MR 7 Demonstrates advanced expertise and performs functions in one or more specialty areas. Exercises independence and handles more complex and challenging assignments through consultation and strategy formulation and refers unprecedented matters to a manager. Decisions include which courses of action are most effective to provide services and fulfill human resources objectives. Performs detailed analysis and provides guidance, consultation, coaching, and counseling to managers and other customers. Provides analytical recommendations to management. Typically Exempt. Education/Experience: Typically requires a bachelor’s degree in a relevant field and three years of relevant experience, or an equivalent combination of education, training, and experience. Applicable certification may be required.

Human Resources Professional 3 - MR 8 Works independently and demonstrates advanced expertise in one or more complex functional areas of human resources with a broad range of experience and knowledge. Resolves complex or difficult human resource issues, many times with conflicting priorities. Provides guidance, assistance, and advice to other human resources employees, the University, or system-wide functional areas. Makes recommendations for improvements and strategy formulation. Designs, plans and oversees special projects/programs. Typically Exempt. Education/Experience: Typically requires a bachelor’s degree in a relevant field and four years of relevant experience, or an equivalent combination of education, training, and experience. Applicable certification may be required.

Human Resources Professional 4 - MR 9 Responsible for ensuring effective human resources services. Conducts research as appropriate for projects or initiatives within assigned functional area. Contributes to the development and implementation of the strategic plan and implements University-wide programs within a unit. Evaluates recommended changes/improvements to quality improvement processes, procedures, and policies. Makes effective recommendations to leadership, stakeholders, and customers. Explains and enforces applicable laws, regulations, policies, and procedures. Responsible for compliance with existing policies and procedures. Serves as a Human Resource advisor to multiple offices/colleges. Defines work objectives, priorities, deadlines, and delegates work appropriately. Develops creative recommendations for solving problems that are varied and somewhat difficult in nature. Resolves complex employee issues/concerns. Typically Exempt. Education/Experience: Typically requires a bachelor’s degree in a relevant field and five years of relevant, progressively responsible experience, or an equivalent combination of education, training, and experience. Advanced degree preferred. Supervisory experience preferred. Applicable certification may be required.

Human Resources Professional 5 - MR 11 Serves as part of the HR senior leadership team. Conducts research as appropriate for projects or initiatives within assigned functional area. Contributes to the development and implementation of the strategic plan and implements University-wide programs within a unit. Evaluates recommended changes/improvements to quality improvement processes, procedures, and policies. Makes effective recommendations to leadership, stakeholders, and customers. Explains and enforces applicable laws, regulations, policies, and procedures. Responsible for compliance with existing policies and procedures. Serves as a Human Resource advisor to multiple offices/colleges. Defines work objectives, priorities, deadlines, and delegates work appropriately. Develops creative recommendations for solving problems that are varied and somewhat difficult in nature. Resolves complex employee issues/concerns. Operates as a liaison between internal and external constituents. Evaluates and recommends the adoption of new or enhanced approaches to delivering services; demonstrating awareness of emerging trends, and changes in employment regulations, policies and procedures to proactively address issues. Implements strategic initiatives. Develops innovative recommendations for solving problems, ensuring compliance, and delivering services with broad impact. Decisions are far-reaching and have a broad impact. Typically Exempt. Education/Experience: Typically requires a bachelor’s degree in a relevant field and six years of relevant, progressively responsible experience, or an equivalent combination of education, training, and experience. Advanced degree preferred. Supervisory experience. Applicable certification may be required.