Sr. HR Consultant - Business Ops & Strategic Initiatives

Bus Ops & Strat Init Admin

Job Summary
The University of Missouri Human Resources team provides leadership in the planning, integration, and implementation of human resource services and programs for all leaders and employees. Collectively with campus colleagues, HR serves as a strategic and trusted advisor, supports an inclusive and dynamic culture and workforce, and pursues continuous improvement through knowledge, collaboration, and leadership.

Reporting to the Director of Human Resources, this position will support Business Operations and Strategic Initiatives through customer-focused HR service delivery.

Key Responsibilities
Recruiting & Onboarding
Serve as liaison between Recruitment and the Hiring Manager when needed.
May participate in the sourcing, screening, interviewing, selection, and negotiation.
Lead and drive accountability for onboarding, orientation, and strong start.
Partner with the Talent Acquisition Center of Expertise (COE) as appropriate.

HR Programs & Policy Implementation
Advise leadership on applicable federal/state regulations and University Collected Rules and Regulations to improve policy literacy, ensure compliance, and mitigate risk.
Identify and implement workflow changes and process improvements.
Monitor, report on, and maintain accountability for HR metrics.

Employee Relations and Experience
Monitor the "pulse" of the employees to ensure a high level of employee engagement.
Provide first-line conflict resolution and investigations.
Counsel leaders/employees on job performance, compliance, and university policy.
Advise leaders on corrective action based on fact-finding and evaluation of risks.
Recommend and implement alternative courses of action (e.g., involuntary terms).
Plan, execute, and advise leaders on transitions and off-boarding.
Proactively identify and creatively solve complicated, people-related issues.
Collaborate as an inclusive and enthusiastic team player with the MU Extension and Office of Human Resources team to promote a positive work environment.

Compensation and Classification
Conduct job audits and analysis.
Develop position descriptions.
Evaluate requests for pay changes due to reclassifications or other pay changes.
Conduct market analysis and equity reviews.
Partner with the Compensation and Classification COE as appropriate.

Career Development & Performance Management
Provide leadership and developmental coaching (leaders, faculty, and staff).
Conduct talent and skill gap evaluations.
Oversee annual and mid-year performance appraisal processes; facilitate calibration sessions.
Train and communicate with employees and leaders on the performance management best practices.
Advise on performance improvement plans as needed.
Recommend training or professional development.
Facilitate succession planning discussions.
Partner with the Learning & Organizational Development COE as appropriate.

Workforce Planning & Design
Evaluate current and future staffing needs; coordinate with leadership and recruiters to develop a strategy/plan to mitigate issues or risks.
Utilize data analytics to drive conversations with departments around forecasting and planning for staffing needs.
Provide education, coaching, and counsel for leaders on organizational design methods, opportunities, and processes.
Incorporate Diversity & Inclusion initiatives into workforce planning strategy and perform underutilization analysis.
Partner with the HRIS and Data Analytics and Employee & Labor Relations COEs as appropriate.

Organizational Effectiveness, Culture, and Change Management
In partnership with Learning and Development COE.
Advise leadership on change management and organizational effectiveness opportunities, methods, and tools.
Identify and implement culture transformation and organizational effectiveness initiatives.

Supervision & Leadership
Provide leadership, supervision, guidance and coaching to administrative personnel.
Identify goals and expectations, analyze outcomes, and determine course of action based on results.
Ensure effective orientation, training, and professional development opportunities to continually strengthen competencies necessary to achieve the college's goals.
Review work for accuracy and provide feedback to achieve high performance.
Conduct performance evaluations, recommend salary changes, and assist with hiring and terminations.

Coordinate and oversee local execution of employee engagement and recognition initiatives (e.g., climate survey results and intervention strategy, real-time recognition, feedback, etc.).
Partner with the Learning & Organizational Development COE as appropriate.

As with all positions, involvement with other duties and responsibilities may be expected to support the mission and purpose of the University of Missouri System.

Monday - Friday, 8:00 am - 5:00 pm

A bachelor's degree or an equivalent combination of education and experience and at least 4 years of experience from which comparable knowledge and skills can be acquired is necessary.

Demonstrated competence in customer service, critical thinking, communication, organization, confidentiality, integrity, and a commitment to promoting a positive and inclusive workforce

PHR/SPHR or SHRM-CP/SCP certification

Salary Range: $60,000 - $85,000 yearly

Grade: GGS-011

University Title: Senior Human Resources Consultant

Internal applicants can determine their University title by accessing the Talent Profile tile in myHR.

This position is eligible for University benefits. As part of your total compensation, the University offers a comprehensive benefits package, including medical, dental and vision plans, retirement, paid time off, short- and long-term disability, paid parental leave, paid caregiver leave, and educational fee discounts for all four UM System campuses. For additional information on University benefits, please visit the Faculty & Staff Benefits website at https://www.umsystem.edu/totalrewards/benefits.

Values Commitment

We value the uniqueness of every individual and strive to ensure each person's success. Contributions from individuals with diverse backgrounds, experiences and perspectives promote intellectual pluralism and enable us to achieve the excellence that we seek in learning, research and engagement. This commitment makes our university a better place to work, learn and innovate.

In your application materials, please discuss your experiences and expertise that support these values and enrich our missions of teaching, research, and engagement.

Equal Employment Opportunity

The University of Missouri System is an Equal Opportunity Employer. Equal Opportunity is and shall be provided for all employees and applicants for employment on the basis of their demonstrated ability and competence without unlawful discrimination on the basis of their race, color, national origin, ancestry, religion, sex, pregnancy, sexual orientation, gender identity, gender expression, age, disability, or protected veteran status, or any other status protected by applicable state or federal law. This policy applies to all employment decisions including, but not limited to, recruiting, hiring, training, promotions, pay practices, benefits, disciplinary actions and terminations. For more information, visit https://www.umsystem.edu/ums/hr/eeo or call the Director of Employee and Labor Relations at 573-882-2146.

To request ADA accommodations, please call the Director of Accessibility and ADA at 573-884-7278.