Senior HR Generalist, Talent Acquisition and Retention
POSITION TITLE: Senior HR Generalist
STATUS: Full Time
DEPARTMENT: Human Resources
DIVISION: Human Resources
REPORTS TO: Manager, Labor and Talent Management
PLACEMENT: Professional, S11
MINIMUM PAY RATE: $66,897
Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential functions.
The student population at the college is diverse in ethnicity,
gender, language, age and background. Joliet Junior College is an
AA/EO employer and strongly encourages applications from candidates
who would enhance the diversity of its staff.
The Senior HR Generalist is a credible activist that provides
strategic guidance, advice and leadership on all human resource
related activities, in support of and aligned with the College’s
strategic and operational priorities. The Senior HR Generalist will
provide services to the College in the areas of talent management,
onboarding, employee relations and retention, performance
management, diversity initiatives, learning & development,
policy interpretation and human resources information systems
(HRIS). The emphasis for the Senior HR Generalist, Talent
Acquisition and Retention includes recruitment, retention,
onboarding, and learning and development. Supervises and directs HR
Generalist and HR Specialist.
ESSENTIAL JOB DUTIES
Proactively partners and collaborates with employees on best
approaches, practices, policy and procedure to create and sustain a
high performing workforce. Keenly assess systemic and ongoing human
resource programing and institutional structures through the lens
of diversity, equity, inclusion and social justice to sustain a
culture of belonging. Provide best practice and specialized
research to intentionally transform the College’s talent
acquisition, performance management, learning and development and
employee engagement strategies. Contribute to the college strategy
by utilizing sound judgment and reporting to inform decision making
that supports the building of organizational talent and workforce
readiness. Actively partner with managers, staff, and bargaining
unit representatives to address a variety of workplace issues and
function as a subject matter expert for administrative practices.
Develop ongoing communication and relationships to allow for
proactive planning and partnership. Drive efforts to optimize HRIS
system functionality including, but not limited to, increased
efficiencies, automation, configuration, analytics, training &
documentation in the new system, Workday implementing July 1, 2021.
Establish, lead, or implement HR initiatives in alignment with
strategic goals and objectives.
Demonstrate emotionally intelligent leadership; supporting a
climate of teamwork, accountability and collaboration with direct
reports and team. Engage in activities to increase JJC employment
brand awareness and maintain presence at community events to
increase diversity in applicant pools and ensure the equitable
treatment of all applicants and employees. Responsible for
designated annual budget areas including recruitment, background
testing, and various HR systems. Negotiates vendor contract
renewals and agreements. Ensures procurement of services is
compliant with College policies and procedures. Creates and
delivers training and presentations to diverse audiences and
backgrounds. Monitor compliance. Ensures all documents are
appropriately processed, ensuring confidentiality at all times.
Process and analyze reports on various types of employee data (EEO
and diversity initiatives including the preparation of reports;
analyze headcount, turnover, recruitment trends, and other
employment/employee statistics). Coordinate across stakeholders,
providing timely and concise communications regarding status of
services/projects and pending issues. Educate, mentor and train HR
staff on processes and professional practices related to
employment, general HR administration and utilizing HR systems.
Remain professionally and technically current on all regulatory and
compliance related statues, trends, and developments relative to
successful execution and performance of the function and position.
Perform related duties as assigned.
MINIMUM QUALIFICATIONS AND SKILLS
Bachelor’s degree in Human Resources or business-related field. 5
years of professional experience in HR with a demonstrated
proficiency in 2 or more areas of human resources management
including but not limited to compensation, benefits, employment,
employee relations, rewards & recognition, labor relations,
talent acquisition, organizational development, employment law,
DEI, HRIS, and learning & development. 2 years experience
relative to the coaching, development and supervision of direct
reports. Knowledge of Microsoft Office Suite and HRIS applications
and reporting. Strong verbal and written communication skills;
attention to details skills to interact with HR constituents,
cross-functional colleagues and IT. Ability to accurately collect
information in order to understand and assess the clients' needs
and situation. Advanced knowledge of employment law and HR policies
and practices; local and state laws and regulations;
financial/business acumen. Demonstrated ability to partner with
direct reports and all levels of the organization to deliver
transformative organizational human resources support and services
in alignment with the mission, vision and values of the
SHRM – PHR or SPHR Certification or similar. Workday HCM experience
or training preferred. Experience with change and project
management. Experience with HR technology/systems related to
performance management, applicant tracking and learning management.
Demonstrated experience in higher education and administration of
bargaining unit policies and procedures.
Normal office physical demands. Ability to travel between campus
locations and to and from community events. Ability to travel in
state and nationally.
Duties are performed indoors in the usual office and/or outdoor
Full Time/Part Time:
Union (If Applicable):
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