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Senior HR Generalist, Talent Acquisition and Retention

Employer
Joliet Junior College
Location
Illinois, United States
Salary
Salary Not Specified
Posted Date
Dec 8, 2021

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Position Type
Administrative, Business & Administrative Affairs, Technology Administration/Other, Human Resources Administration, Chief Business Officers & Vice Presidents, Affirmative Action & Equal Opportunity, Executive, Executive Directors
Employment Type
Full Time
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Position Title:

Senior HR Generalist, Talent Acquisition and Retention

Job Description:

POSITION TITLE: Senior HR Generalist
STATUS: Full Time
DEPARTMENT: Human Resources
DIVISION: Human Resources
CLASSIFICATION: Exempt
UNION: non-union
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.

POSITION SUMMARY

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.

KEY RESPONSIBILITIES

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 College.

PREFERRED QUALIFICATIONS

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.

PHYSICAL DEMANDS

Normal office physical demands. Ability to travel between campus locations and to and from community events. Ability to travel in state and nationally.

WORKING CONDITIONS

Duties are performed indoors in the usual office and/or outdoor environment.

Full Time/Part Time:

Full time

Union (If Applicable):

Scheduled Hours:

40
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