Jobs UNIVERSITY OF COLORADO BOULDER

Founded in 1893, the College of Engineering and Applied Science at CU Boulder is the second largest of seven schools and colleges at one of the nation's top public research institutions. As Colorado's flagship university, CU Boulder has selective admissions standards and a comprehensive array of undergraduate and graduate programs.

The college’s mission is to generate new knowledge in engineering and related fields, and to equip students from a diverse set of backgrounds to become leaders and citizens responsible for the betterment of individuals and society. Our vision is to be a recognized world leader for excellence and innovation in engineering research and education, with an emphasis on inclusive excellence, active learning and global society.

Hiring Process/Position Management:

Pre-employment:

• Ensures all necessary paperwork and personnel actions are completed and processed promptly (i.e., offer letters, background checks, payroll and benefits, etc.)
• Tracks positions from initial request from hiring manager to first day on the job.

Posting Process:

• Confirms appropriate funding and approvals pre-posting.
• Reviews and advises on position descriptions and updates.
• Provides interpretation of college, university, and state guidelines and policies related to recruitment and selection practices for hiring managers.
• Analyzes compensation for internal equity and compliance with state regulations.

Recruitment Process:

• Serves on all Dean's Office and unit recruitment committees as requested.
• Assists departments with the best recruiting practices and compliance.
• Supports diversity initiatives and provides advice on outreach efforts.
• Provides feedback on these processes to CU-Boulder Hiring & Position Management.
• Advises units on appropriate appointments and headcount for faculty, staff, researchers, temps, and student roles.
• Verifies that signed offer letters are completed and housed in personnel files.
• Collaborates with hiring manager on all new hire onboarding such as office set-up and first-week itinerary.
• Regarding instructional and research faculty:
• Leads and maintains position descriptions and placements for job ads and provides support for program faculty searches.

Onboarding/Offboarding Process:

• Provides new staff with relocation assistance information to ensure a smooth transition to Colorado.
• Provides guidance and develops Standard Operating Procedures (SOPs) to CEAS departmental HR liaisons regarding onboarding processes (i.e., offer letters, first-week itinerary, the time off system, etc.).
• Collaborates with hiring manager to ensure timely office set-up.
• Conducts exit surveys and processes resignations; provide exit interview analysis to identify themes affecting stages of life-cycle employee experience and retention efforts.

Compensation:

• Conducts compensation analyses for all outgoing offers of employment.
• Regularly liaises with CU Boulder Position Management to maintain salary equity and make compensation and leveling recommendations.
• Educates HR Liaisons and hiring managers on nuances of compensation and fielding counteroffers.
• Provides ongoing compensation analyses for promotions and adjustments in conjunction with Central HR/Position Management.

Other Processes:

• Works in collaboration with the college HR liaisons and other campus partners to improve and align college-wide process and/or policies.
• Provides campus and HCM system access information, as needed.
• Serves as liaison with campus HR centers of excellence, as needed; represents the college at various campus-wide and college meetings, as requested by HR senior leadership.

Performance Management, Engagement, Learning, and Employee Relations:

Performance Management:

• Collaborates with hiring managers to be responsible for performance review and SMART goal-setting process from new staff to existing personnel, ensuring that all staff are reviewed on time, receive thoughtful evaluations, and are given effective feedback, coaching sessions, and annual evaluations.
• Coordinates and communicates annual timelines and processes; ensures assigned groups are trained and have access to support teams. Ensures performance goals and objectives are in place for all new staff personnel.

Engagement:

• Facilitates and supports quarterly CEAS staff new hire orientation on rotation with CEAS HR Generalists.
• Supports HR actions regarding outcome of engagement and culture surveys.
• Engages in formal new staff check-ins for CEAS staff twice in their first year of employment.
• Routinely serves as operational point person for all HR inquiries/issues among CEAS staff.
• Conducts staff stay interviews, check-ins, and employee activities to ensure support of a healthy workforce.

Learning:

• Hosts HR learning and training activities for CEAS as needed, from HR liaison learning hours to HR operational training.
• Supports learning initiatives developed by senior HR leadership as needed.

Employee Relations:

• Liaises with CEAS unit leaders, HR partners, campus Human Resources, Office of Faculty Affairs (OFA), Office of Institutional Equity and Compliance (OIEC), Student Employment, Risk Management, Provost’s Office and Employee Relations to collaborate with, address and resolve personnel issues that arise.
• Supports senior HR leadership, CEAS HR and Faculty Advancement in evaluating personnel action requests for classified staff, university staff, and faculty. Supports documentation write-ups involving corrective actions and takes action, working with University Human Resources, OFA, and Legal, to document and protect the college regarding actions up to and including termination.
• Performs offboarding and collection of employee belongings.

HR Administration, and Special Projects:

File Maintenance:

• Manages CEAS HR shared drive for faculty and staff repositories for approved templates, applications, documents, policies, tracking sheets, and employee electronic files.
• Reviews university record retention policies to ensure compliance with HR files.
• Manages program faculty employment records including but not limited to offer letters, research faculty checklists, performance evaluations, faculty sabbaticals, post-tenure reviews, retirements, resignations, etc.

HR Administration:

• Collaborates with the CEAS Finance Team to ensure all faculty new hires, appointment adjustments, and end of appointments are entered into HCM and correctly compensated.
• Monitors leave usage and ensures proper accounting and compliance (e.g. paid and unpaid leaves, faculty parental leave, etc.), working directly with CEAS HR, Employee Relations and the Office of Faculty Affairs.
• Completes leave reconciliations/audits as needed to ensure accurate leave accruals.
• Completes and/or contributes to the completion and maintenance of the annual Staff Census of all CEAS staff.

Other HR Duties:

• Serves as back-up to the Sr. Director of Human Resources during planned absences or as needed.
• Assists with keeping policies and procedures on the CEAS website updated.
• Serves as back-up for conducting monthly Sexual Harassment & Discrimination training audits and ensuring college compliance as needed.
• Represents the college at various campus-wide and college meetings, as requested by Sr. HR leadership.
• Provides other duties and leads special projects as needed.

For the Sr. HR Generalist:

• Additional responsibilities may include taking a lead role on projects, and presentations, and creating/finalizing standard operating procedures for HR Operations.

• This position may be eligible for a hybrid work modality, consistent with the College of Engineering and Applied Science Hybrid Work Policy.
• A typical schedule is Monday - Friday, 8am - 5pm, with a minimum of 3 days a week working on-campus.

• The starting salary range for the HR Generalist is $60,000 - $67,000 annually.
• The starting salary range for the Senior HR Generalist is $68,000 - $75,000 annually.
• Relocation assistance is available within department guidelines.

• Demonstrated ability to effectively communicate verbally and in writing, informally and formally.
• Ability to handle multiple tasks at once, and balance interruptions. Strong attention to detail and accuracy.
• Critical thinking and problem-solving skills.
• Proficiency in Microsoft applications, including Word and Excel.
• Sensitivity to and appreciation of cultural, political, and geographical differences, with ability to work well with faculty and staff from around the world.
• Initiative to learn new tools and systems with a learning mentality.
• Demonstrated ability in effective verbal and written communication.
• Project Management skills (for Sr. Generalist).

• Five years of experience managing employee life-cycle and organizational needs with employment-related procedures.
• Knowledge of employment-related concepts (compensation management, employee relations, EEO & Affirmative Action, organizational development, job evaluation, recruitment, etc.).
• Background working in higher education or public sector human resources management with progressive responsibilities, including working knowledge of university administrative and fiscal policies and procedures and campus/university organizational structures.
• Demonstrated editing skills to assist search committees in producing clear, complete, yet concise job descriptions.
• Good problem-solving skills and ability to maintain strong working relationships with faculty and staff amidst changing circumstances.
• Ability to interpret sophisticated University policies and procedures, take the initiative to evaluate existing processes and procedures, and when necessary, revise or develop new procedures in order to increase operational efficiencies.
• Professional certification, including but not limited to PHR or SHRM-CP.