Apply for Job Job ID364541 LocationTwin Cities Job FamilyHuman Resources Full/Part TimeFull-Time Regular/TemporaryRegular Job Code8181GT Employee ClassCivil Service Add to Favorite Jobs Email this Job About the Job Join our dynamic and growing team as we seek a highly skilled and motivated Human Resources professional to play a pivotal role in shaping and enhancing our organization's HR strategies. The Research and Innovation Office (RIO) Human Resources (HR) shared services professionals collectively provide a full range of HR services and support to unit leaders, supervisors, and employees within RIO's administrative and academic units. This HR professional position plays a primary role in integration, alignment, and consistency among a distributive HR services environment of HR personnel who together ensure a standardized approach to human resource strategy, policy, procedures, and practices. While they will specialize in certain aspects of the HR lifecycle, RIO shared services professional positions will be needed to back up other HR positions as needed when volume, absences, or special projects warrant the need. This position will specialize in HRMS data integrity, recruitment administration, employee relations support, time and absence, benefits, compensation, and employee transitions. This HR position reports to the RIO HR Operations Manager. Salary We believe in compensating our team members fairly and competitively, with salaries that align with the qualifications, experience, and value they bring to the role and our organization. Our salary range for this position is broad, reflecting the diverse qualifications and expertise we're considering. We are committed to offering a compensation package that matches the skills, experiences, and contributions of the successful candidate. We anticipate a salary within the range of $54,000-63,000. Please see the How to Apply details listed below in this job posting and follow the instructions for submitting your application documents. Position Duties and Responsibilities 50% HRMS (Human Resource Management System) Maintenance Ensure overall data integrity in PeopleSoft by entering, updating, and auditing appointment data and detailing all HR processes promptly (i.e., hires, visas, leaves, salary increases, retro payments, contract renewals, terminations, payroll). Enter and maintain job information of new, current, and terminated employees. Process daily HRMS entries while guaranteeing adherence to applicable HR-related laws and University policies and procedures and retaining all relevant documentation. Compile and present HRMS reports identified by management. Keep an eye on cutoff dates for entry and approvals as Time and Absence Administrator for assigned reporting units. Ensure the accuracy of entries by employees and resolve issues where needed. Problem-solve system issues and ensure staff compliance, ability, and readiness to adequately use the system. Initiate and respond to inquiries concerning non-routine issues and identify potential approaches and solutions for RIO units (i.e., system upgrade problems, and future system improvements). Resolve payroll discrepancies such as advising employees of under/over payments and initiating collection, or reconciliation as needed. 25% Recruitment Support Partner with senior generalists, the finance team, and the hiring manager and supervisors during the hiring process for positions in all employee groups to discuss appropriate employment-related policies and procedures, compensation, and benefits. Ensure units enforce policies, rules, and procedures to mitigate risk to the institution through consistent policy application and standardization. Provide direct support to hiring managers and supervisors by promoting job openings through advertisements on listservs and other University-supported mechanisms (such as LinkedIn), with awareness of EOAA hiring goals and the role of equity and diversity in the search and selection process nd update the recruiting system throughout the search process including but not limited to screening for employment conflicts of interest, providing demographic makeup of candidate information to the hiring manager or supervisor and promoting diversity-focused resources. Build job postings in the recruiting system. Partner with senior colleagues to ensure salary offers are within budget, competitive and support internal equity. Partner with hiring managers and supervisors to create offer letters and communicate as primary HR contact with new employees. Serve as a first point of contact concerning recruitment inquiries about non-routine issues, conducting research and problem-solving with senior colleagues as needed to identify potential approaches and solutions for the unit. Partner with hiring managers and supervisors to submit background checks on behalf of the hiring unit; advising the unit of passed checks and ensuring start dates don't pre-date passed checks. Partner with the OHR Talent Acquisition team and the hiring manager or supervisor to resolve non-routine issues such as incomplete requests and non-passed checks. Partner with hiring managers and supervisors to submit out-of-state requests on behalf of employees who will work outside of Minnesota. Ensure a basic understanding of the unique state laws as they pertain to time and absence. Back-up senior colleagues and hiring manager during planned absences ensuring recruitment procedures are followed and the hiring process isn't impeded. Partner with the OHR central recruiter on system issues and our OHR Employee Relations consultant on recruiting policy questions. 10% Onboarding and Offboarding Support Partner with hiring managers and supervisors and communicate as primary HR contact with new employees about benefits (insurance, retirement, and other resources), compensation and time/absence procedures. Ensure units adhere to policies, rules, and procedures to mitigate risk to the institution through consistent policy application and standardization. Verify I-9 documentation and ensure completion of vital paperwork. Partner with senior generalists and the OHR Employee Relations Consultant to resolve non-routine situations related to an employee departure from the University (i.e., layoffs, non-renewals, terminations, settlements). Initiate/conduct exit interviews with departing employees. Partner with the senior generalists to analyze and theme data (qualitative and quantitative) collected and share with the HR manager and director. Partner with senior generalists to initiate Change of Employment Status (COES) forms where needed to ensure access is limited to RIO employees. 10% Employee Relations Support Serve as the first point of contact for unit leaders, supervisors, and employees on the administration and interpretation of all aspects of HR and employment-related policy, procedure, programs, contracts, and rules throughout the employee life cycle, bringing up concerns to the senior generalists and consultants where appropriate. This position will specialize in but not be limited to employee group policy and governing documents,... For full info follow application link. The University recognizes and values the importance of diversity and inclusion in enriching the employment experience of its employees and in supporting the academic mission. The University is committed to attracting and retaining employees with varying identities and backgrounds. The University of Minnesota provides equal access to and opportunity in its programs, facilities, and employment without regard to race, color, creed, religion, national origin, gender, age, marital status, disability, public assistance status, veteran status, sexual orientation, gender identity, or gender expression. To learn more about diversity at the U: http://diversity.umn.edu.