Human Resources Generalist

16-May-2024

Human Resources - Employee Relations

88473BR

University Job Title

Human Resources Generalist 2

Bargaining Unit

None - Not included in the union (Yale Union Group)

Compensation Grade

Administration & Operations

Compensation Grade Profile

Manager; Program Leader (24)

Wage Ranges

Click here to see our Wage Ranges

Searchable Job Family

Human Resources

Total # of hours to be worked:

37.5

Work Week

Standard (M-F equal number of hours per day)

Work Location

Central Campus

Worksite Address

221 Whitney Avenue
New Haven, CT 06511

Position Focus:

The HR Generalist (HRG) will partner with Yale’s Hospitality department and float to cover various other units as needed to provide alignment as it relates to HR objectives and initiatives which support the business needs across the organization. The HRG acts as liaison to other human resources functions, including compensation, benefits, labor relations and staffing and works with supervisor and HR Business Partners for guidance and direction on complex issues.

The HRG ensures that all activities are conducted in accordance with government legislation and regulations, contractual obligations and University policy. This role will report directly to the Associate Director of Employee Relations.

The ideal candidate will effectively investigate into and resolve employee relations matters, support a positive work culture and sense of belonging, while forming effective relationships with the employees, management, union partners, and the HR team.

This position will require significant on campus presence.

Essential Duties

1. Cultivates and fosters a collaborative partnership with client groups in addressing human resource matters.   2. Counsels managers and individual contributors on human resource policies and procedures and contractual obligations. Consults with Assistant Director, HR Business Partner and HR specialists as needed. Educates and advises managers on the performance management process, including goal setting, feedback, mid-year, year-end performance and annual merit process. Reviews recommendations for performance ratings and salary increases and monitor for data integrity and compliance. Provides guidance to managers on compensation and performance issues. 3. Provides expertise in conducting routine internal investigations and bring employment relation issues to resolution. Educates, advises, and coaches managers/unit leaders to resolve issues and grievances.  4. Resolves moderately complex issues related to the interpretation and application of HR programs, policies, and procedures, ensuring compliance with state and federal laws and regulations. 5. Demonstrates an understanding of client’s operational needs, HR challenges and opportunities.   6. Establishes relationships with employees and union representatives in the client base. Understands the unit's labor relations environment. Participates in the enhancement of labor strategy and relationships within the unit.  7. Participates in departmental planning meetings, provides unit specific tactical support as required or needed.  8. Provide consultation and support with developing and updating new and existing department position descriptions. Works with Talent Acquisition  and Compensation colleagues to support recruitment and compensation requirements. May interview selected candidates at the request of the client. Works with department managers to achieve appropriate staffing levels. 9. Supports managers to interpret employment law, university policy and contract provisions. 10. Aids in conducting due diligence with regard to departmental restructuring. Assists in the communication plan rollout that supports organizational changes.  11.Works with clients and Compensation to support compensation proposals such as reclassifications, salary adjustments, supplemental compensation, etc. Guides managers and employees through the job evaluation/audit process. 12. Partners with managers to implement HR programs such as Individual Development Planning, Talent Management and Performance Management. Works under the guidance of the HRBP or HR Assistant Director on major HR initiatives 13. Partners with the HR Centers of Excellence other HR functions, as needed to support individual employees and departments. This includes areas such as leave of organizational effectiveness, absences, benefits, Equal Opportunity Programs & the Office of Diversity. 14. Mentors other staff members; contributes to HR projects and programs. Collaboratively develops and executes other projects and initiatives as needed to support overall business strategies. 15. Reviews, tracks and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure and aptitude exams and certifications. 16. Performs routine tasks required to administer and execute human resources programs including but not limited to compensation, benefits, and leave; disciplinary matters; investigations; performance and talent management; productivity, recognition and morale, training and development.

Required Education and Experience

Bachelor's Degree in any field and at least 4 years of professional human resources experience or an equivalent education or experience in a closely related field.

Required Skill/Ability 1:

Excellent critical and strategic thinking abilities. Ability to direct and influence change. Ability to collaborate with leaders to drive change in the culture and management practices.

Required Skill/Ability 2:

Knowledge of staffing, compensation, employment law, labor relations, training and development, benefits and HRIS applications.

Required Skill/Ability 3:

Superior customer service orientation and ability to respond in a constructive and timely manner.

Required Skill/Ability 4:

Demonstrated success in detailed work requiring accuracy, high level of productivity, organization and a sense of urgency. Well-developed organizational and interpersonal business skills. Excellent oral and written communication skills.

Required Skill/Ability 5:

Ability to initiate actions and solve problems using sound judgment.

Physical Requirements

Ability to travel between multiple locations.

Background Check Requirements

All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. For additional information on the background check requirements and process visit "Learn about background checks" under the Applicant Support Resources section of Careers on the It's Your Yale website.

COVID-19 Vaccine Requirement

The University maintains policies pertaining to COVID-19. All faculty, staff, students, and trainees are required to comply with these policies, which may be found here:
https://covid19.yale.edu/health-guidelines

Posting Disclaimer

The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the particular position. Employees will be assigned specific job-related duties through their hiring departments.

EEO Statement:

University policy is committed to affirmative action under law in employment of women, minority group members, individuals with disabilities, and protected veterans. Additionally, in accordance with Yale’s Policy Against Discrimination and Harassment, and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual’s sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.

Inquiries concerning Yale’s Policy Against Discrimination and Harassment may be referred to the Office of Institutional Equity and Accessibility (OIEA).

Note

Yale University is a tobacco-free campus