Senior People Operations Manager

Department
 

UL Inclusive Economy Lab

About the Department
 

Our Focus For generations, government policies and institutional choices have excluded many Americans from opportunities for education, employment, and wealth creation. Ending intergenerational poverty and building an inclusive economy—one that provides real economic opportunities for all communities—requires collaboration across sectors, as well as scientific evidence about what works and what doesn’t. Traditional research can take years, and the results often don’t reach those who need the information most—the people living with and working on these issues. The University of Chicago Inclusive Economy Lab solves this by working with policymakers, organizations, and communities to identify their most urgent and pressing challenges, co-generate evidence about what works, and translate that evidence into real policy changes that expand economic opportunity and improve lives. Founded in 2015, The University of Chicago Inclusive Economy Lab conducts rigorous research that expands economic opportunity for people harmed by discrimination, disinvestment, and segregation. One of five Urban Labs based at the Harris School of Public Policy, the Inclusive Economy Lab is led by Pritzker Director Marianne Bertrand, Chris P. Dialynas Distinguished Service Professor of Economics at the Booth School of Business. We partner with policymakers, community-based organizations and others to identify their most urgent and pressing challenges, co-generate evidence about what works, and translate findings into policy changes that end intergenerational poverty. By identifying barriers to social mobility and racial equity and highlighting the programs and policies that have the most positive impact, our work creates aims to create greater economic opportunity. We specialize in evaluating programs with the potential to improve lives in four main areas: • College and Career Success • Housing Stability • Financial Security • Quality Jobs. Our Values: • Conduct science in service of cities: We feel a sense of urgency to do research that improves people’s lives. We select projects that lead to solutions for policy, practice, and increased investments on the ground. Our research is rigorous and informed by the historic and current contexts that shape urban residents’ lives. • Foster lasting relationships: We collaborate with policymakers, practitioners, and people with lived experience to understand multiple perspectives and figure out what works. • Elevate equity & inclusion: We aim to hire people with a range of personal and professional backgrounds, skillsets, and identities. We expand access to evaluation for a broad range of organizations and we conduct work that affirms the dignity of all people. • Check our privilege: We recognize the power and privilege we have as members of the University of Chicago. We practice humility and recognize that expertise comes in many forms and there are limits to our own. • Embrace a growth mindset: We invest in our people and develop our skills and content knowledge together. We work respectfully as a team to achieve our shared goals. The Role: The University of Chicago Inclusive Economy Lab is seeking a full-time Senior People Operations Manager to drive our organization-wide talent management and development initiatives. This position will work closely with Inclusive Economy Lab staff and leadership teams to coordinate talent-related processes, while serving as a subject matter expert on talent acquisition, retention, diversity and inclusion, and mentorship.

Job Summary
 

The job works independently to design, implement and monitor a variety of human resource programs. Anticipates and plans for long-term human resource needs and trends in partnership with business management.

Responsibilities

• Be a credible champion of Inclusive Economy Lab values.

• Plan and lead the performance management and goal setting processes; establishes processes and practices for formal and informal performance review conversations.

• Counsel and coach leadership, supervisors, and staff on HR-related issues and concerns, drawing on experience with employee relationships and an understanding of organizational culture.

• Independently conduct negotiations with candidates, balancing programmatic needs, labor market and internal equity considerations.

• Proactively identify opportunities to improve staff experience and partner with management to develop and implement innovative and lasting solutions.

• Develop and implement strategies to increase staff diversity and inclusion, with a focus on recruitment and retention, including pipeline partnerships with Historically Black Colleges and Universities and Hispanic-Serving Institutions.

• Establish, monitor and update the Lab’s compensation strategy to reflect evolving market expectations for our diverse roles.

• Secure input from other members of the Leadership Team on key talent decisions and independently design policies and procedures to implement decisions.

• Provide input on Lab strategy as a member of the Leadership Team.

• Facilitate discussions of organizational design for rapidly growing team and design new roles as needed.

• Supervise the work of full-time Operations Associate(s).

• Perform benchmark research on talent-related issues.

• Monitor talent-related strategic initiatives and develop metrics to track progress.

• Advise, mentor/coach and guide all levels of management to develop positive employee engagement capability and leadership skill.

• Communicate with all staff members to understand their goals and ambitions and articulate them in the performance management process.

• Design and implement professional development policies, including standardized, tiered offerings for each role.

• Build relationships with compensation team, international affairs, academic appointments, and other University of Chicago stakeholders as necessary to execute above responsibilities.

• Completes and analyzes exit interviews to identify key trends to be addressed with Executive Director.

• Keep records and documentation and prepare appropriate reports.

• Assist in regular assessments of staff capacity and conduct skills gap analyses.

• Maintain and update talent-related tools for hiring managers.

• Consult and advise on succession planning, talent reviews and driving the annual merit planning cycle.

• Assist in completion of necessary tasks in Workday to ensure staff transactions are processed.

• Manage hiring, training, discipline, and termination of relevant staff.

• Guides staff hiring process, including developing job descriptions, interviewing and reference checking, handling employment offers, and conducting orientation. Develops templates and drafts routine offer letters. Maintains appropriate human resources data and records, solving a range of problems using best practices.

• Counsels employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a minimal level of guidance.

• Performs other related work as needed.

Minimum Qualifications
 

Education:

Minimum requirements include a college or university degree in related field.

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Work Experience:

Minimum requirements include knowledge and skills developed through 5-7 years of work experience in a related job discipline.

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Certifications:

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Preferred Qualifications

Experience:

• 5 years’ experience in a HR role including coaching, employee relations, recruiting, compensation, training and HR project management or program implementation.

• Experience working in a talent-related role in a growing organization.

• Applied knowledge of federal, state and local laws and statutes for employment; thorough understanding and hands-on application of internal and external HR principles, concepts, practices and standards.

• Experience providing executive team strategic guidance and recommendations related to human resources and staff development.

• Experience developing and implementing talent-related strategic plan initiatives.

• Demonstrated experience in organizational development, change management, coaching and communications.

• Experience working in a cross-generational diverse workplace.

Preferred Competencies

• Must be a resourceful problem-solver and critical thinker, be proactive in leveraging opportunities and anticipating and averting problems.

• Action-oriented, entrepreneurial, adaptable, and innovative approach to business planning and change management.

• Demonstrated ability to manage multiple projects simultaneously and meet tight deadlines.

• Excellent verbal and written communication skills.

• Demonstrated interest in diversity, equity, and inclusion in the workplace.

• Ability to work independently with sensitive and confidential data.

• Outstanding interpersonal skills and ability to maintain positive relationships with various internal stakeholders.

• Coaching and mentoring for employees at different levels of the organization.

Application Documents

• Resume (required)

• Cover Letter (required)

• Reference Contact Information (required)

When applying, the document(s) MUST  be uploaded via the My Experience page, in the section titled Application Documents of the application.

Job Family
 

Human Resources

Role Impact
 

Individual Contributor

FLSA Status
 

Exempt

Pay Frequency
 

Monthly

Scheduled Weekly Hours
 

37.5

Benefits Eligible
 

Yes

Drug Test Required
 

No

Health Screen Required
 

No

Motor Vehicle Record Inquiry Required
 

No

Posting Statement
 

Employees must comply with the University’s COVID-19 vaccination requirements. More information about the requirements can be found on the University of Chicago Vaccination GoForward .
The University of Chicago is an Affirmative Action/ Equal Opportunity/Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.

 

Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.

 

We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages a diversity of perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.

 

All offers of employment are contingent upon a background check that includes a review of conviction history.  A conviction does not automatically preclude University employment.  Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.

 

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