Leave Administrator

Full-time

An arts conservatory of international renown, the University of North Carolina School of the Arts was the first state-supported, residential school of its kind in the nation. Established by the N.C. General Assembly in 1963, the School opened as the North Carolina School of the Arts in 1965 after nearly a million dollars was raised to win the new school for Winston-Salem. In 1972, the School became part of the prestigious University of North Carolina system. The School’s mission is unique: to train students from middle school through graduate school for professional careers in the performing, visual, and film and television arts. Performance is an integral part of the training program, and students, faculty and guest artists present more than 400 public performances and screenings annually in the School’s facilities in Winston-Salem, as well as across the state and the Southeast, in major U.S. cities and overseas.

Human Resources
The Department of Human Resources is committed to functioning as a strategic partner in the development and retention of a highly qualified, diverse workforce. Our values are defined by our core beliefs, thereby influencing our daily choices and behaviors. As persons with integrity, we believe in being:

• Ethical – Adhere to professional standards;
• Sincere – Genuine, earnest;
• Respectful – Acknowledge the worth of every person, having consideration for others thoughts and feelings;
• Honest – Act honorably in principle, intentions, and actions.

The Leave Administrator is responsible for accurate and timely administration for a variety of HR programs following established guidelines, in the human resources functional areas such as: Leave administration; FMLA, Parental Leave, workers compensation; Short Term Disability; benefits administration; and other duties assigned. Maintain employee leave records and reconcile leave balances for all campus employees. Work involves developing and maintaining productive and collaborative work relationships, which includes assessing and responding to payroll needs. Able to interpret state and federal policy that affect the Human Resources program. Relay and explain processes correctly to Faculty and Staff. Verify and ensure accuracy and validity of all leave transactions. Examine leave records to ensure adherence to accounting standards and regulations. Maintain and manage leave records of moderate variety and complexity, including preparation of weekly, monthly and annual leave reports and roll statements and reports. Use analytical skills as it relates to processing and understanding numbers within the leave process. Communicate and promote human resources procedures that support UNC School of the Arts in achieving goals and objectives.

Monday – Friday
40 hours per week, with occasional evening & weekend hours, as needed.

Responsible for accurate and timely administration of all leave. Maintain employee leave records and reconcile leave balances for all campus employees. Generate various reports throughout the year. Work involves developing and maintaining productive and collaborative work relationships, which includes assessing and responding to payroll needs. Able to interpret state and federal policy that affect the Human Resources program. Relay and explain processes correctly to Faculty and Staff. Completes daily work to meet established deadlines. Communicate and promote human resources procedures that support UNC School of the Arts in achieving goals and objectives. Must have strong communications skills, both oral and written.

Ability to verify and ensure accuracy and validity of all leave transactions. Ability to examine leave records to assure adherence to accounting standards and regulations. Ability to maintain and manage leave records of moderate variety and complexity, including preparation of weekly, monthly and annual leave reports and roll statements and reports. Must have strong analytical skills as it relates to processing and understanding numbers within the leave process. Position will assist the Benefits Manager and the Associate Vice Chancellor and Chief Human Resources Officer as needed.

Graduation from a four year college or university; or an equivalent combination of training and experience.

If no applicants apply who meet the required competency level and training and experience requirements, then management may consider other applicants. Salary would be determined based on competencies, equity, budget, and market considerations.

Experience in leave and payroll procedures. A strong technical and analytical background. Considerable knowledge of human resources administration principles and procedures; ability to interpret Federal, State, and University statues/policies/guidelines and to apply them to a variety of programs; excellent oral and written communication skills as required for problem resolution, composing and communicating policies/procedures and preparing reports and documentation; ability to direct, lead, and supervise others; ability to work with other managers; ability to understand systems and the interrelationship of parts within complex systems (both organizational systems and automated computer). Experience with Banner, Benefit Focus, Corvel ,Empyrean. and Empower.

S1 12 month

This position requires knowledge of leave and benefits policies and procedures in order to communicate information involving programs, functions, and services as it relates to Human Resources. A high level of confidentiality and integrity is required.

Applied Knowledge – HR Program and Organization

1. Knowledge of State, federal and client policy and policy interpretations and HR best practices affecting HR program area(s) demonstrated by the ability to analyze and explain how policies or procedures apply to client’s unique needs.
2. Operational knowledge of the purpose of the client’s organization including its mission, services, clients and measures of business effectiveness in order to place client needs into perspective and assure assistance is appropriate to the situation.
3. Ability to identify and understand issues and problems in HR program area(s) and to resolve most of them independently.
4. Ability to modify processes using contemporary applicable technology, web-based data systems and programs.

Journey

Customer Service

1. Develops and maintains productive and collaborative work relationships in order to facilitate effective service in assigned HR area and problem resolution with clients.
2. Explains the application of HR policies and procedures in terms of client needs and business results and goals; identifies options and makes recommendations within established guidelines to meet competing needs.
3. Understands the value of HR services to the client and how to deliver those services.
4. Understands the unique needs of clients and provides responsive services.

Journey

Communication – Verbal/Written

1. Listens and confirms understanding of the issue and then communicates appropriate information in a concise and clear manner; conveys concepts in an organized and appealing manner that clients can apply directly to the situation or issue.
2. Explains the application of HR processes and procedures using sources that clients can reference. Conveys information with specific references to guidelines, systems operation, vendor materials, policies and/or procedures or other sources. Speaks in terms of business results and goals in addition to using HR technical terms.
3. Uses a writing style and format that are appropriate for the audience.
4. Composes communication describing the action(s) taken to resolve an issue or to initiate or terminate a procedure. Creates presentations using a variety of media to convey meaningful information to an individual or group.

Journey

Information/Records Administration

1. Accesses, reviews, compiles and stores multiple sources of data and information to generate appropriate criteria for reports.
2. Determines sources and gathers information, via interviews, surveys and other methods, to complete work in assigned HR area(s); researches, compiles, explains, and presents data.
3. Clarifies the rationale for the HR information/records management policy and practices. Trains clients in how to use software, databases and related HR forms and tools.

Journey

Program Administration

1. Administers an aspect of a program or functional area. Makes recommendations for program expectations and direction. Identifies and understands HR issues, client needs and problems of a recurring nature to effectively address and resolve situations. Tracks and monitors program outcomes.
2. Collects, researches, and analyzes information for processing, monitoring or measuring data. Develops internal processes and prioritizes workload. Generates nonstandard reports.
3. Participates as a team member of more than one HR program team or specific area of expertise.
4. Mentors and assists others in various area(s) of technical expertise; conducts training for groups and individuals. Explores needs and resources and coordinates development and implementation of training specific to program area.

Journey

Managing Work and Performance

1. Communicates and works with employees to gain their understanding of and their commitment to established work standards, processes and procedures. Maintains contact with higher level staff to ensure a clear understanding of the organizational unit’s priorities.
2. Provides ongoing guidance and feedback to direct reports on performance; identifies and clearly communicates with the employee when accomplishments are met as well as the specific areas needing improvement. Creates a work environment that supports individuals being engaged and committed to the work and the organization. May assign and review the work of others.
3. Creates learning opportunities that may include project participation, networking with colleagues at other organizations or attending inhouse training on HR-related and business related operations.

Journey

AS603P

04/14/2025

04/21/2025

No

$50,000 - $55,750 (GN9)