Human Resources Generalist

Position Focus :

The HR Generalist (HRG) reports directly to the Associate Director, Employee Relations and provides Human Resources support to a client group or groups within Yale University, driving day to day human resources operations. The incumbent typically serves as the front-line point of contact for designated client groups and employees. The HRG works in support of advancing all aspects of the assigned unit’s Human Resource strategy, management and initiatives, including but not limited to compensation, employee relations, performance management, talent planning, talent acquisition, benefits, leave administration, labor relations, investigations, and HR Compliance.

This role sits within the Employee Relations team in Central Human Resources and will partner with various Employee Relations teams and departments across the University who require interim or supplemental support. The HRG will deliver superior customer service to achieve client satisfaction in meeting their HR needs while collaborating with the various HR centers of excellence and university partners.

The ideal candidate will be a change agent that will support a positive work culture and sense of belonging while forming effective consultative and coaching relationships. They will need to be adaptable and flexible, adapting to various fast-paced and dynamic work environments, managing multiple priorities and tasks. Additionally, the candidate will need the ability to analyze trends and metrics to drive solutions, and proactively make recommendation on organizational needs

Essential Duties

1. Cultivates and fosters a collaborative partnership with departments in addressing human resource issues that may include performing departmental specific functions and faculty administration. Counsels managers on human resource policies and procedures and contractual obligations. Consults with Director, Senior HR Generalist and HR specialists as needed. 2. Understands client organization and mission and provides proactive guidance. Establishes strong relationships with employees and union representatives in the client base. Understands the unit's labor relations environment, provides support as needed. Facilitates enhancement of labor strategy and relationships within the unit. 3. Provides strategic support for organizational change by advising, influencing and leading organizational design efforts. Analyzes the impact of the change(s), explores options and offers recommendations. 4. Working collaboratively on client issues, builds and maintains positive working relationships with Union representatives. Leads investigations of employee relations concerns. Educates, advises and coaches managers / unit leaders and assists staff to resolve issues and grievances. 5. Participates in departmental planning meetings, provides unit specific tactical support as required. Develops, reviews and updates new and existing department position descriptions. Works with Staffing and Compensation Representatives as needed to support recruitment and compensation requirements. May interview selected candidates at the request of the client. 6. Meets with client base to interpret policy, contract provisions, assists with problem solving, educates on risk factors and advises on career development. 7. Works with department managers to achieve appropriate staffing levels. Reviews all requests for departmental layoff. Conducts due diligence with regard to departmental restructuring. Ensures compliance with state and federal employment laws and contract provisions. Gathers information and partners with General Counsel to formulate responses to CHRO, EEOC and FLSA complaints. Partners with Labor Relations and General Counsel in preparing the strategy for arbitration cases. 8. Works with clients and Classification and Compensation to support compensation proposals such as reclassifications, salary adjustments, supplemental compensation, etc. Guides managers and employees through the job evaluation / audit process. 9. Consults and communicates to managers the performance management process. This includes goal setting, FOCUS 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. 10. Partners with managers and unit leaders to implement HR programs such as Individual Development Planning, Talent Management and Performance Management. 11. Serves as a resource for the other HR functions, works with the subject matter experts as needed to support employees. This includes areas such as leave of absences, benefits, Equal Opportunity Programs & Accommodations and the Office of Diversity. 12. Partners with Organization Effectiveness (OE) and the Learning Center to address employee and / or departmental training and development needs. Identifies areas in need of attention and advises clients on recommended action plans along with information regarding available resources. 13. Mentors other staff members; contributes to and / or leads HR projects and programs.

Required Education and Experience

Bachelor's Degree in any field. At least 4 years of professional human resources experience.

Required Skill / Ability 1 :

Excellent critical, analytical, and strategic thinking abilities. Ability to direct and influence change. Ability to collaborate with leaders to drive change in the culture and management practices. Ability to initiate actions and solve problems using sound judgment

Required Skill / Ability 2 :

Knowledge of staffing, compensation, employment law, labor relations, training and development, benefits and HRIS applications. Proficiency with Microsoft Word / Excel, databases, and other / HRIS systems.

Required Skill / Ability 3 :

Superior customer service orientation and ability to respond in a constructive and timely manner, in a fast-paced environment. Excellent oral and written communication, influencing and conflict-resolution skills.

Required Skill / Ability 4 :

Demonstrated success in detailed work requiring accuracy, a high level of productivity, organization, and a sense of urgency. Demonstrated flexibility and adaptability.

Required Skill / Ability 5 :

Developed organizational and interpersonal business skills and ability to work effectively within a diverse organization. Experience building robust and lasting relationships with senior human resources and business leaders.

Physical Requirements

Ability to travel between multiple locations.

Drug Screen

Health Screening

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.

Health Requirements

Certain positions have associated health requirements based on specific job responsibilities. These may include vaccinations, tests, or examinations, as required by law, regulation, or university policy.

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.