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Position Classification Description

Position Class Code / Title: D4015 / Sr Human Resources Conslt
Recruitment Tier: Tier 1
FLSA: Exempt
Grade: 14

This is a description of a Staff Position Classification. It is not an announcement of a position opening. To view descriptions of current openings, please go to UNMJobs and Search Postings to view positions that are currently accepting applications.

The following statements are intended to describe, in broad terms, the general functions and responsibility levels characteristic of positions assigned to this classification. They should not be viewed as an exhaustive list of the specific duties and prerequisites applicable to individual positions that have been so classified.

Summary

Provides and/or oversees provision of generalist human resources consultation, process training, and support to assigned constituents within the University community. Provides integrated advice and training to client constituents on staff policies, regulations, and procedures regarding equal opportunity/affirmative action employment, recruitment and hiring options, compensation, perfomance management and disciplinary procedures, employee benefits, and training. Provides consultative direction on best HR practices in specific situations, and coordinates and facilitates timely response to constituent needs, as appropriate. Leads, guides, and supports the activities of lower level Human Resourcee Consultants and/or technical support staff, as appropriate.

Duties and Responsibilities

  1. Monitors and audits the day-to-day process activities of the Human Resources Consultants and/or Techs as assigned; provides internal orientation, consultation, and training as appropriate in the application of processes and procedures and in compliance with established service guarantees and best practices.
  2. Consults with constituent hiring officials, in collaboration with Staff Recruitment Specialists, in the planning, approval, and implementation of staffing projections, recruitment strategies, utilization goals, posting/advertising, screening and applicant pool development, requisition/applicant tracking, and selection support; assists with and facilitates the design of proactive staffing plans.
  3. Collaborates with senior management and administration within client constituencies in the development and implementation of effective internal human resources operating policies and practices.
  4. Oversees and coordinates all centalized recruitment processes for assigned departments, to include posting/advertising, requisition/applicant tracking, initial screening/applicant pool development, review and problem resolution of department hiring selections, and authorization of job offers.
  5. Monitors and reviews department adherence to recruitment/selection policy and procedure and regulatory compliance issues; approves formal offers of hire.
  6. Serves as initial point of advice, problem resolution, and facilitation in the areas of employee relations, performance management, and employee discipline; advises both employees and management regarding employee relations policies, procedures, and documentation; researches, identifies, and analyzes specific employee relations concerns and makes appropriate recommendations to client management.
  7. Provides, coordinates, or oversees in-service and general training to client representatives with regards to general and specific human resources policies; develops and delivers curriculum, as appropriate.
  8. Consults with client constituencies regarding application of all aspects of staff compensation policies, guidelines, and procedures; works with constituents to resolve compensation issues within policy parameters; reviews and refers policy variations to Compensation department for adjudication;.
  9. Works with constituents to initiate requests for job reclassification; collaborates with Compensation Specialists in the analysis of job responsibilities and assessment of appropriate job classification for existing employees.
  10. Provides a range of generalist support and problem resolution to an assigned client group including, but not limited to, implementation of FMLA and catastrophic leave policies, compliance with ADA, FLSA, and other related regulations and internal policies.
  11. Coordinates and facilitates the introduction of internal productivity process and systems changes; researches need and develops new and/or revised operating procedures as required to meet changing requirements.
  12. Reviews and analyzes customer service, quality, and productivity levels within the operating unit to ensure optimum utilization of resources to meet overall customer requirements; takes or recommends remedial action, as appropriate.
  13. Provides individual advice and problem resolution to client employees on employee benefits issues; administers individual employee benefits within policy parameters and monitors compliance with policy, procedure, and documentation requirements; reviews and refers policy variations to Benefits Specialists, as appropriate.
  14. Monitors, verifies, and authorizes routine personnel actions and requests pertaining to existing employees and new hires, in accordance with established policies, procedures, and guidelines.
  15. Performs miscellaneous job-related duties as assigned.

Minimum Job Requirements

  • Bachelor's degree; at least 5 years of experience directly related to the duties and responsibilities specified.
  • Completed degree(s) from an accredited institution that are above the minimum education requirement may be substituted for experience on a year for year basis.

Knowledge, Skills and Abilities Required

  • Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.
  • Knowledge of auditing concepts and principles.
  • Knowledge of equal opportunity and affirmative action requirements as related to public sector human resources procedures.
  • Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
  • Ability to provide on-the-job and technical guidance and training to staff.
  • Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues.
  • Ability to analyze, develop, establish, and maintain efficient office work flow and administrative processes.
  • Knowledge of federal and state employment laws and regulations, and public sector employment policies and procedures.
  • Knowledge of human resources administration principles and practices.
  • Skill in examining and evaluating business processes and operating procedures and managing procedure/process change.
  • Ability to develop and present educational programs and/or workshops.
  • Knowledge of compensation administration principles and procedures.
  • Mathematics skills.
  • Knowledge of public sector recruitment procedures, and automated applicant tracking systems and processes.
  • Ability to analyze complex information, and to define and solve problems.
  • Knowledge of FMLA and catastrophic leave policies, procedures, and practices.
  • Knowledge of ADA, FLSA, and other employment legislation and regulations.
  • Knowledge of staff employee benefits laws, regulations, policies, procedures, and documentation.

Working Conditions and Physical Effort

  • No or very limited physical effort required.
  • No or very limited exposure to physical risk.
  • Work is normally performed in a typical interior/office work environment.

The University of New Mexico provides all training required by OSHA to ensure employee safety.

Revised Date: 03/20/2017