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.
Administers the day-to-day Human Resources activities of a large, self-contained, operationally complex academic and/or services department or equivalent organizational entity of the University (typically found at ERP Organization Level 5.) Serves as the component's principal HR liaison with the designated HR Agent for the area, and/or may serve as direct operational liaison on day-to-day transactions with the University's central Human Resources Division. Ensures that all institutional HR strategies, services, programs, and initiatives are implemented and communicated throughout the component in an efficient, accurate, and timely manner. In conjunction with the designated HR Agent or the central HR Division, provides operational advice and consultation to component faculty and/or staff on a comprehensive range of human resources issues. Serves as the organization's primary point of HR administration, and provides input into broad operational decision-making as a member of the component's management team.
Duties and Responsibilities
In collaboration with the designated area HR Agent and/or the UNM Human Resources Division, leads and coordinates internal planning, implementation, and administration of HR services, to include day-to-day employment, compensation and performance management, and ERP/HRPR process management.
Ensures area compliance with all Federal and State labor laws/regulations and institutional HR policies, guidelines, processes, and system protocols.
Facilitates the implementation and communication of institutional HR goals, objectives, policies, and processes, in accordance with the overall mission, goals, and operational requirements of area component organizations.
Provides consultation and professional support to senior leadership in the execution of organizational planning and development studies; performs activities such as strategic personnel planning, process consultation, and management skills coaching.
Oversees, coordinates, and quality controls all recruitment and employment processes for the enterprise, to include applicant screening, referrals to hiring officers, and all aspects of the interview and selection process, ensuring compliance with all Federal and State statutes and University employment policies and procedures.
Plans and facilitates recruitment and outreach activities as appropriate to attract quality candidates for faculty and/or staff positions for the enterprise. Researches and analyzes recruitment and retention issues as appropriate; develops reports and strategic recommendations.
Facilitates investigations pertaining to issues of misconduct and policy infractions; coordinates performance management, grievance, and related documentation, in conjunction with Main Campus HR Consultants. Serves as the unit liaison to the University HR division on employee relations issues.
Participates in the development, coordination, and implementation of changes and/or improvements in fiscal, human resources, shared governance, strategic planning and/or other management systems and procedures for the enterprise.
Provides consultation to component leadership in the execution of organizational analyses. Facilitates organizational development activities such as strategic planning, process consultation, and management coaching.
Performs training needs analyses, as appropriate, and initiates, develops, and/or coordinates the implementation of specific training and development programs for new and existing faculty and/or staff.
Provides input into the development of operating goals and objectives for the enterprise; recommends, implements, and administers methods and procedures to enhance operations, as appropriate.
Manages and coordinates the work of technical and/or administrative HR support staff as appropriate.
Performs miscellaneous job-related duties as assigned.
Minimum Job Requirements
Successful completion of at least 60 college-level credit hours; 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.
Ability to develop, plan, and implement short- and long-range goals.
Ability to provide on-the-job and technical guidance and training to staff.
Knowledge of labor relations principles and collective bargaining agreements.
Ability to perform research and prepare reports and summaries based on research data.
Ability to make administrative and procedural decisions and judgements on sensitive, confidential issues.
Skill in organizing resources and establishing priorities.
Knowledge of philosophies and practices in higher education, particularly in the areas of human resources, recruitment, retention, strategic planning, and training.
Strong critical thinking skills; ability to synthesize and interpret complex issues and to create integrated solutions and recommendations.
Ability to identify and implement effective solutions to complex human resources issues in compliance with federal, state, and local laws as well as UNM policies and procedures.
Knowledge of employee recruitment and employment principles, procedures, standards, and documentation.
Broad knowledge and understanding of HR transactions and procedures to enable review of accuracy and completeness of documents submitted.
HR/ERP systems and process expertise at both the Department Originator and the Department Approver levels.
Ability to effectively analyze and assess employee training and development needs.
Applied knowledge of Federal and State employment, wage and salary, and EEO/AA laws and regulations, as well as public sector employment practices and procedures.
Working Conditions and Physical Effort
No or very limited exposure to physical risk.
No or very limited physical effort required.
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.