Posting Detail Information Working TitleHuman Resources Partner Position LocationFort Collins, CO Work LocationPosition qualifies for hybrid/in-office work Research Professional PositionNo Posting Number202401560AP Position TypeAdmin Professional/ Research Professional Classification TitleProf/Indiv Contrib I Number of Vacancies1 Work Hours/Week40 Proposed Annual Salary Range$62,000 - $66,000 Employee Benefits Colorado State University is not just a workplace; it’s a thriving community that’s transforming lives and improving the human condition through world-class teaching, research, and service. With a robust benefits package, collaborative atmosphere, commitment todiversity, equity and inclusion (https://inclusiveexcellence.colostate.edu/about/) , and focus on work-life balance, CSU is where you can thrive, grow, and make a lasting impact. + Review our detailed benefits information here. (https://hr.colostate.edu/wp-content/uploads/sites/25/2021/01/benefits-summary-afap.pdf) + Explore the additional perks of working at CSU here. + For the total value of CSU benefits in addition to wages, use our compensation calculator (https://hr.colostate.edu/total-compensation-calculator/) . + Lastly, click here for more information about why Fort Collins is consistently ranked in the top cities to live in (https://hr.colostate.edu/prospective-employees/our-community/) ! Desired Start Date12/02/2024 Position End Date (if temporary) To ensure full consideration, applications must be received by 11:59pm (MT) on09/16/2024 Description of Work Unit Founded in 1870, Colorado State University is among the nation’s leading research universities and enrolls approximately 32,000 undergraduate, graduate, and professional students. Located an hour north of the Denver metro area, Fort Collins is a vibrant community of approximately 157,000 residents that offers the convenience of a small town with all the amenities of a large city. Fort Collins is situated on the Front Range of the Rocky Mountains with views of 14,000 foot peaks, and offers access to numerous cultural, recreational, and outdoor opportunities. The College of Liberal Arts is the one of largest colleges at Colorado State University ( CSU ) with over 5,000 undergraduate and graduate students in 17 departments and programs. In the College of Liberal Arts ( CLA ), we are driven by our passion to pursue knowledge, our intrinsic desire to create, and our dedication to engagement in our communities. We are committed to fostering the transformational power of the liberal arts to create a more humane, livable, and sustainable world. Position Summary The Human Resources (HR) Partner, as an HR subject matter expert, will serve as the HR primary point of contact for the English, Philosophy, and Race, Gender, and Ethnic Studies departments within the College of Liberal Arts. This person is a specialized human resources professional responsible for the development, oversight, and management of individualized departmental recruitment strategies, researching and implementing effective employee retention strategies, performance management, onboarding and employee lifecycle management, professional development programs, internal compensation processes, and HR change processing. This person also serves in an advisory capacity to key constituents including department chairs on HR initiatives and programs. This position requires a wide-range of knowledge of varied human resources practices and policies, including a working knowledge of federal and state laws and regulations, as well as the ability to interpret and implement University and College regulations and policies for overall compliance. This position requires the application of professional HR knowledge and theory in a complex and ever changing environment. This person will report to the Senior Human Resources Manager in the College of Liberal Arts and will be asked to create, manage, and be accountable for department-wide HR initiatives and collaborate on college initiatives. Successful candidates will have a strong work ethic, internal customer focus, and ability to collaborate. Required Job Qualifications + Bachelor’s degree in human resources, business management, organizational development, or a related field. + Two years professional HR experience, including experience in an HR Information System/Applicant Tracking System. + Demonstrated experience effectively managing multiple projects, priorities, and tasks utilizing effective organization and project management techniques. + Demonstrated verbal and written communication skills and ability to effectively relate complex information to a variety of audiences. + Demonstrated commitment to and support of a diverse and inclusive employment environment. Preferred Job Qualifications + HR or Payroll experience in a higher education environment. + Master’s degree in human resources, business administration, organizational development, or a related field. + 4 or more years of progressively responsible professional experience in HR. + Experience with Workday, PeopleAdmin, Oracle, ADP , or similar personnel system. + Professional certification such as PHR / SHRM -CP Diversity Statement Reflecting departmental and institutional values, candidates are expected to have the ability to advance the College’s commitment to diversity, equity, and inclusion. Essential Duties Job Duty CategoryOnboarding, Offboarding, and Retention Duty/Responsibility + Responsible for onboarding of new employees. Utilize the existing framework to develop a robust and consistent onboarding experience, while ensuring flexibility for departmental/unit nuances. Responsible for initial onboarding communications. Guide and inform hiring managers of the process for stewarding new employees through their first year of employment. Follow up and ensure processes are being adhered to and enforce procedures to ensure an optimal employee experience. Continually review best practices and new industry trends to determine if their application is appropriate. + Identify and advise employees on career development opportunities for new faculty and staff members to increase retention rates and fill department knowledge gaps. + Conduct exit surveys for voluntarily separating faculty and staff. Review data, create reports, and identify trends based on the data. Implement solutions to aid in the retention of talent and coach existing supervisors on areas of improvement. Seek opportunities that can be scaled to a College-wide initiative and work with the HR Director to identify systemic trends. + Process offboarding for exiting employees. Ensure smooth transition plans have been established and identify ways to bridge gaps. Establish offboarding processes to apply industry best practices and to ensure consistency among the departments. + Review retention strategies for key positions. Determine ways to gather information and analyze data to determine ways to grow and retain key talent within the departments. Design, develop, and implement retention programs and evaluate the effectiveness. + Create and facilitate department and faculty/staff-specific new hire orientations, including departmental/unit specific resources as part of onboarding process. Percentage Of Time20 Job Duty CategoryEmployee Relations, Performance Management, and Culture Initiatives Duty/Responsibility + Create and manage effective and constructive performance evaluation processes for Administrative Professional and Faculty for three departments. Enforce and improve on State Classified processes. + Communicate performance evaluation requirements for faculty and Administrative Professional. + Provide training on performance evaluation expectations and best practices. + Guide and instruct department chairs and supervisors on proper handling of personnel matters and provide resources for performance concerns or workplace behavior issues, such as corrective actions or letters of expectations. When appropriate, coordinate procedures with HR, OGC , and OEO on issues of relevance (ex: termination processes, discrimination claims, ADA , etc.). + Responsible for change management efforts to ensure smooth transitions and adoption of strategic or mandated changes. + Identify opportunities and create professional development plans for managers and then refer to relevant training opportunities within and external to CSU . + Provide first line, proactive training, expertise, and outreach for employee relations issues with the intent of resolving problems at dept-level before escalating to CLA HR Director. + Gather data and metrics to identify culture and workplace concerns. Identify opportunities, design and develop strategies to improve on the cultures, implement and gather data and metrics to determine effectiveness. Continually look for new ways to enhance the work environment to ensure an engaged and productive workforce. + Ensure values are created and known by departments and that they align with the vision, mission, and values of the College. + Provide coaching and training on effective coaching techniques, proper documentation, ADA processes, FMLA processes, appropriate workplace behavior, interpersonal conflict resolution, etc. + Collaborate with the HR Director on College-wide initiatives + Maintain a high level of confidentiality and expertise, become a trusted resource for employees to advise on and refer to appropriate CSU resources and offices. Percentage Of Time30 Job Duty CategoryRecruitment and Workforce Planning Duty/Responsibility + Analyze existing workforce and identify areas for proactive recruitment efforts. Conduct forecasting of future staffing needs and create solutions to areas of foreseeable staffing gaps. Determine what course of action will create the most value for the department and align with the strategic goals, while maintaining thoughtfulness of equity and compliance parameters. Determine if succession planning or professional development is needed. + Manage all departmental recruitment efforts including most effective promotion strategies/venues, developing effective interview questions, and enforcing best practices on the candidate recruitment experience. Provide recruiting support to other CLA departments. + Direct and inform hiring managers on employment types and options. Seek creative and appropriate staffing plans with hiring managers to meet the strategic needs of the unit and College. + Review and provide guidance on effective position description writing. Conduct position analysis when necessary, guide on best practices for minimum and preferred qualifications to ensure qualified talent will apply and not limit the pool, and ensure best practices. Serve as the initiator and reviewer of all position descriptions. + Serve as an Equal Opportunity Coordinator for College of Liberal Arts searches to ensure Equal Opportunity/Equal Access/Affirmative Action compliance. + Develop relevant recruitment documents, create offer letters, and workload memos. + Create postings, conduct screenings, and submit eligibility list for student employees. + Responsible for determining, creating, and enforcing departmental staffing procedures. Percentage Of Time25 Job Duty CategoryHR Operations and General HR Oversight Duty/Responsibility + Advise managers on employment laws, rules, and policies (e.g. FLSA , Equal Pay for Equal Work Act, visa restrictions) + Develop, review, and make recommendations for changes to existing College and department policies to improve effectiveness and efficiency. + Create reports, dashboards, human resource metrics, and perform analysis of results to provide proactive support of dept/college/university initiatives. + File and track evaluations of faculty in compliance with University and College policies. + Develop internal procedures to ensure the completion and understanding of annual Faculty and Administrative Professional Conflict of Interest requirements for three depts. + Establish and maintain productive working relationships with department chairs, faculty, and staff in a diverse, multicultural environment. + Serve as first line of support for worker’s compensation and benefits eligibility, manage FMLA processes, and advise on other leave types and corresponding eligibility. + Update and manage all HRIS systems (personnel system, applicant tracking, supplemental pay, and time and attendance) for the English, Philosophy, and Race, Gender, and Ethnic Studies departments. Train users on systems and enforce policies. Work to resolve discrepancies in an efficient manner. Facilitate accompanying requirements for HRIS system changes. + Maintain and update all departmental personnel records, ensuring compliance with University, state, and federal laws and policies. + Process International Visiting Scholar appointments with the Office of International Programs and supervising faculty and entry through the Oracle system. Percentage Of Time25 Application Details Special Instructions to Applicants To apply, please submit a cover letter resume that address the minimum and preferred qualifications. The names and contact information for three references will be requested of finalist candidates. CSU is committed to the full inclusion of qualified individuals. If you are needing assistance or accommodations with the search process, please reach out to the listed search contact. Please note, applicants may redact information from their application materials that identifies their age, date of birth, or dates of attendance at or graduation from an educational institution. Conditions of EmploymentPre-employment Criminal Background Check (required for new hires) Search ContactBecca McCarty: Becca.e.mccarty@colostate.edu EEO Statement Colorado State University is committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, gender identity/expression, or pregnancy in its employment, programs, services and activities, and admissions, and, in certain circumstances, marriage to a co-worker. The University will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Colorado State University is an equal opportunity and equal access institution and affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Colorado State laws, regulations, and executive orders regarding non-discrimination and affirmative action. TheOffice of Equal Opportunity (https://oeo.colostate.edu/) is located in 101 Student Services. The Title IX Coordinator is the Director of the Office of Title IX Programs and Gender Equity, 123 Student Services Building, Fort Collins, CO 80523-0160, (970) 491-1715,titleix@colostate.edu. The Section 504 and ADA Coordinator is the Director of the Office of Equal Opportunity, 101 Student Services Building, Fort Collins, CO 80523-0160, (970) 491-5836,oeo@colostate.edu. The Coordinator for any other forms of misconduct prohibited by the University’s Policy on Discrimination and Harassment is the Vice President for Equity, Equal Opportunity and Title IX, 101 Student Services Building, Fort Collins, Co. 80523-0160, (970) 491-5836,oeo@colostate.edu. Any person may report sex discrimination under Title IX to theOffice of Civil Rights, Department of Education (https://www2.ed.gov/about/offices/list/ocr/docs/howto.html) . Background Check Policy Statement Colorado State University strives to provide a safe study, work, and living environment for its faculty, staff, volunteers and students. To support this environment and comply with applicable laws and regulations, CSU conducts background checks for the finalist before a final offer. The type of background check conducted varies by position and can include, but is not limited to, criminal history, sex offender registry, motor vehicle history, financial history, and/or education verification. Background checks will also be conducted when required by law or contract and when, in the discretion of the University, it is reasonable and prudent to do so. References Requested References Requested Minimum Requested Maximum Requested Supplemental Questions Required fields are indicated with an asterisk (*). + * Do you have a Bachelor’s degree in human resources, business management, organizational development, or a related field? If you are uncertain if your degree is considered "related" please select "yes" below. + Yes + No + * Do you have at least two years of professional HR experience, including experience in an HR Information System or Applicant Tracking System? + Yes + No Applicant Documents Required Documents + Cover Letter + Resume Optional Documents