Human Resources Generalist III

Overview

Human Resources Generalist III. Contribute professional HR expertise in a role that supports strategic HR initiatives aligned with university priorities and outcomes. Reporting to the Senior HR Business Partner and providing day-to-day oversight for a small team of HR staff, the role includes opportunities to contribute to strategic initiatives aligned with university priorities and outcomes. The HR Generalist III applies professional-level HR knowledge and judgment across recruitment and employment, compensation, leave administration, employee relations and performance management, and career development.

This role is suited for an experienced HR professional with a strong operational foundation who can contribute at both the individual and team level to help fulfill the University’s mission.

Outstanding U of A benefits include health, dental, and vision insurance; life and disability programs; paid vacation, sick leave, and holidays; tuition reduction for employee and qualified family members; retirement plans; and access to recreation and cultural activities.

The University of Arizona has been recognized for innovative work-life programs. For information about working at the University of Arizona and relocation services, please .

Strategic Consulting/Advising (staffing plan, workforce advising, interface with unit leadership partner)

• Participates in unit leadership team meetings and advises on HR policies, procedures, and best practices, while co-creating and developing new best practices with the unit.
• Reports and analyzes HR metrics such as hiring, turnover, and employee relations trends to share with unit leadership.
• Drafts organizational structures for Sr. HR Partner review and communicates reasoning for staffing plan recommendations.
• Works with unit leaders and business managers to ensure the planning stages of compensation proposals (new or replacement positions, career progressions, market and equity salary adjustments, supplemental compensation, etc.) are budgeted and aligned with University Compensation Guidelines.
• Identifies gaps where compensation practices may not align with guidelines and policy and includes Sr. HR Partner and Compensation Team to support mitigation of concerns.

Employee Relations

• Fosters effective working relationships with staff, students, and leaders through frequent interactions at all service locations.
• Supports productive conversations and resolution to concerns, including helping draft discipline memos and other supporting documentation.
• Consults with supervisors and senior management on performance management issues such as career conversations and corrective actions.
• Responds to inquiries on policies or procedures related to employee concerns.
• Assists the Sr. HR Partner to provide guidance and support for inquiries or investigations to ensure appropriate referrals and follow-through to resolve concerns (e.g., OIE, DRC, Risk Management).

Front Line Leadership

• Demonstrates thorough knowledge of HR policies, practices, and management to supervise, review, and approve work of team members.
• Acts as team lead and oversees transactional work of Generalist positions.
• Provides shadowing and on-the-job training.
• Manages and monitors daily activities and processes.
• Manages local level SOPs in harmony with standard HR SOPs.

Transactional Support & Other Duties

• Supports the annual roll-over process in collaboration with HR Workforce Systems and HR Generalists I and II, including coordination with supervisors on continuation of funding and renewal of designated campus colleagues, among other year-end processes.
• Tracks visa expiration dates and coordinates with unit leaders regarding visa holders and extension processes; collaborates with Arizona Global Office of Employee Immigration Services as needed.
• Assists with administration of UAccess, Talent, Handshake, and other systems activities.
• May have approval authority for some transactions.

Knowledge,

Skills and Abilities

(KSAs)

• Knowledge of and skill in applying HR administration across recruitment, compensation, employee relations, and development and training.
• Knowledge of interpreting and applying state…