JOB SUMMARY:

Provides advanced level consultation, guidance and direction in at least one specialty area of human resources to other human resources professionals, institutional leadership and customers.  Manages daily activities in HR specialty area with minimal supervision.  Provides in-depth content expertise and project management in the design, development and/or implementation of human resources programs, policies and practices.  

ESSENTIAL JOB FUNCTIONS:

Organizational Development

• Provides leadership, advice and guidance to customers regarding development-related issues.
• Assesses customer training and/or development needs and meets need by delivering training or identifying appropriate resource.
• Develops and conducts complex presentations and training classes.
• Develops and conducts team building and facilitated retreats/meetings.
• Coordinates and facilitates process redesign and mapping.
• Develops measurement systems and processes.
• Monitors and evaluates consulting and employee development outcomes.
• Provides data analysis of developmental initiatives and outcomes.
• Intakes customer requests and facilitates issue resolution.
• Develops and coordinates Succession Planning.
• Develops leadership development and other custom curriculum.
• Provides feedback and interpretation to customers in the survey and profiling process.
• Provides personal, individualized coaching services to leadership.
• Provides strategic recommendations for OTD&R.

Compensation

• Provides strategic direction and performs complex analysis and administration in support of UTMB executive and management (A&P) compensation, the classified pay plan, and non-teaching positions as needed.
• Manages the A&P compensation program including the salary planning process and Memorandum of Appointments.
• Provides consultative services to evaluate, analyze, make recommendations, and implement positions, job descriptions, and career ladders. 
• Manages, supports and maintains the You Count! Employee satisfaction survey program and process, including vendor relationship management and the budget/accounting process.
• Studies and analyzes classified and A&P positions and creates job descriptions.
• Designs, develops and implements the total reward compensation program for classified and A&P positions, including individual and group variable pay programs.
• Provides advanced technical support in the annual market update process.
• Evaluates jobs using Hay Guide Chart methodology.
• Coordinates salary survey process.
• Provides advanced data analysis related to market and/or internal equity.
• Provides leadership and guidance to executives, department consultants and institutional leaders regarding compensation initiatives.
• Manages and participates in the implementation, testing and support of compensation computer applications to streamline and automate work processes. 
• Coordinates special projects and provides leadership in identifying and resolving compensation issues.

• Designs, develops and implements compensation programs.
• Provides strategic recommendations for Compensation initiatives at the institutional level.

Employee Relations

• Develops Human Resources policies and facilitates the approval and communication.
• Interprets Human Resources policies and procedures, working with institutional leaders and management.
• Consults with managers on appropriate disciplinary actions.
• Facilitates reductions-in-force as necessary.
• Works with Affirmative Action to facilitate the resolution of grievances and appeals.

Recruitment

• Performs searches for executive, faculty, A&P and other key management positions requiring national searches.
• Coordinates with Department Consultants, Compensation and Employee Relations to ensure a smooth recruitment and hiring process.
• Sources, networks, cold-calls and screens applicants.

• Coordinates with Affirmative Action regarding applicants.
• Develops qualifying questions for applicants and assists departments with interviewing and legal questions.
• Identifies pay or HR policy issues that are a hindrance to hiring and/or retention efforts and notifies appropriate HR area to identify potential solutions.
• Provides career counseling for VIP searching.
• Maintains strong relationships with institutional leadership to ensure a clear understanding of UTMB direction and to stay on the cutting edge in matching applicants to institutional needs.

Department Consultants

• Provides UTMB leadership with advice, guidance and technical support regarding their HR issues.
• Develops relationships with Managers and Directors to facilitate problem resolution.
• Anticipates customer needs based on market, recruitment, legislative, and legal trends.
• Investigates, evaluates and makes recommendations regarding HR issues.
• Facilitates department usage of the Performance Management Program.
• Facilitates the development of career ladders, including job design, job evaluation and compensation.
• Conducts job evaluations utilizing Hay Guide Charts to evaluate existing and new jobs.
• Obtains and analyzes market data to determine internal equity and market competitiveness.
• Works with Compensation regarding the creation of new positions and the evaluation of multiple positions in a job family.
• Provides multiple options for management consideration when problem solving.
• Provides guidance to customers regarding employee discipline issues.
• Provides support to Employee Relations in the coordination of RIFs.
• Proactively responds to customer requests in a timely manner.

MARGINAL OR PERIODIC FUNCTIONS:

• Other duties as assigned.

KNOWLEDGE / SKILLS / ABILITIES:

• Proficient HR professional
• Proficient knowledge of Human Resources and employment law
• Working organizational development knowledge
• Strong partnership and in-depth understanding of the customer’s business and current issues
• Strong communication skills, both oral and written
• Excellent presentation and facilitation skills
• High level of impact and influence with customers
• Leadership consulting and coaching skills
• High level of ability in dealing with difficult customers to gain consensus
• Strong analytical and problem solving skills with ability to provide two or more options for problem-solving and to provide problem-solving direction to other HR consultants and customers
• Proficient use of personal computers and general office applications, including Word, Excel, PowerPoint, and Microsoft Outlook electronic mail
• Supervisory/leadership skills
• Strong project management skills across multiple customer groups
• Ability to manage multiple complex projects and prioritize work

REQUIRED EDUCATION/EXPERIENCE:

Bachelor’s degree in related field or equivalent and 5 years of directly-related exempt level experience. 

PREFERRED EDUCATION/EXPERIENCE:

Masters degree in related field and 3 years of directly-related exempt level experience. 

EQUIPMENT:

Standard personal computer equipment. 

WORKING ENVIRONMENT:

Office environment, campus meeting rooms.  Requires ability to move between buildings across campus.      

OTHER: 

Specific job requirements or physical location of some positions allocated to this classification, may render this position security sensitive, and thereby subject to the provisions of Section 51.215, Texas Education Code. 

 ANY QUALIFICATIONS TO BE CONSIDERED AS EQUIVALENTS IN LIEU OF STATED MINIMUMS REQUIRE THE PRIOR APPROVAL OF THE CHIEF HUMAN RESOURCES OFFICER.

 THE UNIVERSITY OF TEXAS MEDICAL BRANCH AT GALVESTON IS AN EQUAL OPPORTUNITY / AFFIRMATIVE ACTION UNIVERSITY