The Talents Solutions Manager will manage and lead the classification and compensation team in developing and implementing a comprehensive strategic workforce. The Manager is responsible for directing and administering University-wide SHRA/EHRA non-faculty classification and compensation. The Manager leads, manages, and cultivates team members in accurately aligning EHRA non-faculty and SHRA position classification and compensation with organizational needs. The Manager also serves as an HR lead for activities within the scope of the position including policy development and administration, salary administration, and market analysis and recommendations. The position provides expertise, consultation, and advice to senior leadership, campus hiring managers, and unit HR administrators regarding functional areas. The position partners closely with other units internally and externally on projects and initiatives, including UNC-System Office and the Office of State Human Resources. The position requires a high degree of professional independence and exercises judgment in administering personnel programs and processes, in analyzing, interpreting, and applying policies, and in communicating decisions to campus leaders. The position handles sensitive matters that may require the attention of the Deputy CHRO or the Associate Vice Chancellor of Human Resources.
Duties and Responsbilities: Program Management: • Develop strong relationships with senior management in order to forecast classification & compensation (class/comp), and recruitment needs; provide consultation to key managers and implement innovative and cost effective organizational job designs and recruiting strategies linked with business needs. • Influence and drive the implementation of position and compensation strategies, and talent acquisition plans; assuring internal equity and promotional opportunities, and qualified, diverse pool of candidates to fill open positions as well as talent gaps identified through the succession planning process. • Work closely with HRBPs and Talent Solution Consultants to identify new opportunities to add value to the organization; help HR colleagues with ad hoc projects (as and where needed). • Drive results utilizing metrics (i.e., time to fill, retention, promotions) to assess performance of Talent Consultants and recruiting and class/comp strategies. • Develop specialized or competitive intelligence and research in regards to position pricing, job titling, talent development or retention. Provide guidance on recruiting strategies, industry trends and market data. • Establish classification and compensation analytics to identify and analyze operational challenges related to workforce development and engagement. • Design an efficient network and provide required training and implement various sourcing strategies and perform various retention activities. • Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers. Also counsel executive level candidates on benefits, salary, and institutional environment. • Collaborate with HR Business Partners along with hiring managers to design and execute recruitment plans. • Optimize and provide continuous improvement of the applicant tracking system to post positions, manage candidates, develop reports, and maintain all recruitment data. • Participate in new hire orientations and onboarding activities, working with Learning & Organizational Development team on Executive Onboarding, as needed.
Communication: • The Manager uses effective verbal and written communication skills to project goals and strategies of the Talent Solutions office. • He/she must be able to convey a positive image of the University as a leading employer and research institution and HR as a valued, trusted partner in achieving the University’s mission, goals, and strategic plan. • The Manager fosters effective working relationships with the Talent Consultants, communicating in a manner conducive to effectively developing skills and positive behaviors. At times, interaction requires a constructive message that entails careful, deliberate, and tactful communication. • He/she must be able to interpret and effectively communicate a wide variety of information in a manner that can be understood by diverse campus clientele including high level administrators, supervisors, and hiring officials as well as candidates. • The Manager communicates sensitive and/or controversial information collaborating with peer groups within or external to Human Resources such as Employee Relations, Benefits, Business Officers, General Counsel, etc. • He/she develops and conducts training courses (standard and customized) and develops written materials for distribution and website. • The Manager initiates/facilitates conversations with customers to negotiate and reach mutually agreed upon solutions to unique situations with results in the best interest of all parties. • The Manager promotes and markets the unit’s services to campus as well as external interests on a local, state and national level.
Professional and Organizational Knowledge: • The Manager is responsible for ensuring the Talent Solutions Consultants maintain full knowledge of policies, procedures, and processes for the university as they apply to classification and employment and apply and interpret them appropriately. • The Manager will maintain and ensure the campus adheres to the university’s compensation philosophy and hiring practices. • The Manager will apply sound judgment when dealing with unusual (non- routine) situations and knowing when to get others involved or when to make exceptions to policies.
* The Manager will coordinate a variety of projects and be involved in establishing project objectives, tasks, and timelines and facilitating project team work. The position will participate in project goals, new initiatives, some of which will have university-wide scope.
* The Manager will collaborate with others and/or serve as the team/project leader in order to develop feasible recommendations and solutions in consideration of issues, policies, and intended outcomes. The Manager must be able to effectively envision, suggest, undertake, and complete projects using creativity, expertise, and business intelligence.
• Examples of projects and areas of programmatic management include the Data/Reporting, Special Recruitment Initiatives, Compliance Projects, Systems, and the website.
Bachelor’s degree preferably with coursework applicable to HR management, human relations and/or business administration and four years of directly-related program development and personnel management experience demonstrating competencies needed to perform the work; or an equivalent combination of training and experience. All degrees must be received from appropriately accredited institutions.
About UNC Greensboro
UNC Greensboro, located in the Piedmont Triad region of North Carolina, is a higher-research activity university as classified by the Carnegie Foundation. Founded in 1891 and one of the original three UNC system institutions, UNCG is one of the most diverse universities in the state with nearly 20,000 students and over 2,700 faculty and staff members representing more than 90 nationalities. With 17 Division I athletic teams, 85 undergraduate degrees in over 100 areas of study, as well as 74 master’s and 32 doctoral programs, UNCG is consistently recognized nationally among the top universities for academic excellence and value, with noted strengths in health and wellness, visual and performing arts, nursing, education, and more. For additional information, please visit uncg.edu and follow UNCG on Facebook, Twitter and Instagram.