Human Resources Manager

Department
 SSD: Economics – Staff and Temporary Employees


About the Department
 For over a century, the Kenneth C. Griffin Department of Economics has been recognized as one of the world’s leading centers for economic research and education. The Department’s faculty have received numerous awards, including more Nobel Prize laureates and John Bates Clark medalists in economics than any other university. Among our faculty are many members of the National Academy of Sciences, the American Academy of Arts and Sciences, and the Econometric Society.


Job Summary
 Under the direction of the Director of Finance, Operations, and Personnel, the Human Resources Manager executes diverse, complex, and confidential Human Resources and Payroll functions for the department. Provides expert guidance in functional areas such as employee relations, talent acquisition, performance management, compensation, compliance, benefits and retention. Trains and supervises the Human Resources Coordinator in all aspects of her position.

Responsibilities

  • Leads staff recruitment and hiring, including job leveling and profile selection, creating job description, internal and external posting processing, building candidate pools for compliance purposes, ensuring interview best practices, visa sponsorship eligibility, compensation approvals, extending offers, new hire orientation, and onboarding.
  • Manages Research Staff Employment; Works with and advises Faculty throughout their research staff’s employment, verifies research salary is allowable expense on the grant, obtains necessary approvals for extenuating circumstances, plans exit strategy, and monitors accrual cost at time of departure to avoid grant overdrafts.
  • Serves as an expert resource on visa sponsorship for staff, postdocs, and OAAs. Manages H-1B and PERM cases for OAA and Faculty by working with OIA and Law firm for timely processing of visa requests.  Obtains appropriate approvals as needed.
  • Under the direction of University and CDC guidance, handles employee compliance effort as it relates to Covid-19, and health/safety regulations; Stays abreast of all federal, state and local employment laws.
  • Manages FMLA and other types of leave requests for Staff, OAAs and Faculty, counseling employees and working with Leave Administration, ELR, Dean’s office and Provost office on approvals.
  • Develops strategies for employee retention, processes employee job evaluations, identifies staff professional development opportunities, and organizes trainings as applicable.
  • Partners with Senior HR Director, ELR, and Director of Finance, Operations, and Personnel on employee grievances, complaints, performance issues, layoffs and terminations; manages the exit process for staff employees.  
  • Acts as the primary HR liaison with the Dean’s office, Provost’s office, DIL, BFI, SSD, Harris, CEHD, Booth, University Central Offices, and external HR departments, etc.
  • Supervises the HR Coordinator to include, but not limited to, assigning of current and future HR projects, data management, recruitment support, student employment hiring, and staff training.
  • Executes all academic appointments and payroll transactions in Workday to include onboarding, promotions, reappointments, summer salaries, administrative supplements, housing allowances, period activity payments, one-time payments, compensation changes, research leaves, stop the clock, parental leaves, and terminations.
  • Advises visiting faculty and scholars on insurance enrollment requirements and coordinates effort with Gallagher and the benefits office.
  • Collaborates with the Director for Academic and Faculty Affairs, the Provost Office Manager for Faculty and Academic Appointments, and other department administrators to ensure appointments are processed accurately. Recognizes and explores solutions when complications arise and works together to resolve issues.
  • Conducts payroll audits and collaborates with Grants Administrator and Director on funding discrepancies; Processes PETS and JE transfers for expense management; Works with payroll to resolve payment issues.
  • Drives HR Projects, continuously seeking areas for operational improvement and implements processes.
  • Manages hybrid work arrangements for local employees and approvals for employees working remotely out of state and internationally, when applicable.
  • Works with Director and IT Team to obtain equipment for new hires and upon termination .
  • Collaborates with Director, faculty, and staff to mediate issues such as workspace, work schedules, equipment needs, or other employee concern.
  • Counsels employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a moderate level of guidance.
  • Assists in the development and administration of the HR budget for the department, monitors for variances, and manages employment expenses within established guidelines.
  • Performs other related work as needed.


Minimum Qualifications
 

Education:Minimum requirements include a college or university degree in related field.


Work Experience:
Minimum requirements include knowledge and skills developed through 2-5 years of work experience in a related job discipline.


Certifications:

Preferred Qualifications

Education:

  • Bachelor’s degree in Business Administration, Human Resources, or related field
  • PHR or SHRM certification

Experience:

  • Human Resources Operations
  • Familiarity with Academic Appointments
  • Knowledge of employment law
  • Experience with full-cycle recruitment
  • Processing student payments in a university setting
  • Working knowledge student and employment visas

Technical Skills or Knowledge:

  • MS Office experience, with strong experience creating and managing spreadsheets
  • Workday or similar HRIS experience

Preferred Competencies

  • Excellent oral and written communication skills
  • Strong attention to detail
  • Strong interpersonal skills with the ability to interact and communicate with clarity, tact, and courtesy with a diverse population
  • Ability to maintain a friendly and professional demeanor and to work productively under competing deadlines
  • Ability to use appropriate resources to resolve complex issues
  • Ability to work effectively with minimal supervision, both independently and as part of a team
  • Ability to take initiative, organize, and manage multiple tasks simultaneously
  • Ability to juggle competing deadlines and prioritize
  • Ability to train others

Application Documents

  • Cover Letter (required)
  • Resume (required)


When applying, the document(s) MUST be uploaded via the My Experience page, in the section titled Application Documents of the application.

Posting Statement

Employees must comply with the University’s COVID-19 vaccination requirements. More information about the requirements can be found on the University of Chicago Vaccination GoForward.

The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University’s Notice of Nondiscrimination.

Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.

We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages a diversity of perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.

All offers of employment are contingent upon a background check that includes a review of conviction history.  A conviction does not automatically preclude University employment.  Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.

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