University of Nevada Reno by tonze.danzel


									                                                            Item 2.R-April 20, 2012
   To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to for discussion and for initial review before routing PDQ for approval signatures.
                                  Questions - call UNR Faculty HR at 682-6114
  INSTRUCTIONS: See for complete instructions.
 Incumbent(s) Name (if applicable):                                      Position #(s):

 Current Title: Manager, HR Services                                     Current Range: 4
 (JCC: )
 Department: Business Center North – Human             College/Division: AVP, Human
 Resources (BCN-HR)                                    Resources / VP Admin & Finance
 Account #(s): 0000-000-0000
 Action Proposed: (check all that apply)
 ( X) New position:     Proposed Range:      4
                        Proposed Title: Manager, Human Resources Services
 ( ) Title Change, Proposed Title:
 ( ) Proposed Reassignment from Range          to Range
 ( ) Revised PDQ only (no change in range or title)
 ( ) Line of Progression (show titles below)                                    JCC (Current
                                                                                 or new HR
                                                                        Range:   assigned):

I certify that the statements in this description are accurate and complete to the best of my knowledge.

____________________________________________________________                 __________________
Employee’s Signature                                                               Date

I/we have reviewed the statements in this form and they accurately reflect the job assignments.

____________________________________________________________                 __________________
Immediate Supervisor’s Signature                                                   Date

____________________________________________________________                 __________________
Director/Chair/Dean Tim McFarling                                                  Date
                    Asst. VP, Human Resources
Approved for Salary Placement Committee review.

____________________________________________________________                __________________
Pres / Vice Pres / Vice Prov Signature Ron Zurek                                  Date
                                       Vice President, Administration & Finance
              Action Approved by the President (Completed by Faculty HR):
Position #:                                 EEO Code: 3D           CUPA Code: CM4521
Job Class Code: 67217                       Exempt: Yes or No Census Code: 013
Range: 4                                    Effective Date: 4/1/2012
Approved Title:

____________________________________________________________              __________________
Employee Signature                                                                Date
(Employee signs and sends to HR for personnel file after PDQ has been “final” stamped for approval)

Rev: 12/1/2008
Position Description - Manager, Human Resources Services                                   Page 2

1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)

The Manager, Human Resources (HR) Services, is responsible for overseeing the Classified Staff
recruitment function for Business Center North (BCN) campuses as well as employee relations duties
in coordination with the Director, Employee Relations. Additionally, the Manager of HR Services
coordinates with the Manager, Classification to provide support, input and cross training opportunities
for staff and end users. The position reports to the Assistant Vice President, Human Resources.

2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job (percentage
first with heading and then bulleted information).

50% -   Recruitment
       Oversee Classified recruitment functions for BCN campuses
       Foster an environment of continuous improvement
       Develop recruitment and candidate sourcing strategies which contribute to talent management
       Implement and maintain systems to support and drive the recruitment process
       Provide recruitment data and reports to management
       Manage ancillary recruitment processes such as background checks, drug and alcohol testing,
        on-boarding and orientation programs, accelerate salary requests
       Establish service levels to departments and appropriate metrics to demonstrate success
       Supervise recruitment staff
       Ensure compliance with all rules and regulations
       Partner with the Department of Human Resource Management to address issues, propose
        regulation changes and adapt state processes to Nevada System of Higher Education (NSHE)
       Represent BCN at Personnel Commission on recruitment related issues
       Provide information to hiring managers on the hiring process, compliance issues, interviewing
        techniques, etc.
       Manage/resolve applicant appeals/grievances
       Develop and maintain training programs for end users of the recruitment process
       Collaborate in the development of the annual Affirmative Action Plans as required for each
        campus and ensure data requirements for the plans are met
       Audit and evaluate progress toward affirmative action goals for faculty recruitment

20% -   Classification
       Deploy resources and provide support to classification function as needed
       Consult with Classification Manager on complex issues and unit reorganizations
       Analyze classification appeals, meet with appellants and prepare supporting documentation
       Partner with the Classification Manager to address classification specifications with the
        Department of Human Resource Management
       Evaluate jobs for the purposes of assigning a classification

30% - Employee Relations Functions
   Provide supervisors and managers with assistance in managing State of Nevada Classified
      Staff employees within the parameters provided by the State of Nevada personnel rules,
      relevant campus and/or departmental policies, federal employment law, and federal
      confidentiality laws pertaining to medical records (HIPAA). Areas may include: performance
Position Description - Manager, Human Resources Services                                     Page 3

          problems, disciplinary actions, evaluation consultation, employee and supervisor assistance
          with grievances, conflict resolution, medical issues associated with disciplinary problems
          (Family and Medical Leave Act, Americans With Disabilities Act, Fitness For Duty issues)
         Write the Specificity of Charges in cases of serious discipline actions
         Work more complex discipline cases in consultation with Director, Employee Relations and
          other parties

3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.

Level of Freedom:
The Manager has the freedom to develop systems and approaches which meet the recruitment needs
of the BCN campuses and are within applicable federal, state and NSHE laws, regulations and
policies. Daily authority includes decisions regarding parameters of recruitment (open competitive,
campus promotional, testing strategies, etc.), recruitment strategies and resolution of issues with
hiring departments. Exceptions and variations from standard protocol and policies are made in
consultation with the Assistant Vice President, Human Resources. Within the employee relations
realm, the Manager has freedom to act independently in resolving routine issues. Complex discipline
cases are reviewed with the Director, Employee Relations.

This position has a direct impact on the hiring of qualified employees, maintaining an equitable
classification system and improving work place relationships. Failure to perform may result in poor
hiring practices, operational inefficiency, grievances and litigation.

4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).

Knowledge of:
    State, federal and NSHE employment laws, regulations and policies
    Recruitment, interviewing, screening and selection methods and processes
    Affirmative Action regulations
    Skills-based testing techniques
    State and Federal employment laws and regulations (i.e., drug and alcohol testing, Health
      Insurance Portability and Accountability Act (HIPAA), Family and Medical Leave Act (FMLA),
      Americans With Disabilities Act (ADA), Fitness For Duty, Family Educational Rights and
      Privacy Act (FERPA), Fair Labor Standards Act (FLSA)
    Nevada Administrative Code and Nevada Revised Statutes
    Investigative process for performance problems, disciplinary actions, and medical issues
      associated with disciplinary problems
    Progressive discipline and grievance process

         Supervision and leadership
         Excellent communication and organizational skills
         Interpersonal and human relations skills
         Proficiency in use of a personal computer and current software applications including but not
          limited to Microsoft Office Suite (Word, Access, Excel, PowerPoint, and email)
         Change management
Position Description - Manager, Human Resources Services                                     Page 4

Ability to:
     Identify technical issues and work toward resolution
     Work with individuals from diverse backgrounds
     Foster support for achieving affirmative action goals
     Establish rapport and work and interact effectively with diverse populations with varied
     Meet the needs of internal and external customers
     Coach employees on strategizing and influencing others to achieve common goals

5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.

Internal                             Reason for Contact
Department Management                To provide recruitment services, counsel on personnel matters
                                     and direction regarding appropriate structure and classification
Legal Counsel                        To discuss cases and seek legal opinions
Administration                       To discuss complex disciplinary cases, grievance resolution
Employees                            To provide classification, recruitment and employee relations

External                             Reason for Contact
Department of Human Resource         To problem solve, seek clarification, offer solutions and
Management – State of Nevada         enhancements to recruitment and employee issues
Applicants                           To promote NSHE employment opportunities and clarify the hiring
Vendors                              To communicate NSHE needs and create partnerships which
                                     enhance BCN’s personnel systems
American Federation of State,        To resolve or conduct disciplinary/grievance efforts
County and Municipal
Employees (AFSCME)

6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.

       a.        Minimum educational level, including appropriate field, if any.

                 Bachelor’s Degree from a regionally accredited institution

        b.    Minimum type and amount of work experience, in addition to the above required
       education necessary for a person entering this position.

                 Bachelor’s Degree and five years of progressively responsible Human Resources
                 experience in the areas of recruitment, job evaluation or employee relations

                 Preferred Licenses or Certifications: Senior Professional in Human Resources (SPHR
                 or Professional in Human Resources (PHR)

        c.    Indicate any license or certificate required for this position.


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