Human Resources Generalist, Yale School of Medicine
The HR Generalist will partner with various units within Internal Medicine to align HR objectives and initiatives to the business needs across the organization. Additionally, this role will also be responsible for conducting ER investigations, including HIPAA, for the School of Medicine. The incumbent will provide strategic and tactical HR support to their clients, lead and help facilitate change initiatives through the use of HR consultative skills, partner with other managers to understand key business challenges and organizational needs and deliver superior customer service. Work in conjunction with other HR Generalists and specialized units in Human Resources. Ensures that all activities are conducted in accordance with government legislation and regulations, contractual obligations and University policy. This role will report directly to the Senior HR Generalist.
- Cultivates and fosters a collaborative partnership with departments in addressing human resource issues that may include performing departmental specific functions and faculty administration. Counsels managers on human resource policies and procedures and contractual obligations. Consults with Director, Senior HR Generalist and HR specialists as needed.
- Understands client organization and mission and provides proactive guidance. Establishes strong relationships with employees and union representatives in the client base. Understands the unit's labor relations environment, provides support as needed. Facilitates enhancement of labor strategy and relationships within the unit.
- Provides strategic support for organizational change by advising, influencing and leading organizational design efforts. Analyzes the impact of the change(s), explores options and offers recommendations.
- Working collaboratively on client issues, builds and maintains positive working relationships with Union representatives. Leads investigations of employee relations concerns. Educates, advises and coaches managers/unit leaders and assists staff to resolve issues and grievances.
- Participates in departmental planning meetings, provides unit specific tactical support as required. Develops, reviews and updates new and existing department position descriptions. Works with Staffing and Compensation Representatives as needed to support recruitment and compensation requirements. May interview selected candidates at the request of the client.
- Meets with client base to interpret policy, contract provisions, assists with problem solving, educates on risk factors and advises on career development.
- Works with department managers to achieve appropriate staffing levels. Reviews all requests for departmental layoff. Conducts due diligence with regard to departmental restructuring. Ensures compliance with state and federal employment laws and contract provisions. Gathers information and partners with General Counsel to formulate responses to CHRO, EEOC and FLSA complaints. Partners with Labor Relations and General Counsel in preparing the strategy for arbitration cases.
- Works with clients and Classification and Compensation to support compensation proposals such as reclassifications, salary adjustments, supplemental compensation, etc. Guides managers and employees through the job evaluation/audit process.
- Consults and communicates to managers the performance management process. This includes goal setting, FOCUS and annual merit process. Reviews recommendations for performance ratings and salary increases and monitor for data integrity and compliance. Provides guidance to managers on compensation and performance issues.
- Partners with managers and unit leaders to implement HR programs such as Individual Development Planning, Talent Management and Performance Management.
- Serves as a resource for the other HR functions, works with the subject matter experts as needed to support employees. This includes areas such as leave of absences, benefits, Equal Opportunity Programs & Accommodations and the Office of Diversity.
- Partners with Organization Effectiveness (OE) and the Learning Center to address employee and/or departmental training and development needs. Identifies areas in need of attention and advises clients on recommended action plans along with information regarding available resources.
- Mentors other staff members; contributes to and/or leads HR projects and programs.
Required Education and Experience
Bachelor's Degree in any field. At least 4 years of professional human resources experience.
Required Skill/Ability 1:
Excellent critical and strategic thinking abilities. Ability to direct and influence change. Ability to collaborate with leaders to drive change in the culture and management practices.
Required Skill/Ability 2:
Knowledge of staffing, compensation, employment law, labor relations, training and development, benefits and HRIS applications.
Required Skill/Ability 3:
Superior customer service orientation and ability to respond in a constructive and timely manner.
Required Skill/Ability 4:
Demonstrated success in detailed work requiring accuracy, high level of productivity, organization and a sense of urgency. Well-developed organizational and interpersonal business skills. Excellent oral and written communication skills.
Required Skill/Ability 5:
Ability to initiate actions and solve problems using sound judgment.
Ability to travel between multiple locations.
Background Check Requirements
All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. Please visit www.yale.edu/hronline/careers/screening/faqs.html for additional information on the background check requirements and process.
The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the particular position. Employees will be assigned specific job-related duties through their hiring departments.
Affirmative Action Statement:
Yale University considers applicants for employment without regard to, and does not discriminate on the basis of, an individual’s sex, race, color, religion, age, disability, status as a veteran, or national or ethnic origin; nor does Yale discriminate on the basis of sexual orientation or gender identity or expression. Title IX of the Education Amendments of 1972 protects people from sex discrimination in educational programs and activities at institutions that receive federal financial assistance. Questions regarding Title IX may be referred to the University’s Title IX Coordinator, at TitleIX@yale.edu, or to the U.S. Department of Education, Office for Civil Rights, 8th Floor, Five Post Office Square, Boston MA 02109-3921. Telephone: 617.289.0111, Fax: 617.289.0150, TDD: 800.877.8339, or Email: firstname.lastname@example.org.
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