Generalist, Senior Human Resources

Company: Laramie County Community College
Location: Cheyenne
Posted on: June 18, 2022

Job Description:

Overview:
The mission of Laramie County Community College is to transform our students' lives through the power of inspired learning. -Our over-arching goal is that our accomplishments as a community college will distinguish LCCC from others in the nation, in turn benefiting our communities and bringing pride to the Great State of Wyoming. -Our core values include Passion, Authenticity, and the Desire to Make a Difference. - -A cover letter detailing how you meet the minimum and preferred qualifications for this position is required. You can upload a cover letter when you create an applicant profile. -Job Summary: - Core responsibilities of this position include: functioning as the Senior Human Resources Generalist by collaborating to identify institutional employment-related needs, ensuring that employment-related policies, procedures, and guidelines are contemporary, revised/updated as needed and communicated to employees, guiding the development and regular updating of standard-operating-procedures (SOPs), establishing HR Metric Dashboards to track and capture relevant employment-related data including basic employee demographics, staffing patterns and levels, recruiting and hiring activities including relevant ROI/costing, benefit participation and relevant claim activities, manager/employee development and training participation including ROI/costs, turnover/retention, and other measures, analyzes employment-related data for patterns, trends, benchmark comparisons and provides in-depth and summary interpretation, acting as the initial screening intake point for employee/applicant concerns, complaints and/or allegations, - actively engages in compliance oversight in support of overall institutional success regarding employment-related HR related policies, procedures, guidelines, standard-operating-procedures, operational practices, serving as the subject matter expert and analyst regarding organizational-wide compensation and classification systems/programs via design, analysis, implementation, and recommendations of compensation programs and compensation-related activities, and functioning as an effective member of the HR Team in the provision of quality service, support, and continuous process improvement. The primary role of the Senior HR Generalist is to maintain sufficient knowledge of each specialty areas in HR to assume full responsibility of duties in case of absences or vacancies. This position is contingent upon the approval of the FY 22-23 budget. - -Other tasks may be assigned based on contemporary institutional need. -LCCC in its strategic plan has identified important Core Values and Aspirational Values, which are inherent in the cultural fabric of the College. - The person fulfilling this role is expected to bear these qualities and advocate for them. https://www.lccc.wy.edu/StrategicPlan2030/index.aspx - -Other tasks may be assigned based on contemporary institutional need. -Benefits: Approximately 85% of health insurance premiums paid by the College, the College will contribute 13.19% -of the employee's salary -towards their retirement fund, 12 vacation days, 12 sick days, 2 personal days and 15 paid holidays annually. Typically 5-7 paid holidays from Christmas to New Year's Day. For full listing of benefits, visit http://lccc.wy.edu/about/humanresources/benefits. -Compensation: This is a Managerial level 5 position. The salary is: $78,450.00 -Priority Screening Date: -Position is open until filled. For full consideration, apply by June 6th, 2022. - -Starting Date: As soon after hiring process as practical. -For information about Cheyenne, visit http://www.lccc.cc.wy.us/about/welcome.

Essential Functions:
Essential Functions: (to perform successfully in this position, an individual must be able to perform essential duties satisfactorily as well as possess education/experience, employ the knowledge, skills, and abilities as listed in representative fashion; reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions - this position is Exempt, i.e., is not eligible for compensatory or overtime pay provisions of the FLSA. - This listing of essential duties is not all-inclusive, but representative; other duties may be assigned). ---- Collaborates with the Executive Director, as well as other members of the HR team, to identify institutional employment-related needs; participates in the development, prioritization, and support in the implementation of HR strategic initiatives via operational/tactical plans responsive to identified needs. ----Ensures that employment-related policies, procedures, and guidelines, are contemporary, revised/updated as needed and communicated to employees. -Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. - Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.--- Monitors and evaluates overall people processes and outcomes related to the LCCC talent management cycle to ensure sound alignment with LCCC's overarching institutional strategy, departmental best practices, policies, and procedures, culture expectations, and long-term employee success.--- Assist the Executive Director with Strategic Planning. - --- Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development, and timeclock approvals.--- Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Works with the Executive Director on resolving difficult employee relations matters, to include discipline/discharge and grievance/appeal procedures. Consulting with legal counsel on complex personnel issues and when warranted, contact the Executive Director or President of the College to resolve issues. - --- Respond to emergency situations and after hour phone calls.--- Takes action during Executive Director's absence and uses initiative and judgement to see that human resource matters requiring attention are handled in a manner so as to minimize the effect of the Executive Director's absence; attends President's Cabinet and College Council meetings in the absence of the Executive Director; upon return, briefing the Executive Director of the meeting content, notes, and potential deliverables.--- Assists the director with key developmental projects and activities to include department budget, staff and succession planning objectives, performance management and strategic planning. --- -Review monthly budget reports, documenting variances and justification for variances, and assists with budget analysis and forecasting activities to estimate budget needs for annual budget request processes. - - --- Helps develop concrete time-lines for HR projects, implementation dates, etc. and ensures that the HR department meets project commitments. Identifies key project indicators of success and balances project efficiency with the need for high quality outcomes. - --- Collaborates with the members of the HR team in continuous process improvement efforts regarding HR process/practice standardization and documentation, analysis for process/practice efficiencies and implementation of process/practice improvements to improve and gain efficiencies, assisting with/guiding the development and regular updating of standard-operating-procedures (SOPs), as well as actively ensuring process/practice consistency. - - --- Establishes, revises as necessary, and ensures contemporary components are included in, HR Metric Dashboards clearly depicting the tracking and capture of relevant employment-related data spanning basic employee demographics, staffing patterns and levels, recruiting and hiring activities including relevant ROI/costing, benefit participation and relevant claim activities, manager/employee development and training participation including ROI/costs, turnover/retention, and other measures as determined relevant; provides direct oversight, guidance, and support to the HRIS Specialist in ensuring data integrity and ready accessibility to data as needed/requested. - - --- Analyzes employment-related data for patterns, trends, benchmark comparisons, etc. and provides in-depth and summary interpretation of employment-related data analysis as needed/requested; establishes a cycle(s) of regular metric reporting and provides reports per established cycle, specifically tailoring the reports for the various audience/recipients (e.g., HR Team members individually, HR team as a whole, individual functional departments, identified management levels persons, various committees/councils/cabinets, etc.). - May be requested to develop and provide 'on-demand' metric reports as well.--- Collaborates with the Executive Director, as well as other members of the HR team, to identify institutional employment-related needs; participates in the development, prioritization, and support in the implementation of HR strategic initiatives via operational/tactical plans responsive to identified needs. ----Ensures that employment-related policies, procedures, and guidelines, are contemporary, revised/updated as needed and communicated to employees. -Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. - Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.--- Monitors and evaluates overall people processes and outcomes related to the LCCC talent management cycle to ensure sound alignment with LCCC's overarching institutional strategy, departmental best practices, policies, and procedures, culture expectations, and long-term employee success.--- Assist the Executive Director with Strategic Planning. - --- Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development, and timeclock approvals.--- Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Works with the Executive Director on resolving difficult employee relations matters, to include discipline/discharge and grievance/appeal procedures. Consulting with legal counsel on complex personnel issues and when warranted, contact the Executive Director or President of the College to resolve issues. - --- Respond to emergency situations and after hour phone calls.--- Takes action during Executive Director's absence and uses initiative and judgement to see that human resource matters requiring attention are handled in a manner so as to minimize the effect of the Executive Director's absence; attends President's Cabinet and College Council meetings in the absence of the Executive Director; upon return, briefing the Executive Director of the meeting content, notes, and potential deliverables.--- Assists the director with key developmental projects and activities to include department budget, staff and succession planning objectives, performance management and strategic planning. --- -Review monthly budget reports, documenting variances and justification for variances, and assists with budget analysis and forecasting activities to estimate budget needs for annual budget request processes. - - --- Helps develop concrete time-lines for HR projects, implementation dates, etc. and ensures that the HR department meets project commitments. Identifies key project indicators of success and balances project efficiency with the need for high quality outcomes. - --- Collaborates with the members of the HR team in continuous process improvement efforts regarding HR process/practice standardization and documentation, analysis for process/practice efficiencies and implementation of process/practice improvements to improve and gain efficiencies, assisting with/guiding the development and regular updating of standard-operating-procedures (SOPs), as well as actively ensuring process/practice consistency. - - --- Establishes, revises as necessary, and ensures contemporary components are included in, HR Metric Dashboards clearly depicting the tracking and capture of relevant employment-related data spanning basic employee demographics, staffing patterns and levels, recruiting and hiring activities including relevant ROI/costing, benefit participation and relevant claim activities, manager/employee development and training participation including ROI/costs, turnover/retention, and other measures as determined relevant; provides direct oversight, guidance, and support to the HRIS Specialist in ensuring data integrity and ready accessibility to data as needed/requested. - - --- Analyzes employment-related data for patterns, trends, benchmark comparisons, etc. and provides in-depth and summary interpretation of employment-related data analysis as needed/requested; establishes a cycle(s) of regular metric reporting and provides reports per established cycle, specifically tailoring the reports for the various audience/recipients (e.g., HR Team members individually, HR team as a whole, individual functional departments, identified management levels persons, various committees/councils/cabinets, etc.). - May be requested to develop and provide 'on-demand' metric reports as well.II. Compliance Oversight: --- The incumbent will ensure compliance with federal and state employment regulations, and provides ongoing evaluation and assessment of HR related programs. --- Supports active compliance efforts as the subject matter expert via the provision of policy/procedure training for managers/supervisors, employees.--- Organizes, oversees, and ensures the regular completion of periodic audits of HR-related records, HR programs, services, practices, etc. to determine compliance status; organizes, oversees and ensures periodic internal audits for compliance of internal wage payment processes for compliance with FLSA/Wage & Hour regulations and applicable aspects of IRC. - Analyzes results of audits and formulates recommendations regarding any findings.--- In partnership with the Executive Director, acts in a coordination capacity with an external agency that engages in auditing, compliance investigation, or other activities related to human resources and/or employment/employees, (e.g., ICE audit of I-9s). - --- When delegated to do so, acts as the legal liaison in employment-related matters which may include acting in a coordination capacity regarding preparing and arranging presentation of documentary and other evidence needed by retained legal counsel for an administrative proceeding.--- Provides oversight and direction to the HRIS Specialist regarding submission of, and data pull from benchmarking/salary/other surveys for use in informed decision-making regarding contemporary wage/salary, benefits, operational staffing plans and the like.III. HR Team Service and Support: - --- Accountable for functioning as an effective member of the HR Team in the provision of quality service, support, and continuous process improvement. --- Provides basic interpretation of various HR-related regulations, policies, procedures, practices, etc. for Administrators, Managers/Supervisors, and employees; may be requested to provide such information in small-group settings as well as individually.--- Trains cross-functionally with other members of the HR team to ensure complete coverage of all functions and continuity of operations. - - - ---- Supports the HR Team in conducting annual events such as Benefits Fair and Employee Recognition Reception. --- Actively participates on various in-house teams/cross-functional work groups chartered with the responsibility for various special projects intended to add-value, increase efficiency, enhance effectiveness, improve morale, etc. of the College.Nonessential Functions: - - An employee in this position may perform some of these responsibilities on an infrequent basis. -Representing the College in various activities, committees, task teams, councils, etc., as assigned.May oversee the scheduling, assignments, and daily workflow of subordinate staff in the department. -Knowledge, Skills, and Abilities: -Strong working knowledge of employment-related regulations and applicable statutes.Contemporary knowledge general compensation plans/programs, design, plus knowledge of wage and hour state and federal laws that apply to compensation plans/programs.Knowledge of statistical methods and research methods.Knowledge and experience focusing on human resource-related research, measures, and outcomes.Ability to convey conceptual information to a variety of audiences.Proven capabilities to develop, monitor and 'dashboard' employment-related metrics via analysis of data; capable of developing, reporting and presenting HR metrics including meaningful statistics with supporting interpretations and graphical representations. -Contemporary knowledge of, and ability to interpret end apply, federal and state regulations regarding all facets of employee/employer relationships - human resources.Advanced working knowledge and ability with personal computing applications - specifically Microsoft Office Suite (e.g., Word, Excel, Outlook, and PowerPoint), Adobe products (e.g., Reader, Professional), as well as database management systems. Ability to read and interpret instructions in oral, written, or diagrammatical form (e.g., a flow chart of a process). Ability to read, interpret and consider possible applications of business literature and legal documents.Skills and abilities to perform as an organized, self-starter, and able to handle expeditiously, accurately, and confidentially the rapid receipt of communications from all sources-written, email, voice mail, one-on-one with attention to detail; able to act on own initiative while exercising reasonable judgment.Excellent customer service skills; ability to communicate clearly with a variety of people, in one-to-one and small group settings - either face-to-face, by telephone, or by other electronic means - ability to communicate in an informative manner, effectively listen, and be able to handle escalating situations with concern and confidence.Ability to support time-based requests; able to function effectively in a multi-tasking, fast-paced environment with deadlines, frequent interruptions, and some interpersonal pressure.Ability to deal effectively and professionally with people; proven capabilities in establishing appropriate professional rapport, with courtesy and tact, to accurately determine other's needs, collect necessary information, and follow-through when requested. Ability to respond to common inquiries from college faculty and staff, regulatory agencies, vendors, regional business community, and others as may be necessary.Knowledge of basic office equipment including (but not limited to) personal computer and associated peripherals, fax machine, multi-line telephone, voice recorders,

Keywords: Laramie County Community College, Cheyenne , Generalist, Senior Human Resources, Human Resources , Cheyenne, Wyoming