Job Listings

HR Officer

Company:
Colorado State University
Job Location:
Fort Collins, Colorado
Category:
Human Resources
Position Location
Fort Collins, CO

Research Professional Position: No

Posting Number: 202101135AP

Position Type: Admin Professional/ Research Professional

Classification Title
Prof/Indiv Contrib I

Number of Vacancies: 1

Work Hours/Week: 40

Proposed Annual Salary Range
$55,000 - 77,250

Employee Benefits

Colorado State University (CSU) is committed to providing employees with a strong and competitive benefits package that supports you, your health, and your family. Visit CSU's Human Resources website for detailed benefit plan information for permanent full-time and part-time faculty and administrative professional employees in the following University benefit areas: https://hr.colostate.edu/hr-community-and-supervisors/benefits/benefits-eligibility/ & https://hr.colostate.edu/prospective-employees/our-perks/.

Desired Start Date
01/03/2022

To ensure full consideration, applications must be received by 11:59pm (MT) on
10/25/2021

Description of Work Unit

This position will provide shared services support for the Division of IT and CSU Libraries (and associated units, e.g., Geospatial Centroid, etc.)

The Division of Information Technology, the central IT organization for Colorado State University-Ft. Collins, supports the land-grant heritage of the institution as well as the university's missions of teaching and learning, research, and service. The Division of IT is responsible for delivering enterprise and campus focused IT services for the Ft. Collins campus as well as throughout the CSU-System. Areas of responsibility include Research IT, Application Development and User Support Services, Academic Technology, Cybersecurity & Privacy, Networking and Telecommunications, Infrastructure and Databases, Business Intelligence and Data Integrations, Administrative Applications, and Student Applications. Driven by its purpose statement: Innovating IT, Empowering CSU and its values of Community, Collegiality, Reliability, Service, and Simplicity, its team members work across the division and in collaboration with university stakeholders. Reporting to the Vice President of Information Technology/CIO, our dedicated 120-person team delivers dynamic and innovative solutions to meet the diverse needs of our students, faculty, and staff. Our work supports CSU's Principles of Community and we are committed to diversity, equity, and inclusion as we help others discover and meet their potential while aiming to set the standard for IT throughout higher education.

The Colorado State University Libraries is the heart of learning and research on campus, connecting curious minds to vital information and knowledge. The library system includes a primary library, Morgan Library, and a branch library in CSU's Veterinary Teaching Hospital. The Libraries' mission is to curate inclusive collections and provide equitable access to materials and services critical to student success, research brilliance and community engagement. The Libraries employs approximately 80 faculty and staff and 100 student employees who collaborate to meet the informational needs of users in the Libraries' physical and digital spaces.


Our divisions are committed to diversity, equity, inclusion and social justice. As part of a land grant university built on indigenous lands, we are mindful of our history and recognize that equity and social justice work requires intention, persistence and humility. We believe that improving equity and enacting social justice-among our staff, in our services, in our spaces, and in our communities-is a guiding star toward a better future.

Position Summary

The HR Officer, acting as an HR subject matter expert, will serve as a primary point of contact for the HR Shared Services Business Office and will be responsible for understanding HR practices and policies for the Division of Central IT and CSU Libraries as well as the University. This person is a specialized human resources professional responsible for the development, oversight and management of individualized departmental recruitment strategies, researching and implementing effective employee enrichment and retention strategies, performance management, onboarding and employee lifecycle management, professional development programs, internal compensation processes, and HR change processing.

This position also serves in an advisory capacity to key constituents including departments heads of Library Administration and Division of IT Management on developing position descriptions for new positions and to update and revise existing positions descriptions for faculty, state classified and administrative professional positions throughout the departments and divisions.

This position requires a wide-range of knowledge of varied human resources practices and policies, including a working knowledge of federal and state laws and regulations, as well as the ability to interpret and implement University and Departmental regulations and policies for overall compliance. This position requires the application of professional HR knowledge and theory in a complex and ever changing environment. This person will report to the Human Resources leader in the Division of Central IT and will be asked to create, manage, and be accountable to HR initiatives across both divisions.

Successful candidates will have a strong work ethic, an internal customer focus and the skills and flexibility to interact effectively with a range of people, such as faculty, researchers, central HR personnel, university administrators, departmental staff and students.


Required Job Qualifications
  • Bachelor's degree in human resources or closely related field or any bachelor's degree and two years of professional HR experience. Candidates with a high school diploma (or GED) and equivalent (6+ years) professional experience will be considered for employment and are encouraged to apply.
  • Demonstrated experience effectively managing multiple projects, priorities, and tasks utilizing effective organization and/or project management techniques.
  • Demonstrated high-level communication skills and ability to effectively relate complex information to a diverse audience
  • Personal and professional commitment to diversity and inclusion as demonstrated by involvement in teaching, research, creative activity, community engagement, service, or diversity and inclusion activities or initiatives.
Preferred Job Qualifications
  • HR/Payroll experience in an higher education environment.
  • Master's degree in human resources, business administration, organizational development, or a related field.
  • 4+ years of progressively responsible professional experience in HR.
  • Experience and proficiency with Oracle HR System and/or PeopleAdmin Talent Management System.
  • Professional certification such as PHR/SHRM-CP
Diversity Statement

Reflecting departmental and institutional values, candidates are expected to have the ability to advance the Department's commitment to diversity and inclusion.

Job Duty Category: Recruitment and Workforce Planning

Duty/Responsibility
  • Analyze existing workforce and identify areas for proactive recruitment efforts. Conduct forecasting of future staffing needs and create solutions to areas of foreseeable staffing gaps. Partner with Senior Leadership to determine what course of action will create the most value for the department and align with the strategic goals, while maintaining thoughtfulness of equity and compliance parameters. Determine if succession planning or professional development is needed.
  • Manage divisional recruitment efforts including most effective promotion strategies/venues, developing effective interview questions, and enforcing best practices on the candidate recruitment experience. Provide recruiting support to other departments.
  • Direct and inform hiring managers on employment types and options. Seek creative and appropriate staffing plans with hiring managers to meet the strategic needs of the unit and Division.
  • Review and provide guidance on effective position description writing. Conduct position analysis when necessary, guide on best practices for minimum and preferred qualifications to ensure qualified talent will apply and not limit the pool, and ensure best practices. Serve as the initiator, reviewer of position descriptions, and provide oversight of TMS processes and up to date tracking of time to hire metrics. With the approval of the VP for Human Capital, serve as an Equal Opportunity Coordinator for the departments and divisions, when possible, to ensure EO/AA compliance. Develop relevant recruitment documents, create offer letters, and workload memos.
  • Create postings, conduct screenings, and submit eligibility list for student employees.
  • Responsible for determining, creating, and enforcing departmental staffing procedures.
Percentage Of Time: 40

Job Duty Category: Performance Management and Career Progression

Duty/Responsibility
  • In collaboration with Senior Leadership, create, refine and manage effective and constructive performance evaluation processes for Administrative Professional and Faculty for divisions. Enforce and improve on State Classified processes.
  • Create and communicate performance evaluation requirements for faculty and Administrative Professional.
  • Provide training on performance evaluation expectations and best practices.
  • Guide and instruct leadership and supervisors on proper handling of personnel matters and provide resources for performance concerns or workplace behavior issues, such as corrective actions or letters of expectations. When appropriate, coordinate procedures with HR, OGC, and OEO on issues of relevance (ex: termination processes, discrimination claims, ADA, etc.).
  • Responsible for change management efforts to ensure smooth transitions and adoption of strategic or mandated changes.
  • Identify opportunities and create professional development plans for managers and then refer to relevant training opportunities within and external to CSU.
  • Provide first line, proactive training, expertise, and outreach for employee relation issues with intent of resolving problems at department level before escalating to HR leader.
  • Gather data and metrics to identify culture and workplace concerns. Identify opportunities, design and develop strategies to improve on the cultures, implement and gather data and metrics to determine effectiveness. Continually look for new ways to enhance the work environment to ensure an engaged and productive workforce.
  • Ensure values are created and known by departments and that they align with the vision, mission, and values of the Divisions.
  • Provide coaching and training on effective coaching techniques, proper documentation, ADA processes, FMLA processes, appropriate workplace behavior, interpersonal conflict resolution, etc.
  • Collaborate with the HR leader on Division-wide initiatives.
  • Maintaining a high level of confidentiality and expertise, become a trusted resource for employees to advise on and refer to appropriate CSU resources (e.g., EAP).
Percentage Of Time: 25

Job Duty Category: Onboarding, Off-boarding, and Retention

Duty/Responsibility
  • Responsible for onboarding of new employees. Utilize the existing framework to develop a robust and consistent onboarding experience, while ensuring flexibility for departmental/unit nuances. Responsible for initial onboarding communications. Guide and inform hiring managers of the process for stewarding new employees through their first year of employment. Follow up and ensure processes are being adhered to and enforce procedures to ensure an optimal employee experience. Continually review and provide best practices and review new industry trends to determine if application is appropriate.
  • Identify and advise on career development opportunities for new faculty and staff members to increase retention rates and to fill department knowledge gaps.
  • Conduct exit surveys for all voluntarily separating faculty and staff. Review data, create reports, and identify trends based on the data. Implement solutions to aid in the retention of talent and coach existing supervisors on areas of improvement. Seek opportunities that can be scaled to a Division-wide initiative and work with the HR leader to identify systemic trends.
  • Process off-boarding for exiting employees. Ensure smooth transition plans have been established and identify ways to bridge gaps. Establish off-boarding processes to apply industry best practices and to ensure consistency among the departments.
  • Review retention strategies for key positions. Determine ways to gather information and analyze data to determine ways to grow and retain key talent within the departments. Design, develop, and implement retention programs and evaluate the effectiveness.
  • Create and facilitate department and faculty/staff-specific new hire orientations, including departmental/unit specific resources as part of onboarding process.
Percentage Of Time: 20

Job Duty Category: Professional Development and Other Duties as Assigned

Duty/Responsibility
  • Engage in professional development that incorporates goals, career paths and competency areas.
  • Attend conferences, seminars and workshops to ensure continued professional development
  • Participate on campus committees, councils and user groups to increase campus-level Participate in local, state, and national activities for relevant professional associations
  • Reflecting departmental and institutional values, participate in diversity initiatives to advance the Department's commitment to diversity and inclusion.
Percentage Of Time: 15

Special Instructions to Applicants

To apply, please submit a cover letter that addresses the minimum and preferred qualifications, a resume, and the names and contact information for three references. References will not be contacted without prior notification of candidates.

Conditions of Employment
Pre-employment Criminal Background Check (required for new hires)

Search Contact
Olivia Robinson, oliviamr@colostate.edu

EEO Statement

Colorado State University is committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, gender identity/expression, or pregnancy in its employment, programs, services and activities, and admissions, and, in certain circumstances, marriage to a co-worker. The University will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Colorado State University is an equal opportunity and equal access institution and affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Colorado State laws, regulations, and executive orders regarding non-discrimination and affirmative action. The Office of Equal Opportunity is located in 101 Student Services.

The Title IX Coordinator is the Director of the Office of Title IX Programs and Gender Equity, 123 Student Services Building, Fort Collins, CO 80523-0160, (970) 491-1715, titleix@colostate.edu.

The Section 504 and ADA Coordinator is the Director of the Office of Equal Opportunity, 101 Student Services Building, Fort Collins, CO 80523-0160, (970) 491-5836, oeo@colostate.edu.

The Coordinator for any other forms of misconduct prohibited by the University's Policy on Discrimination and Harassment is the Vice President for Equity, Equal Opportunity and Title IX, 101 Student Services Building, Fort Collins, Co. 80523-0160, (970) 491-5836, oeo@colostate.edu.

Any person may report sex discrimination under Title IX to the Office of Civil Rights, Department of Education.


Background Check Policy Statement

Colorado State University strives to provide a safe study, work, and living environment for its faculty, staff, volunteers and students. To support this environment and comply with applicable laws and regulations, CSU conducts background checks. The type of background check conducted varies by position and can include, but is not limited to, criminal history, sex offender registry, motor vehicle history, financial history, and/or education verification. Background checks will also be conducted when required by law or contract and when, in the discretion of the University, it is reasonable and prudent to do so.

Minimum References Requested
3

Maximum References Requested
3
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