Location: Cincinnati, OH
The New York Times calls “the most ambitious campus design program in the country. ” With the launch of Next Lives Here, the Cincinnati Innovation District, a $100 million Jobs Ohio investment, nine straight years of record enrollment, global leadership in cooperative education, a dynamic academic health center and entry into the Big 12 Conference, UC’s momentum has never been stronger.
UC’s annual budget tops $1.65 billion and its endowment totals $1.8 billion. Job Overview The Talent Management team in UC’s Central Human Resources office is seeking applications for a Senior HR Coordinator. This position will report to the Director of Talent Acquisition. The role will support the Performance
Management Processes for the University, providing subject matter expertise along with technical and administrative support for the system. In addition, this person will provide broad Success Factors administrative and reporting support for the team.
The successful candidate will possess strong customer service and problem-solving skills. An affinity for technology and an interest in data will also be important in this role. In addition, you will support the University’s mission and commitment to excellence and diversity in our students, faculty, staff, and all other activities. This position provides the opportunity to have an impact not only in HR, but with talent across the university.
Essential Functions Manage and facilitate the Success Factors performance management system and processes University wide.
Act as Subject Matter Expert for both the system and associated processes, supporting colleges and business units through the review cycle. Complete updates and perform testing in the Success Factors system. Build reports in Success Factors. Analyze and share data. Review and perform updates to the Talent team’s Bearcat Landing pages. Ensure content is kept up to date and changes are made as needed. Assist with implementing policies to ensure compliance with federal and state regulations. Coordinate project management functions for a unit.
Work with Talent Acquisition on job postings, recruitment, and selection process. May prepare job postings to fill vacancies. Must maintain confidentiality with high level of integrity. Responsible for accurate and timely storage of HR-related documents in accordance with UC’s Records Retention Schedule. May provide direct and/or indirect supervision to exempt and non-exempt staff (i. e. hiring/firing, performance evaluations, disciplinary action, approve time off, etc. ). Perform related duties based on departmental need. This job description can be changed at any time. Required Education Bachelor’s Degree Seven (7) years of relevant work experience and/or other specialized training can be used in lieu of education requirement.
Additional Qualifications Considered Bachelor’s degree in human resources, business, or other applicable field of study. Experience with performance management processes. Experience analyzing data and reviewing reports. Intermediate Excel Skills. Affinity for technology. Success Factors and SAP experience a plus. Any other Applicant Tracking system experience also a plus. Required Experience Three (3) years of Human Resources experience. Physical Requirements/Work Environment Office environment/no specific unusual physical or environmental demands.
Compensation and Benefits UC offers a wide array of complementary and affordable benefit options, to meet the financial, educational, health, and wellness needs of you and your family. Eligibility varies by position and FTE. Competitive salary range between $50,000 to $55,000, dependent on the candidate's experience. Comprehensive insurance plans including medical, dental, vision, and prescription coverage. Flexible spending accounts and an award-winning employee wellness program, plus an employee assistance program.
Financial security via our life and long-term disability insurance, accident and illness insurance, and retirement savings plans. Generous paid time off work options including vacation, sick leave, annual holidays, and winter season days in addition to paid parental leave. Tuition remission is available for employees and their eligible dependents. Enjoy discounts for on and off-campus activities and services. As a UC employee, and an employee of an Ohio public institution, if hired you will not contribute to the federal Social Security system, other than contributions to Medicare.
Instead, UC employees have the option to contribute to a state retirement plan (OPERS, STRS) or an alternative retirement plan (ARP). To learn more about why UC is a great place to work, please visit our careers page at www. uc. edu/careers. html. For questions about the UC recruiting process or to request accommodations with the application, please contact Human Resources at University of Cincinnati, as a multi-national and culturally diverse university, is committed to providing an inclusive, equitable and diverse place of learning and employment. As part of a complete job application you will be asked to include a Contribution to Diversity and Inclusion statement.
The University of Cincinnati is an Equal Opportunity Employer. REQ: 94989 SF: OMJ SF: RM SF: HEJ, SF: INS SF: HERC SF: DIV SF: LJN SF: IHE
is responsible for developing and executing human resource strategy in support of the overall strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation.
The Human Resources Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resources department, ensuring legal compliance and implementation of the organization? s mission and talent strategy. The HR Director performs all aspects of the Human Resource function including recruitment/retention, termination, benefits, compensation
management, learning & development. Other responsibilities of the position include: Provides strategic leadership by articulating HR needs and plans to the executive team, stakeholders, and the HR Advisory Committee.
Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals. Administers procedures to maintain legal compliance with applicable employment laws, which may include COBRA, ACA, HIPAA, FLSA, ADA, EEO, FMLA, Workers? Compensation, etc. Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation,
and benefits. Function as a strategic business advisor to the executive/senior management of each department regarding key organizational and management issues.
Monitors and ensures the organization? s compliance with federal, state, and local employment laws and regulations and recommends best practices; reviews and modifies policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, resources to senior management and all HR compliance requirements. Develop, implement, and coordinate comprehensive compensation and benefits plans that are competitive and cost-effective.
Responsible for all phases of the hiring process, including recruitment, selection, and onboarding to meet agency staffing needs; develops and executes best practices for hiring and talent management. Coordinate with insurance carriers, brokers, and third-party administrators to backss coverage, problem solve. Develops communication materials to concisely convey information to staff, including internal newsletters, memos, mailings, and presentations. Coordinates agency activities to enhance employee relations and morale.
Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization? s human resource compliance and strategy needs. Complete probationary and annual performance evaluations. Develop performance improvement plans, including recommendations for termination as necessary for assigned Human Resources staff. Promote a diverse, culturally competent, and respectful workplace that eliminates discrimination, harassment, or favoritism and adheres to zero tolerance. The ideal candidate will be a high-energy self-starter with the ability to work seamlessly with team members of all departments and levels.
Other requirements of this position include: BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred. A minimum of 7 years of HR experience, with at least 3 years of HR Generalist experience. SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred Excellent verbal, written, communication, interpersonal and conflict resolution skills. Thorough knowledge of employment-related laws and regulations.
Knowledge of and experience with various HRIS systems. Proficient with Microsoft Office Suite or related software Bethany House Services provides comprehensive family-centered homelessness services, all of which are provided by staff trained in trauma-informed care and focused on empowering families to reach self-sufficiency. Our holistic services including prevention of homelessness, emergency shelter, housing programs, comprehensive case management, post shelter support, and permanent affordable rental housing address a family? s current needs and seek to prevent repeat episodes of homelessness.
Shelter Diversion prevents families with adequate resources from becoming homeless, while post-shelter support prevents a recurrence of homelessness. Our emergency shelters provide safety, food, clothing, case management, children? s programs, and adult life skills classes for families who are actively experiencing homelessness. Rapid re-housing programs, considered to be the best housing practice for alleviating homelessness, provides financial assistance and supportive services with the goal of stabilizing the family as quickly as possible. Bethany House serves parenting and pregnant youth through the HUD-funded Youth Homelessness Demonstration Program, which moves high-risk young parents into housing as quickly as possible.
Bethany House also owns 24 units of affordable housing in Westwood, most of which are occupied by families supported by a single female head of household. Are you ready to join a strong team committed to consistent quality, working together, and creating innovation to exceed our clients? high standards? Apply online by emailing. Be part of our future!
areas such as employee engagement, change management, employment branding, recruitment, on-boarding, culture, policies, compensation, performance management, employee relations, training, and learning and development. Primary Functions: Lead people-related initiatives, including training, staffing, talent acquisition, and employee relations.
Maintain a high level of contact and visibility with team members at all levels to foster respectful, trusting, and credible relationships. Serve as an advocate for multiple stakeholders to ensure a fair and comprehensive backssment of perspectives and options. Collaborate with hiring managers and recruiters to promote the employment brand and
establish strategies to build the talent pipeline and attract qualified and diverse candidates. Ensure EEO compliance. Partner with the Learning and Development Director and HR Leadership to enhance management learning and implement change, development, and culture initiatives.
Communicate all HR programs and organization policies effectively. In partnership with the Director of Human Resources, investigate employee relations issues, complaints, and conflicts in the workplace. Generate appropriate documentation and follow-up. Provide guidance to team members and management. May need to consult legal counsel support when necessary. Make recommendations for resolution to supervisors
and individuals. Collaborate and partner with other Access regions/sites on HR planning and initiatives.
Initiate and attend HR-related meetings. Partner with HR Shared Services team on all team member transactions including new hire paperwork, status changes, benefits enrollment, and compensation changes. Secondary Functions: May be required to travel local during the business day, although out-of-area and overnight travel may be expected May support international locations as needed Demonstrate the Access Values and support the Shared Services, as needed Perform other duties as assigned or requested. Education and Years of Experience: Bachelor’s degree or equivalent (in Human Resources, a plus) required PHR/SPHR certification preferred Minimum of 6 to 8 years’ experience resolving complex employee relations issues Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws Knowledge, Skills, and Abilities: Solid HR generalist background including broad understanding of compensation, benefits, employee relations, employee engagement, regulatory compliance, employer branding, staffing, talent acquisition, and workforce planning Strong knowledge of HR related legal requirements to minimize legal risks and ensure regulatory compliance Strong working knowledge of HRIS systems Strong PC skills including MS Office applications Must be able to prioritize when presented with a long list of ‘top priority’ situations Be highly organized, and possess exceptional planning and time management skills Must possess a solid understanding of company HR policies and procedures Must have incredible attention to detail Excellent customer service orientation using a consultative approach The ability to communicate effectively and succinctly, both verbally and on paper Ability to exercise independent judgment in selecting methods and techniques for obtaining results Self-motivated, high-energy individual who can easily function in a high demand, performance-driven environment “Go-Getter” mentality that can work independently with minimal supervision to create solutions that are in alignment with the culture and strategies of the company Flexible; open to feedback and other viewpoints and options; searches for the " next right answer" Adaptable to changes in a fast-paced, changing work environment Ability to maintain high level of confidentiality Physical Requirements (lifting, etc.
): Periodic lifting up to 15 pounds. Sitting for long periods of time Use of hands for computer work Periodic standing, walking, reaching, and bending Travel to Access field locations, and record centers as required or needed Compensation: $90k + 10% IC Access considers all applicants for employment without regard to race, color, religion, interaction, gender preference, national origin, age, disability, or status as a covered Veteran in accordance with federal law.
In addition, Access complies with applicable state and local laws prohibiting discrimination in employment in every jurisdiction in which it maintains facilities. Access also provides reasonable accommodation to individuals with a disability in accordance with applicable laws. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor 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. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
41 CFR 60-1.35(c)
or fastening wheelchairs with tie-down straps. • Reviews the driver’s manifest at each pick-up and drop-off location to ensure the names of each client are listed before transport takes place and confirms with the driver that all clients have been accounted for.
• Obtains and verifies identification from a pre-authorized adult when transporting a client of a minor age to a drop-off location. • Cleans and inspects the inside of vehicles before and after each scheduled shift. • Maintains relationships with other monitors and drivers to stay informed on the behavior and/or needs of the client. • Follows procedures for response to accidents and emergency situations. • Enforces and abides
by safety rules and regulations. • Completes incident reports as needed and submits forms to management. Qualifications • Must meet physical requirements as needed to assist with the loading and unloading of students and students with special needs.
• Must pass a drug and alcohol test. • Ability to interact clearly and effectively, in both written and oral communication, with supervisor, clients, and staff. • Must presents oneself in a professional manner, showing respect towards others, consistently places needs of clients first and displays honesty and integrity both inside and outside the workplace. • Ability to handle difficult situations. Demonstrates sensitivity and care to the
needs of all clients. • Must satisfactorily complete and pass all training and attend in-service meetings in order to remain qualified.
• Must be safety conscious about the work environment and the transportation of clients.
in safety, objectives, quality, productivity, and employee engagement. Responsibilities: Respond quickly to changing business conditions, display resiliency and provide tools and feedback to help the organization and leaders stay on track. Communicate and coach the plant leadership around the successful application of policies and procedures.
Perform employee relations functions including support, coaching, and counseling regarding personnel and job-related conflicts, problem solving and dispute resolution, managing employee performance issues, and backssment of termination requests; conduct exit interviews. Facilitate employee disciplinary meetings and conduct investigations. Maintain
confidentiality, establishing and maintaining positive and effective working relationships throughout the organization. Enter new hire, employee changes, verify timesheets and payroll submission through ADP.
Responsible for maintaining employee files. Filing, scanning and administrative functions of ensuring compliance and security of employee records and files. Responsible for recruiting efforts, interview, hire, and onboard new team members ensuring the operation is staffed with high-performing team members with a focus on safety, culture, and continuous improvement. Guide and foster the culture in change leadership, balancing multiple priorities while maintaining employee engagement
and satisfaction. Administer human resource programs including but not limited to, training and development, benefits and leave administration; performance and talent management, recognition programs, and coordinate employee engagement and community events.
Conduct open enrollment and other benefits-related programs. Perform audit and compliance functions as requested. Be a team player with a strong drive to foster a positive work environment, being a champion and liaison for all employees. Continuously monitoring the " pulse" of the culture to ensure a high level of employee engagement. Effectively administer processes and plant policies that assure the plant complies with Federal and State law.
Support a 24/5 or 24/7 manufacturing environment with multiple shifts being available to all employees. Basic Qualifications: 5 years of SR HR Generalist/ HR Manager experience with strength in all HR competencies demonstrated. Highly organized, detail oriented, and ability to multi-task in a busy environment. Strong analytical, problem-solving and communication skills, including written, verbal, and interpersonal. Strong employee relations skills with the ability to interact effectively with employees at all levels. Strong knowledge of federal, state, and local employment laws.
Preferred Qualifications: Experience in a manufacturing/light industrial environment Experience as a power user with ADP Workforce Now HR certification (such as PHR/SPHR or SHRM-CP/SHRM-SCP) certification Education and Experience: Bachelor's Degree preferred. Advanced math skills needed to calculate compensation, bonuses, benefits analysis, percentages, etc. Strong working knowledge and proficiency in Microsoft Suite Applications Job Posted by Applicant Pro
