Senior HR Generalist - Grainger Engineering HR Shared Services

Senior HR Generalist - Grainger Engineering HR Shared Services

The Grainger College of Engineering seeks experienced human resources professionals to join Engineering HR Shared Services (HRSS) as Senior Human Resources Generalists. These senior-level positions present a unique opportunity to serve as a trusted HR advisor within one of the nation's premier engineering colleges, providing strategic consultation and operational support across a diverse portfolio of departments, research centers, and administrative units.

These positions are responsible for managing a variety of human resource activities, providing strategic guidance on a variety of human resource activities, and managing complex human resource related issues. Preference will be given to candidates with progressive university experience and demonstrated expertise in recruitment, employee relations, and HR consulting. One position will be tasked with supporting the Discovery Partners Institute (DPI) in Chicago, with occasional travel required to support HR initiatives and employee engagement at the institute.

Duties and Responsibilities:

Recruitment & Talent Acquisition

• Responsible for independently coordinating search, hiring, and onboarding processes for roles at all levels in all employment categories applicable to the unit, including recruitment efforts.
• Communicate with applicants and new hires, facilitating interview, hiring, and onboarding processes including work authorization.
• Communicate and implement search procedures aligned with best practices and compliance needs, advising search committees and hiring managers.
• Contribute to overall hiring plans, providing guidance on search strategies aligned with talent needs (e.g., multi-level searches, search timing).
• Responsible for aligning recruitment and advertising efforts with unit and university branding efforts.

Appointments Management

• Responsible for managing employee appointments and records, and the interaction between multiple types of appointments to result in appropriate pay and employee status information.
• Enters routine and non-routine data, pulls routine and non-routine reports, developing new reports as needed. Ensures accuracy of input data, resolves any discrepancies, considers long-term data retention and data integrity.
• Participate in appropriate systems testing and provides feedback.

Labor & Employee Relations

• Provides guidance to supervisors on performance management practices and issues.
• Recommends interpretation of collective bargaining agreement language and corrective actions to performance issues under administrative supervision.
• May infrequently participate in contract negotiations.
• May serve as a resource to lower-level staff.
• Facilitates accommodations and conflict resolution efforts. Resolves supervisor/employee conflicts requiring intervention or consultation with either party.

Payroll & Time Reporting

• Process all payroll and timesheets. Process all required pay adjustments. Acts as a resource for other HR professionals on applicable processes and policies. Develop and implement related guidelines and process improvements.
• Informs and advises employees on complex regulations/policies relating to time reporting and payroll.

Leave Management

• Responsible for overall unit management of FMLA, PLFA, or other managed leave categories. Develop and implement related guidelines and process improvements.
• Counsel and resolve complex or sensitive issues related to leave. Informs and advises staff on complex regulations/policies relating to leave usage.

Job Classification & Analysis

• Oversees job classification and analysis processes for designated groups.
• Assists with the development of internal-to-unit classification strategies.
• Provides expertise on job analysis and…