Human Resources Partner: Performance Management and Employee Development
Robert Morris University
- Organizational Development
Robert Morris University (RMU) is looking for a dynamic Human Resources (HR) Partner who is dedicated to being a change agent within the organization while aligning our HR processes to the organization’s core values. This independent thinker will be responsible for handling employee training and development with all level employees, incorporating performance management into the framework of the organization and helping RMU value their employees through creative recognition programs. RMU seeks an individual who can take ownership of building new programs from the ground up while juggling a high volume of detailed work in our small HR group. The ideal candidate is one who has experience in these HR functional areas and has designed new HR systems software. If you are motivated by an opportunity to be an integral part of strategic change, this is the position for you. Please tell us in your cover letter and resume why you are the perfect candidate for this unique and exciting role.
This position will lead and coordinate the development and assessment of the university's performance management, recognition, and learning and development programs. Partner with university constituents to create a continuously learning culture. Manage the employee exit and employee change processes.
Special projects include assisting with the design of a university-wide learning and development program, developing a best practice staff performance management program, redesigning the staff employee recognition programs, and enhancing the current exit interview process.
1. Performance Management:
- Lead and coordinate the performance review process and assess its effectiveness. Ensure that the entire organization participates in the process.
- Coach employees and managers on how to write and evaluate individual employee’s goals that align to a specific department’s goals and the RMU strategic plan.
- Coach managers on how to give positive and negative constructive feedback with an emphasis on developing employees.
- Maintain current knowledge of effective performance review systems. Enhance process and program as necessary.
2. Learning and Development:
- Lead and coordinate New Employee Orientation.
- Conduct surveys to assess organizational learning and development needs.
- Coach employees and managers on development opportunities for employees so that they can grow in their current and into future positions.
- Design training programs based upon organizational learning and development needs and the RMU strategic plan.
- Design marketing materials and instructional guides/educational materials aligned with course objectives while preserving RMU branding.
- Coordinate training program logistics and resources such as booking speakers, reserving rooms, requesting catering, coordinating training materials, etc.
- Continuously review and analyze effectiveness of learning and development programs. Enhance process and programs as necessary.
3. Employee Recognition Programs:
- Develop effective employee recognition programs.
- Coach managers on how to informally and formally recognize employees for performance that aligns to RMU’s core values.
- Conduct effectiveness surveys and continuously review and analyze recognition programs. Enhance programs as necessary.
- Continuously develop new employee recognition programs that support RMU’s core values and strategic plan.
4. Employee Changes:
- Consult with managers on all aspects of employee changes including re-organizations, promotions, salary increases, title changes, department moves, etc.
- Consult with managers on writing and updating position descriptions.
- Follow department procedures for salary reviews and administration.
- Coordinate all paperwork processes related to ensuring that employee changes are handled accurately and in a timely manner.
- Work with HRIS and Information Technology to automate these processes.
5. Exit Interviews:
- Coordinate employee exit interviews including scheduling and conducting interviews and following procedures for data transfer, account transfers, and university-owned equipment transfers.
- Utilize critical feedback from interviews to enhance employee development programs.
- Continuously review and analyze effectiveness of exit interviews. Enhance process as necessary.
6. Succession Planning
- Partner with organizational units to identify key roles, assess the capability of the incumbent, and identify potential successors.
- With management, develop plans to ensure the readiness of potential successors. Review periodically.
7. Other duties and responsibilities as assigned.
- Bachelor’s degree in a related field is required. Preferred degree will be in business administration, human resources, or organizational leadership.
- Master’s degree is preferred.
- Current knowledge of employment laws is required.
- 5+ years of experience with performance management, succession planning, training and development and employee recognition is preferred.
- SHRM-CP or SHRM SCP is preferred
- Experience working in a higher education environment is preferred.
- Strong project management skills.
- Demonstrated ability to develop new programs and processes from the ground up.
- Ability to think creatively to develop new, innovative programs.
- Excellent relationship building and consultative skills with the ability to partner with, influence and negotiate with internal customers.
- Excellent oral and written communication skills. Ability to interact with all levels of employees and management within the organization.
- Independent judgement with a high degree of discretion, confidentiality and integrity.
- Attention to detail and accuracy, and ability to prioritize and juggle multiple tasks in an extremely high pressured and fast paced environment.
- Ability to problem solve and function independently.
- Experience with Microsoft Office (Word, Excel and PowerPoint) is required and Google Apps is preferred. Demonstrated technical acumen to assist with the implementation of new human resources software. Willingness and passion to develop additional computer skills as needed.
Example: Bob Morris - 123456
This position description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by the employee holding this job. This position description is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position. Duties, responsibilities and activities may change at any time with or without notice.
In performance of their respective tasks and duties, all employees are expected to conform with the University’s Policy of Ethical Practice and the following: perform quality work within deadlines with/without direct supervision; interact professionally with other employees, students, customers and suppliers; work effectively as a team contributor; and work independently while understanding the necessity for communicating/coordinating work efforts with other employees and organizations.
Robert Morris University is committed to increasing diversity in our community and actively pursues individuals from all backgrounds. Additionally, RMU complies with all applicable federal, state and local laws and provides equal opportunity in all educational programs and activities, admission of students and conditions of employment for all qualified individuals regardless of race, color, sex, religion, age, disability, sexual orientation, or national origin. EOE