Essential Functions (continued):Employee Relations-Lead complaint investigations, working in concert with Employee and Labor Relations (ELR) COE-Investigations: Conduct complaint investigations, act as a neutral party in fact-finding and ensure confidentiality, accuracy ad timeliness to employees involved-Title IX: Escalate to ELR if inquiries involve Title IX, employment law or if questions arise regarding the Business Partner's ability to serve as a neutral investigatorEmployee Relations (continued)-Grievances: Hear step one of grievances for union employees and work with ELR on subsequent steps-Terminations: Advise on severance agreements/negotiations, conduct exit interviews for voluntary resignations, involve ELR to assist with risk mitigation or other concerns and work with HR Systems Specialist to ensure employee is terminated in appropriate timeframeOnboarding/Offboarding-Complete pre-hire steps necessary to onboard a new employee-New Hire Experience: Work with hiring managers and HR System Specialists to determine system access and hardware needs for new/transfer employees and ensure transactions are completed accurately within the expected time-frame-Ensure proper procedures are followed when an employee is exiting-Off-boarding: Conduct exit interviews, providing feedback to unit management, ensure compliance for hardware retentionTraining-Manage activities related to training-Advancement: Support employee transition to next level skill or knowledge advancement -Internal Courses: Develop, deliver or facilitate courses for local unit-Educational Opportunities: Leverage Workday reporting functionality and manager discussions to identify learning opportunities and create resources to minimize gapsCompensation-Facilitate annual process and provide guidance to unit leadership in partnership with HR COEs-Job Evaluation: Review and assess job profiles of staff on quarterly basis to ensure reflective of current roles and responsibilities as this is the basis for all pay decisions-Analysis & Consultation: Review base pay level of competitiveness on quarterly basis, create short and longer term pay plans to ensure base pay aligns with external market data and internal peer data -Pay-for-Performance: Complete alignment reviews and make recommendations surrounding merit, equity adjustments and lump sum awards Data Analytics/Integrity-Analyze data from strategic perspective, as well as for compliance with applicable laws and University policies for current and former employees-Exit Analysis: Draw conclusions based on exit interviews and utilize information as proactive inputs to communication, retention, or engagement strategies-Security: Audit data in to ensure integrity and data protection standards are met Compliance-Ensure accuracy of records and processes in accordance University policies and practices-System Specific Transactions: Initiate personnel actions in University systems (e.g. personnel changes, requests, job changes) and approving personnel actions-Leave Administration: Counsel employee on request for leave, manage communications between leave administration/unit/employee
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