Library Administration - Human Resources
About the Department
As a center of intense intellectual inquiry, the University of Chicago Library aspires to be the most dynamic research and learning environment in the world, supporting the University’s commitment to research and teaching and to using its intellectual resources to help solve the world’s problems. Even as we continue to focus on building and preserving our renowned collections, the Library is assuming new roles that are vital to research, innovation, and learning at the University. In the process, we are leveraging the deep expertise of Library staff, developing services that support new avenues of research, and expanding access to and preservation of scholarly resources in ways that advance the goals of the University community and the needs of the next generation of scholars.
Reporting to the Director of Library Human Resources, the Human Resources Generalist will serve as principal aide to the Director of Library Human Resources, performing a significant portion of day-to-day Library HR tasks and taking lead on assigned HR strategic initiatives and/or projects. Specifically, this position will lead the student and staff recruitment process and in partnership with other Library stakeholders and University Human Resources, provide consultation on employee relations, benefits, and staff leaves of absence. The Human Resources Generalist will work closely with the HR Director to review, determine, and implement best practices in facilitating the HR goals for the Library. Responsibilities are varied and complex requiring a high degree of confidentiality, discretion, independent judgement, and initiative.
- Provides HR support to departments and division in core HR areas including divisional initiatives, talent management, recruitment, onboarding and engagement.
- Builds credible relationships across the organization to help facilitate effective employee communications, problem solving and solution-based outcomes.
- Serves as a member of Library-wide committees and manages day-to-day Workday processes.
- Works with HR Director to create, coordinate, and schedule new hire orientation for all new hires.
- Works with HR Director to engage employees and managers through succession planning, process mapping and professional development opportunities.
- Proactively alerts HR Director on all potential HR issues and prepare potential solutions.
- Provides full cycle recruitment for student and staff positions to include coordinating the creation of job descriptions with hiring manager, sourcing candidates, phone screening and interviewing. Posts positions to appropriate library sites and other appropriate venues.
- Coordinates and documents searches comprehensively which may include gathering and synthesizing information from other offices.
- Assists in identifying a diverse candidate pool through networking and outreach.
- Assists Library HR with academic recruitment process as required.
- Coordinates the on-boarding process for new hires.
- Works with the Office of International Affairs, University Human Resources and Payroll for employment matters involving work authorization.
Payroll/Time & Attendance:
- Oversees the timely processing of payroll including weekly time in Workday, payroll adjustments, and any additional extra service payments.
- Data entry of probationary increases, negotiated wage increases and annual merit increases.
Employee and Labor Relations:
- In partnership with University Human Resources and Employee and Labor Relations, provides counseling on benefits, leaves of absence, and policies (Library specific and University-wide).
- Counsels supervisors on performance management, employment law, policies and procedures, and the collective bargaining agreement.
- In collaboration with HR Director, advises management on corrective and disciplinary actions; assists in preparing for grievances, arbitrations, and responses to legal/agency complaints.
- Works with HR Director to administer performance management process, including communication and support to supervisors and employees about the process.
- Acts as a neutral party in fact-finding and investigatory meetings.
- Assists with employee recognition events.
- Serves as an advocate for HR policies, procedures and practices as well as communicate policy updates.
- Represents Library HR in various settings within the larger University at meetings and via directed communications.
- Supports staff hiring processes, including developing job descriptions, interviewing and reference checking, handling employment offers, and conducting orientation. Drafts templates and routine offer letters. Maintains appropriate human resources data and records, solving a range of straightforward problems using standard procedures.
- Provides professional support to a unit's employee/labor relations efforts, including handling grievances, disciplinary warnings, and employee complaints.
- Performs other related work as needed.
Minimum requirements include a college or university degree in related field.
Minimum requirements include knowledge and skills developed through 2-5 years of work experience in a related job discipline.
- Master’s degree.
- Human Resources Certification preferred (HRCI or SHRM certification).
- Experience as a human resource professional.
- Recruiting experience.
- Experience in a higher education environment.
- Working knowledge of employment regulations and typical human resources procedures.
- Demonstrated ability to handle confidential matters with discretion.
- Ability to manage interpersonal relationships and interact with clarity, tact and courtesy with faculty, students, and others.
- Excellent verbal and written communication skills.
- Excellent customer service skills.
- Demonstrated ability to exercise sound judgement.
- Demonstrated excellent critical thinking and problem-solving skills utilizing appropriate resources to resolve issues.
- Demonstrated attention to detail and accuracy.
- Demonstrated ability to work independently and as part of a team.
- Demonstrated ability to work on multiple projects simultaneously, set priorities, and meet deadlines.
- Ability to develop and maintain collaborative relationships with diverse constituencies.
- Demonstrated ability to coordinate the work of others.
- Labor Relations experience.
- Staff engagement experience.
- Performance management experience.
- Coaching experience.
Technical Skills or Knowledge:
- Experience with Workday or other HRIS.
- Ability to learn and use a range of position-related computer applications.
- Working knowledge of Microsoft Office.
- Foster partnership and collaboration.
- Exhibit business acumen and organizational astuteness.
- Celebrate diversity and inclusion.
- Communicate effectively and with influence.
- Demonstrate strategic agility.
- Display emotional intelligence.
- Exhibit resilience and optimize resources.
- Resume (required)
- Cover Letter (required)
- Reference Contact Information (required)
When applying, the document(s) MUST be uploaded via the My Experience page, in the section titled Application Documents of the application.
Employees must comply with the University’s COVID-19 vaccination requirements. More information about the requirements can be found on the University of Chicago Vaccination GoForward.
The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.
Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.
We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages a diversity of perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.
All offers of employment are contingent upon a background check that includes a review of conviction history. A conviction does not automatically preclude University employment. Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.