Client Manager in Human Resources
Columbia University New York, Human Resources
United States

Position Summary

Reporting to the Executive Director, HR Client Services, the HR Client Manager provides HR support and develops close working relationships with assigned client areas working with the HR staff, Senior Management and Department Administrators collaboratively to understand and accomplish their business objectives. Serving as a single point of service, the incumbent provides advice and counsel on all HR related matters.


Responsibilities

Assists client groups with client-specific recruitment strategies and works with them on developing relevant job descriptions/advertisements, identifying target markets, creating search plans and recruitment sources and developing an appropriate compensation package.

Provides advice on proposed re-structures, re-organizations and consolidations. Reviews current and proposed organizational structure with the client to gain a clear understanding of the reasons for the planned change. Will analyze proposed new roles relative to existing roles to determine extent of actual changes in position requirements and impact on current staff.

Provides guidance on day-to-day Employee Relations issues as well as more complex issues regarding the manager-employee relationship. Educates clients on relevant policies, procedures and practices relative to an issue(s) as well as the legal aspects and labor relations implications of various decision options. Provides model for effective performance management including coaching on positive employee relations as well as appropriate strategies for handling disciplinary issues. Provides support and expertise regarding employee development, professional growth and career mobility within the University.

Assists with Assessment of Work Force Needs. Utilizes diagnostic tools including benchmarks and metrics to help determine appropriate ratio of staff to workload. Helps design strategy to bring on new staff and deploy existing staff.

Supports Organizational/Cultural Change by assisting client with diagnosis of their existing organization/culture to determine reasons/need for change and the appropriate roles, competencies and requisite skills required to affect the new organization. Works with client to identify training needs and assists with design of curriculum to meet future requirements. Assures that all HR processes--Role Clarification, Recruitment, Hiring, Performance Management, Training & Development, Succession Planning and Recognition & Rewards--are aligned in support of cultural change as articulated.

Ensures that HR related programs are carried out in accordance with Columbia's policies and procedures and provides advice to clients and management with respect to the interpretation and application of policies and procedures.  


Minimum Qualifications

Bachelor's degree is required. A minimum of 9 years of HR Generalist experience with exposure to the following functional areas: recruiting/staffing, employee relations, employee development and retention, organizational development, compensation analysis, training/development, HR needs analysis and metrics development, performance management, talent management and career development required.

Proven excellent customer support skills with demonstrated evidence of strong business acumen. Demonstrated experience working with and providing consultation to Senior Management as a business partner on strategic and tactical HR related business issues and to work effectively in a complex matrixed environment.

Excellent communication skills and the ability to negotiate and influence others.

Must have excellent analytical and problem solving skills.

Must have the ability to work independently and handle multiple priorities and deadlines simultaneously.  


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