HR Employment Specialist Senior

Salary Grade

Case Western Reserve University is committed to providing a transparent estimate of the salary range available for this position at the time of its posting. The salary range is between $58,000 and $68,000, depending on qualifications, experience, department budgets, and industry data.

Employees receive more than just a paycheck. University employees enjoy a comprehensive benefits package that includes excellent healthcare, retirement plans, tuition assistance, paid time off, and a winter recess.

Job Description

POSITION OBJECTIVE

Working under general supervision of the director, with a high degree of independence, this position serves as a strategic human resources partner to university leadership, driving institutional talent acquisition strategies, high-level policy interpretation and complex employment solutions. This position is responsible for developing partnerships and creating an environment for excellence in employment services of staff talent at the university. This individual will be advising departments and schools on employment solutions, fair hiring practices, interpretation of policies, procedures, and practices, and providing professional support and consultation in decision-making on a wide range of staff employment activities. Serve as a functional team leader, delegating tasks, providing mentorship to employment staff and acting on behalf of the Director of Employment, in their absence.

ESSENTIAL FUNCTIONS

• Develop and maintain partnerships with assigned areas in achieving performance excellence; generate options and recommendations that are responsive to multiple interests, reflective of best practices, and aligned with unit goals. Develop relationships with customers and become a business partner in advising and counseling on employment and temporary staffing. Serve as the subject matter expert in interpreting university staff employment policies, labor standards and state/federal employment regulations. Develop and execute employment plans, timelines, job advertising, salary ranges, and recruiting campaigns in collaboration with assigned areas. Advocate for an efficient employment process and influence the time to fill job vacancies. Oversee and manage compliance regarding the employment process and procedures. Maintain vendor relationships and connect hiring managers with temporary agencies to meet their staffing needs. Facilitate relationships between hiring managers and search firms. Meet and conduct regular follow-up with managers to determine the effectiveness of plan implementation. (20%)
• Provide guidance and oversee screening and evaluation of job applicants while utilizing non-discriminatory AI resources and tools throughout the employment process. Develop and approve an evaluation rubric with job related criteria to support the assessment applicant qualifications. Ensure an appropriate review and analysis of applicant qualifications against job requirements. Author and update recruitment procedures, interview guidelines, and compliance protocols. Instruct hiring teams on maintaining all pertinent applicants and interview data in the Human Resources Information System (HRIS). Ensure hiring manager is connected with the VISA Office regarding necessary steps and expenses for hiring staff who require sponsorship. (15%)
• Oversee the administration and compliance of the background screening process for job finalists; including criminal background check, degree verification, reference checks, etc. Provide guidance and/or conduct reference checks, as well as facilitate and assess criminal background check information. Make recommendations and advise on candidate¿s employability based on the background screening checks and other pertinent data. (15%)
• Negotiate job offers and employment terms on behalf of the university. Analyze compensation data and approve salary offers. Determine competitive offer structures, and approve non-standard salary offers within university parameters. Partner with Compensation Analyst on high-level salary exceptions and critical talent placements. Ensure compliance with established university guidelines. Persuade and convince candidates to join the university through highlighting an employer value proposition. Prepare and deliver official employment letters and various correspondence. Create and assemble a variety of offer packages with onboarding materials for new staff employees. Schedule health screening and physicals for certain positions. Ensure a smooth on-boarding process for new employees and a seamless transition for transferring employees. Provide guidance to new employees who are relocating to Cleveland, Ohio area. (15%)
• Advise hiring managers and committees in outreach efforts and sourcing qualified candidates and developing a qualified pool of applicants. Research and recommend new sources for active and passive candidate recruiting. Recommend actions to build networks and find qualified passive candidates. (5%)
• Serve as an expert resource to the employment team; mentor and guide the employment team in delivering superior service; create an environment of teamwork, support, and collaboration. Manage situational training and provide solutions for escalated issues and concerns. Act on behalf of the employment director during absences. (5%)
• Professionally represent the university at job fairs, career days, conferences, and other events to promote Case Western Reserve University and to attract potential candidates. Develop working relationships with local agencies and colleges to aid in recruiting. Network through industry contacts, association memberships, trade groups and employees. Locate and document where to find ideal candidates. Boost public relations by establishing a recognizable ¿employer of choice¿ reputation for the university, both internally and externally. Communicate with managers and employees regularly to establish rapport, gauge morale, and explore new candidate leads. Create contacts within industry. Attend local professional meetings and membership development meetings. Maintain contact with possible future candidates. (5%)
• Create and deliver a variety of training programs related to recruitment and selection, e.g. employment laws and regulations, employment process and workflow, employment technology and artificial intelligence (AI) tools. (5%)
• Lead university wide HR Employment technology initiatives, directing the functional design, AI integration, user acceptance testing, and continuous optimization of the HRIS/HCM recruitment system in collaboration with U-tech partners. Provide training to the HR Service Center for posting approved job openings in the HRIS. Lead efforts in implementing content updates for the employment website. Develop and maintain FAQs, reference guides, resources, and tools for applicants and managers. (5%)
• Provide direction and encouragement to laid off employees and priority candidates. Meet with the individual to discuss job opportunity searches on campus and advice to navigate the process. Connect priority candidates with hiring managers. Facilitate a smooth transition of transferring the laid off employees or priority candidate into new positions. (5%)
• Develop and enhance methods to solicit feedback from hiring managers, administrators and other customers while utilizing AI-driven tools and assessments. Manage and administer satisfaction surveys to hiring managers with quantifiable goals and actionable feedback. Utilize data to evaluate services such as timeliness, communication, and quality. Summarize results and present recommendations and strategies to improve processes and enhance the employment image and reputation. Collaborate and share trends with human resources management, hiring managers, and other interested parties. (5%)

NONESSENTIAL FUNCTIONS

• Participate in HR department staff meetings, HRA Meetings, HR department projects, and Employment team projects. (<1%)
• Keep abreast of Human Resources trends and changes in state and federal laws, regulations, and legislation that impact Employment. (<1%)
• Participate in and support HR events (e.g., Benefits Fair, Staff Service Awards). (<1%)
• Perform other duties as assigned. (<1%)

  CONTACTS

  Department: Frequent contact with co-workers in employment for collaboration and consultation. Regular contact within all other functional areas of human resources for collaboration.

  University: Collaborate and coordinate employment process throughout the campus community with key areas, such as the Attorneys office, Health Services, and Environmental Health and Safety. Frequent contact with faculty, hiring managers, staff and internal applicants to guide staff employment policy and procedure.

  External: Frequent contact with external applicants interested in career opportunities at Case Western Reserve University. Regular contact with recruiting networks and job candidates regarding employment matters, and candidates¿ references for background verification. Contact with professional references, organizations, and vendor partners. Occasional contact with peer institutions and other organizations when researching, soliciting and/or providing data.

  Students: Little or no student interaction.

  SUPERVISORY RESPONSIBILITY

  No direct supervisory responsibility. Providing mentoring, coaching and delegation to HR Employment staff.

  QUALIFICATIONS

  Education / Experience: Bachelors degree required and 3 years of related experience, preferably in human resources and/or employment activities. Or high school education and 7 or more years of related experience. HR generalist experience or college coursework in Human Resources preferred. Professional HR certification (SHRM-CP/SCP or PHR/SPHR) preferred.

  REQUIRED SKILLS

  • Knowledge of recruiting techniques/methodology and understanding of employment laws and regulations (e.g. FCRA, EEOC, etc.)
  • Demonstrated ability to exercise independent judgment and discretion on sensitive management inquiries. Ability to identify and resolve problems in a timely manner; gathers and analyzes information skillfully; develops and recommends alternative solutions; works well in individual and group problem solving situations.
  • Ability to manage difficult customer situations; responds promptly to customer needs.
  • Strong interpersonal skills and ability to communicate with individuals at all levels. Ability to speak clearly; listens and obtains clarification; participates in meetings. Writes clearly and informatively; presents numerical data effectively; able to read and interpret written information. Approaches others in a tactful manner.
  • Ability to support organization by following policies and procedures; understands implications of decisions; completes tasks correctly; supports organizations goals and values. Works with integrity and ethically; upholds organizational values. Displays willingness to make decisions; exhibits sound and accurate judgment; supports and explains reasoning for decisions; includes appropriate people in decision-making process; makes timely decisions
  • Ability to prioritize and plan work activities; uses time efficiently. Able to deal with frequent change, delays, or unexpected events.
  • Demonstrates accuracy and thoroughness; looks for ways to improve and promote quality.
  • Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
  • Advanced knowledge of compensation structures, talent analytics, and HR technology management. Ability to read, analyze, interpret and present the most complex results/findings. Ability to respond effectively to the most sensitive and confidential management inquiries or complaints. Analytical ability to collect, research and synthesize various data; use of intuition and experience to complement data.
  • Ability to apply mathematical operations for salary and pay calculations.
  • Ability to meet consistent attendance.
  • Ability to interact with colleagues, supervisors, and customers face to face.
  • Willingness to learn and utilize artificial intelligence (AI) tools and technologies; working knowledge of Microsoft Office application (Word, Excel and Access); knowledge of webpage maintenance; knowledge of HR information systems (PeopleSoft and/or Oracle HR database system preferred); proficient in the use of the internet.
  • Demonstrated history of successful support, education, and advocacy for all students, aligned with the values, mission, and messaging of the university, while adhering to the staff policy on conflict of commitment and interest.

  WORKING CONDITIONS

  The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually moderate. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is occasionally required to stand and walk. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  Hybrid Eligibility

  This position is eligible for hybrid work arrangement up to two remote days per week at the discretion of the department. New employees may begin a hybrid schedule upon approval from the supervisor, successful completion of an orientation period and signing the remote work checklist certification form.

  EEO Statement

  Case Western Reserve University is an equal opportunity employer. All applicants are protected under federal and state laws and university policy from discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, national or ethnic origin, protected veteran status, disability, age and genetic information.

  Reasonable Accommodations

  Case Western Reserve University complies with the Americans with Disabilities Act regarding reasonable accommodations for applicants with disabilities. Applicants requiring a reasonable accommodation for any part of the application and hiring process should contact the CWRU Office of Equity at 216-368-3066 to request a reasonable accommodation. Determinations as to granting reasonable accommodations for any applicants will be made on a case-by-case basis.

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