9d ago

Senior HR Specialist (Hybrid) - Human Resources

Washington University Danforth Campussenior

Hr SpecialistPeople

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Quick Summary

Key Responsibilities

HR Operations, Transactions & Reporting: Serves as the department's primary liaison to the Office for International Students and Scholars (OISS),

Requirements Summary

Bachelor’s degree or combination of education and/or experience may substitute for minimum education.

Technical Tools

Hr SpecialistPeople

ST. LOUIS, MO 63130

37.5

Serves as collaborative partner between the assigned Department and Human Resources (HR) to provide guidance and direction regarding University HR policies, values, benefits, compensation and applicable employment laws/regulations. Works on a consultative basis with unit leadership to improve upon HR practices to set unit up for success. Collaborates with hiring managers and advises based on current HR best practices, partnering with the Employee Relations team on more complex or escalated matters as needed. Serves as the unit's primary liaison to the Office for International Students and Scholars (OISS) on visa and international employment matters, and manages first-level review, approval, auditing, and reporting of HR transactions for the assigned unit.

Responsibilities

~2 min read

HR Operations, Transactions & Reporting:

→Serves as the department's primary liaison to the Office for International Students and Scholars (OISS), coordinating and tracking visa-related documentation and requests for international faculty, staff, and scholars.
→Monitors HR service tickets/cases for the unit through to resolution, ensuring timely follow-up and completion.
→Serves as a first-level approver for HR transactions in Workday, reviewing for accuracy, completeness, and policy compliance before routing for further approval.
→Audits HR transactions and personnel data on a regular basis to ensure accuracy and compliance with university policy.
→Runs and distributes recurring HR reports for unit and department leadership.
→Monitors HR dashboards and metrics for the unit, flagging trends or issues for follow-up.

Collaboration with the HR Centers of Expertise (COE):

→Works in close collaboration with HR COEs’ to effectively and efficiently utilize the capabilities of the central HR organization.
→Proactively partners with unit leadership to provide guidance and direction to the department managers regarding HR policies, values, benefits, compensation and applicable employment laws/regulations and policies.
→Facilitates key HR initiatives that support departmental organizational vision.

Support of the Assigned Unit:

→Elevates complex Employee Relations matters to the Senior HRBP so they can partner with Employee Relations, providing unit-level context and coordination to support timely resolution. May be asked to assist with departmental investigations on a limited basis.
→Shares existing manager training resources and communicates management best practice guidance to unit leadership as needed.
→Supports the performance improvement process, including guidance on documentation and process.
→Defines and implements quality performance management process and attains successful outcomes demonstrated by a high performing workforce.
→Assists with the development and implementation of succession planning across the Department.
→Partners with department and Compensation to provide equity and market evaluations. Updates and evaluates job descriptions. Helps perform job evaluations and maintain overall department organizational structure. Works with Compensation in determining the potential need for creating new job descriptions when existing job descriptions do not meet the department needs.
→Provides the department with advice and reporting on leaves and leave management and return to work best practices as necessary.

Staffing and Sourcing:

→Partners with Talent Acquisition to develop and execute sourcing strategies for exempt and non-exempt hiring.
→Assists with applicant screening and sourcing as necessary.
→Oversees the on-boarding and off-boarding experience for staff, students, contingent workers, postdoctoral associates/scholars, and contract labor within the unit.
→Assists with the pre-boarding process for faculty, adjuncts, students and temporary staff.

Job Location/Working Conditions:

Normal office environment.

Requirements

~1 min read

Bachelor’s degree or combination of education and/or experience may substitute for minimum education.

Master’s Degree in Business Administration, Labor Relations, or Human Resources Management.
Relevant industry-based HR experience.

Bachelor’s degree in HR, business, or a related field or equivalent years of professional experience.

No specific certification/professional license is required for this position.

Senior Professional in Human Resources (SPHR) - Society for Human Resource Management

Human Resources (5 Years) Human Resources, Recruitment, Or Related (10 Years)

Not Applicable Client Counseling, Collaborative Project Management, Communication, Confidential Data Handling, Confidentiality, Effective Written Communication, Ensure Compliance, Executive Communications, Federal Labor Law, Group Problem Solving, Human Resource Management, Human Resources Best Practices, Human Resources Policies, Human Resources Processes, Key Performance Indicators (KPI), Labor and Employment Law, Leadership, Learning Quickly, Management Trainings, Oral Communications, Organizational Planning, Policy Compliance, Recruitment Support, Talent Management

A driver's license is not required for this position.

About the Role

~1 min read

Master's degree

G13

$65,900.00 - $112,700.00 / Annually

The salary range reflects base salaries paid for positions in a given job grade across the University. Individual rates within the range will be determined by factors including one's qualifications and performance, equity with others in the department, market rates for positions within the same grade and department budget.

For frequently asked questions about the application process, please refer to our External Applicant FAQ.

If you are unable to use our online application system and would like an accommodation, please email CandidateQuestions@wustl.edu or call the dedicated accommodation inquiry number at 314-935-1149 and leave a voicemail with the nature of your request.

All qualified individuals must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.

All external candidates receiving an offer for employment will be required to submit to pre-employment screening for this position. The screenings will include criminal background check and, as applicable for the position, other background checks, drug screen, an employment and education or licensure/certification verification, physical examination, certain vaccinations and/or governmental registry checks. All offers are contingent upon successful completion of required screening.

What We Offer

~1 min read

Personal

✓Up to 22 days of vacation, 10 recognized holidays, and sick time.

✓Competitive health insurance packages with priority appointments and lower copays/coinsurance.

✓Take advantage of our free Metro transit U-Pass for eligible employees.

✓WashU provides eligible employees with a defined contribution (403(b)) Retirement Savings Plan, which combines employee contributions and university contributions starting at 7%.

✓Wellness challenges, annual health screenings, mental health resources, mindfulness programs and courses, employee assistance program (EAP), financial resources, access to dietitians, and more!

✓We offer 4 weeks of caregiver leave to bond with your new child. Family care resources are also available for your continued childcare needs. Need adult care? We’ve got you covered.

✓WashU covers the cost of tuition for you and your family, including dependent undergraduate-level college tuition up to 100% at WashU and 40% elsewhere after seven years with us.

Washington University in St. Louis is committed to the principles and practices of equal employment opportunity. It is the University’s policy to provide equal opportunity and access to persons in all job titles without regard to race, ethnicity or shared ancestry, color, national origin, citizenship (where prohibited by federal law), age, religion, sex, sexual orientation, gender identity or expression, disability, protected veteran status, or genetic information. As a federal contractor, the university maintains affirmative action programs to implement its equal employment opportunity policy for individuals with disabilities and protected veterans, in accordance with Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), as amended.