HR Sr Managing Consultant-Talent Center of Excellence

University of Georgia

retirement plan

United States, Georgia, Athens

April 16, 2024

Posting Details

Posting Number	S10908P
Working Title	HR Sr Managing Consultant-Talent Center of Excellence
Department	UHR-Wrkfrce Plan & Recr
About the University of Georgia	Since our founding in 1785, the University of Georgia has operated as Georgia's oldest, most comprehensive, and most diversified institution of higher education (). The proof is in our more than 235 years of academic and professional achievements and our continual commitment to higher education. UGA is currently ranked among the top 20 public universities in U.S. News & World Report. The University's main campus is located in Athens, approximately 65 miles northeast of Atlanta, with extended campuses in Atlanta, Griffin, Gwinnett, and Tifton. UGA employs approximately 3,000 faculty and more than 7,700 full-time staff. The University's enrollment exceeds 40,000 students including over 30,000 undergraduates and over 10,000 graduate and professional students. Academic programs reside in 18 schools and colleges, as well as a medical partnership with Augusta University housed on the UGA Health Sciences Campus in Athens.
About the College/Unit/Department
College/Unit/Department website
Posting Type	External
Retirement Plan	TRS or ORP
Employment Type	Employee
Benefits Eligibility	Benefits Eligible
Full/Part time	Full Time
Work Schedule
Additional Schedule Information	Monday through Friday; 8:00 a.m. - 5:00 p.m.
Advertised Salary	Commensurate with Experience
Posting Date	09/18/2023
Open until filled	Yes
Closing Date
Proposed Starting Date	01/01/2024
Special Instructions to Applicants
Location of Vacancy	Athens Area
EEO Policy Statement	The University of Georgia is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, ethnicity, age, genetic information, disability, gender identity, sexual orientation or protected veteran status. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact Central HR (hrweb@uga.edu).

Position Information

Classification Title	HR/EEO/OD Professional
FLSA	Exempt
FTE	1.00
Minimum Qualifications	Requires at least a baccalaureate degree in the field. Please contact your Human Resources office for an evaluation of education/experience in lieu of the required minimum qualifications.
Preferred Qualifications
Position Summary	Our Senior Managing Consultant for Workforce Planning & Recruitment, Talent Center of Excellence, provides professional consultation for human resources best practices that support the university and/or department in achieving stated goals and objectives. As a Sr. Consultant you will support initiatives that align human capital with organizational goals, ensure efficiency and flexibility of the workforce to better respond to internal and external change, and improve system recruitment, hiring, and retention. As a Senior Consultant, this position will function with a high level of integrity, independence and participate in policy, service, and/or program development. Sr. Consultants understand and can articulate the relationship between HR programs and activities, in addition to the organization's successful mission accomplishment. Work involves developing and maintaining productive collaborative work relationships and assessing and responding to apparent and underlying client needs. Sr. Consultants interpret policies and practices in context of the client's needs and in alignment with the organization's best interests and advise clients regarding decisions that are impacted by laws, policies, procedures, and research. In turn, these individuals will facilitate, negotiate, develop and document innovative solutions to human resources issues tailored to the requirements of the client and the organization. Sr. Consultants are assigned to one or more specialties within Workforce Planning & Recruitment such as: career planning; classification; compensation; employee retention and organizational culture employment; equal employment opportunity; international employment; legal compliance; payroll; policy administration; organizational design; staff development; talent management; workforce planning and/or closely related programs. Primary Responsibilities: Deliver high quality work that meets expectations for timeliness, accuracy and completeness. Manage small projects and/or a work-stream within a larger project. Typically, projects may last several weeks to months. Estimates time requirements for input to project costing and draw on additional resources as needed. Collect and/or deliver information on client sites as part of a team working under the guidance of a project leader. May have more substantive conversations with client contacts at manager level and below to explain information provided, clarify requests for information, etc. Begin to develop client network, proactively reaching out to clients and prospects to discuss issues and needs and forming productive relationships. May be the primary contact for small clients. Participate in client planning. Actively participate in workforce planning activities at smaller organizations. Identify trends, collate and distribute industry research/analysis to contribute to colleagues' understanding of the issues. Contribute to on-the-job training or development of new colleagues.
Knowledge, Skills, Abilities and/or Competencies	Adaptability & Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace. Attention to Detail - Job requires being careful about detail and thorough in completing work tasks. Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. Functional Knowledge & Skills - Demonstrates skills and knowledge relevant to one's own function or work group. Initiative - Job requires a willingness to take on responsibilities and challenges. Institutional Knowledge - Knowledge of the processes, systems, cultural values, and policies that make up the organization. Integrity - Job requires being honest, transparent, and ethical. Judgment & Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one. Oral Communication - The ability to communicate information and ideas in speaking so others will understand. Planning - The ability to break down processes into small, achievable tasks and identify the things you want to accomplish. Written Communication - The ability to communicate information and ideas in writing so others will understand.
Physical Demands	Sitting, standing, walking; regular office environment
Is driving a responsibility of this position?	No
Is this a Position of Trust?	Yes
Does this position have operation, access, or control of financial resources?	No
Does this position require a P-Card?	No
Is having a P-Card an essential function of this position?	No
Does this position have direct interaction or care of children under the age of 18 or direct patient care?	No
Does this position have Security Access (e.g., public safety, IT security, personnel records, patient records, or access to chemicals and medications)	Yes
Credit and P-Card policy	Be advised a credit check will be required for all positions with financial responsibilities. For additional information about the credit check criteria, visit the .
Background Investigation Policy	Offers of employment are contingent upon completion of a background investigation including, a criminal background check demonstrating your eligibility for employment with the University of Georgia; confirmation of the credentials and employment history reflected in your application materials (including reference checks) as they relate to the job-based requirements of the position applied for; and, if applicable, a satisfactory credit check. You may also be subject to a pre-employment drug test for positions with high-risk responsibilities, if applicable. Please visit the .

Duties/Responsibilities

Provide consultative services to system leadership and subject matter experts to assist with development and implementation of custom solutions that address workforce issues.
Conduct workforce planning analysis to determine what gaps exist between the current and projected workforce needs in the short-term and long-term in order to develop mitigation strategies.
Partner with Operations Leaders, Finance, and HR Business Partners to understand workforce requirements in terms of headcount, budget requirements, and skills now and in the future.
Responsible for evaluating and conducting large reorganization efforts, institutional benchmarking, conducting Job analyses, and establishing (and fulfilling) service-level agreements with campus.
Acts in accordance with University objectives and USG wide initiatives.

Percentage of time

Duties/Responsibilities

Stay current on industry practices and issues related to workforce planning, assessing and communicating their potential impact on the business.
Analyze current recruitment/hiring processes and assist with implementing new procedures.
Prepare reports on workforce characteristics for key stakeholders related to specific job segments leveraging data analytics and internal/external workforce insights and trends.
Analyze established systems, methods, practices and procedures to evaluate their effectiveness utilizing existing information and makes recommendations for improved processes and procedures.
Conduct training and information sessions on workforce planning policies and procedures.
Develop business cases, as needed.
Gather, analyze and collate internal and external labor data trends.
Develop recommendations based on predictive models.

Percentage of time

Duties/Responsibilities

Build relationships with community partners to develop talent pipeline.
Partner with leadership to develop and assist with retention efforts focusing on flexible work environments and work-life balance.
Act as a liaison/resource to community organizations.
Assist in re-engineering efforts using best business practices.
Measure process/program effectiveness and create actionable insight and understanding, through the analysis of both quantitative and qualitative data, building recommendations that directly address business objectives.
Presents findings to senior HR leaders to drive action or remediation.
Incorporate people, equipment, facilities and other resources to improve work results, operating efficiency, effectiveness, productivity and/or adaptation to new requirements.

Percentage of time

Duties/Responsibilities

Leverages skill sets in adaptability, organizational acumen, data analysis, decision making, and establishing trust to guide and shape strategic solutions within the parameters of organizational hierarchy, processes, systems and polices.
Demonstrate clear and constructive communication in all forms by leveraging skills such as collaboration and active listing
Incorporates skills of time management, planning, progress/project monitoring and communication to ensure timely completion of projects and assignments.
Exercises skills in cultural sensitivity, organizational insight, and managing and improving processes to appropriately pace the rollout and execution of change management.
Coordinate and oversee HR programs and events as needed.
Performs other duties as required.

Percentage of time