SUMMARY Together with the Vice President, HR & Talent Initiatives, provides human capital direction, support and development for all staff. Additionally functions as an integral member of the Talent & HR Team, to collaboratively perform all daily tactical responsibilities of the HR function. Role is performed within the framework of United Way Worldwide Standards of Excellence pertaining to talent management and development. Consistently provides direction and support to help develop and sustain a culture of diversity and inclusion through recruitment, hiring and talent development practices. In addition, supports and partners with all Affirmative Action efforts. This position reports to the Vice President, HR & Talent Initiatives.
RESPONSIBILITIES Include the following, but are not limited to:
HR ADMINISTRATION AND COMPLIANCE
Supports the development and administration of appropriate policies and programs for effective management of staff resources including, but not limited to: employee relations, protected leaves, sexual harassment prevention, employee complaints and/or grievances, and both internal and external education and career development.
Aids with federal and state legal and reporting requirements as they relate to human resources functions and additionally ensures compliance.
Maintains HRIS system; uses data and reports to aid in staff planning as appropriate.
Maintains professional and technical knowledge of current labor and employment laws, human resources best practices and market trends by reviewing publications, establishing networks, and participating in professional organizations as appropriate.
Monitors human resource practices; recommends, updates and communicates new or revised policies, practices and employee handbook updates. Understands and applies the Collective Bargaining Agreement as appropriate.
Records and maintains personnel transactions and records such as hires, promotions, transfers and terminations.
In collaboration with the Talent & HR Team, aids in the creation and implementation of the talent/human capital work needed to support the success of UWGMWC’s strategic plan.
In collaboration with the Talent & HR Team, supports the translation of UWGMWC’s strategic and tactical business plan into HR strategic and operational plans to effectively implement.
In collaboration with the Talent & HR Team, enhances and/or develops, implements, and enforces human resources policies and procedures that will improve the overall culture, operation and organizational effectiveness of UWGMWC.
Supports and suggests enhancements to the improvement of programs, policies, practices and processes associated with meeting the strategic and operational people issues of UWGMWC.
Works collaboratively with outside providers to provide employee services where necessary. Coordinates with consultants, brokers, insurance carriers, pension administrators, training specialists and other resources when approved by the Vice President, HR & Talent Initiatives. Additionally, rectifies vendor invoicing according to employee records. Authorizes and/or approves monthly billing payments.
Works collaboratively with Payroll regarding employee onboarding and off-boarding, FMLA processes, timekeeping, benefit and other status changes, as well as unemployment compensation.
Upholds and supports all facets of the Affirmative Action Plan.
Supports payroll and benefit audits to include acquiring proper employee documentation and documentation storage compliance.
Assists in administering and enhancing the existing performance management program. Additionally, aids in providing training and coaching to managers and employees to facilitate effective manager/employee communication expectations.
In collaboration with the Talent & HR Team, aids in the monitoring of performance evaluation feedback as a way to assist managers and staff with needs and/or resources aimed at skill and competency development to meet UWGMWC standards.
In collaboration with the Talent & HR Team, keeps senior management members informed on issues impacting employee morale, policy, union relations and/or safety.
In collaboration with the Talent & HR Team, encourages and supports employee career planning with coaching and mentoring opportunities as appropriate.
In collaboration with the Talent & HR Team, reviews and updates job descriptions as appropriate and aids in the job evaluation process.
Together with the Talent & HR Team, partners with managers to effectively lead, manage and coach to job performance and goal expectations. Additionally, aids in the management of employee performance deficiencies and misconduct, including use of probationary reviews, performance improvement plans, discipline and discharge procedures.
Continues building credibility throughout UWGMWC, among management and staff by effectively listening and problem-solving.
Supports the Talent & HR Team as necessary, surrounding employment-related legal matters and corporate labor counsel.
COMPENSATION & BENEFITS
In collaboration with the Talent & HR Team, ensures all compensation decisions are fair and equitable being sure to exercise careful consideration of internal equity as well as competitiveness in relevant labor markets.
Effectively works with Payroll to ensure employee payroll changes are communicated and implemented.
Administers and tracks Family Medical Leave.
Administers and tracks COBRA via Employee Benefits Corporation – a third-party vendor.
Administers new employee enrollment into the various UWGMWC benefits – such as medical plans, retirement plans, flexible spending account, health reimbursement arrangement account and short/long-term disability plans.
In collaboration with the Talent & HR Team, administers the UWGMWC open enrollment process to include: communications, meetings, forms, administration, and enrollment changes.
Promotes the Aurora Employee Assistance program. In addition, arranges and schedules additional employee wellness trainings where it makes sense to do so.
Liaison between United Way employees and health, dental, vision, life insurance and retirement benefits.
Supports the Talent & HR Team by recruiting new employees for both new and existing positions.
Supports the Talent & HR Team by aiding in the recruitment and onboarding of volunteers and interns.
Leads and manages the recruiting, hiring, onboarding and off-boarding of all temporary campaign personnel.
Collaborates with Resource Development, Volunteer Engagement, Pledge Processing and eWay in regards to all campaign staff needs.
Partners with hiring managers to develop and carry out effective recruitment and selection sources and strategies; sources, recruits, and interviews employees to fill all regular vacant positions.
Implements staffing plans and programs that identify talent within and outside the organization. Identifies and cultivates appropriate, effective and economical external resources for candidates for all levels within UWGMWC.
Develops diverse programs which allow UWGMWC to embrace applicants and employees of all backgrounds and permits the full development and performance of all employees.
In partnership with the Vice President, HR Talent & Initiatives, plans, conducts, and/or coordinates new employee orientation/onboarding and training sessions to ensure successful integration of new employees.
In partnership with the Vice President, HR Talent & Initiatives, prepares employee separation notices and related documentation; conducts exit interviews to review and improve UWGMWC policies, procedures and/or culture.
LABOR RELATIONS AND CONTRACT ADMINISTRATION
Counsels Managers on proper and consistent administration of policies, procedures and practices as it relates to the labor agreement.
Collaborates and assists the Talent & HR Team in managing contract administration tasks: interpretation and application of contract terms, negotiation and resolution to issues/grievances with union representative(s). Supports with research and preparation, the Vice President, HR & Talent Initiatives who is the chief spokesperson in the collective bargaining process.
Develops and maintains positive employee relations, to ensure open lines of communication, minimal or productive conflict, and timely resolution of grievances and issues.
SUPERVISORY RESPONSIBILITIES This job has no supervisory responsibilities.
EDUCATION & EXPERIENCE REQUIREMENTS
Requires a Bachelor’s degree in Human Resources, business, or related field and at least 5 years of experience in a human resource generalist function, to include: HR administration, compliance, employee relations, compensation and benefits, employee hiring and separation, labor relations and contract administration.
Superior oral and written communication skills.
Strong process orientation.
Demonstrated functional leadership capability.
Demonstrated capability to interface and maintain effective relationships with all departments and employees in a team-oriented environment.
Non-profit experience a plus.
Mission-Focused. The top priority for all United Way professionals is to create real social change that leads to better lives and healthier communities. This drives their performance and professional motivations.
Relationship-Oriented. United Way professionals understand that people come before process and is astute in cultivating and managing relationships toward a common goal.
Collaborator. United Way professionals understand the roles and contributions of all sectors of the community and can mobilize resources (financial and human) through meaningful engagement.
Results-Driven. United Way professionals are dedicated to shared and measurable goals for the common good; creating, resourcing, scaling, and leveraging strategies and innovations for broad investment and impact.
Brand Steward. United Way professionals are stewards of the brand and understand their role in growing and protecting the reputation and results of the greater network.
ADDITIONAL SKILLS & COMPETENCIES
Ability to read, analyze and interpret basic business procedures.
Interact well with people, including strong verbal and written communication skills in order to then convey basic business procedures to effectively respond to common questions from internal customers such as individual managers and coworkers.
Ability to prioritize, balance and coordinate competing demands, multiple tasks and deadlines.
Good understanding of group dynamics and group facilitation skills. Experience in working with diverse populations.
Ability to coordinate a high volume of personal information relating to potential staff and volunteers while maintaining high standards of accuracy and confidentiality. Ability to work in a complex environment using technical and interpersonal skills.
Ability to apply database management software concepts to practical situations. Experience with computer applications such as MS Office, and Internet research skills.
PHYSICAL DEMANDS The physical demands at UWGMWC are representative of what is needed to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to stand, sit, talk, hear, and use hands and fingers to operate a computer and telephone keyboard, reach, stoop and occasionally kneel.
Specific vision abilities required by this job include close vision requirements due to computer work.
Light to moderate lifting is required (such as loading paper into a paper tray).
Ability to uphold to the stress of traveling (in designated positions).
Regular, predictable attendance is required; including additional overtime as business demands dictate.
WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Moderate noise (business office with computers, phone, printers and light traffic).
Ability to work in a confined area.
Ability to sit at a computer terminal for an extended period of time.
AMERICANS WITH DISABILITIES It is the policy of UWGMWC to comply with all relevant and applicable provisions of the Americans With Disabilities Act (ADA), as amended. UWGMWC will not discriminate against any qualified applicant with respect to any terms, privileges or conditions of employment based upon an individual’s physical or mental disability. UWGMWC will also make reasonable accommodation whenever and wherever possible for all employees or applicants with disabilities provided that the individual is otherwise qualified to safely perform the duties and assignments required by the job, and provided that any accommodation does not require significant difficulty or expense. UWGMWC’s policy of non-discrimination applies to all personnel and employment practices including, but not limited to, job application procedures, hiring, advancement, termination, compensation, job training and other terms, conditions and privileges of employment.
EQUAL OPPORTUNITY EMPLOYER It is the policy of UWGMWC to provide equal employment opportunity to all individuals regardless of their race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, veteran status or military service, or other non-merit factor or other legally protected characteristic. This applies to all recruiting, hiring, placement, training, promotion, compensation, transfers and other employment-related programs and personnel actions. COVID 19 PROTOCOL
United Way of Greater Milwaukee & Waukesha County mandates that all employees be fully vaccinated against COVID 19. For purposes of this policy, an employee is considered fully vaccinated two weeks after receiving the second dose of a two-dose vaccine (Pfizer or Moderna) or one dose of a single-dose vaccination (J&J) as well as timely boosters.
When requested, United Way will provide a reasonable accommodation/medical exemption for any disclosed medical condition or disability of a qualified individual or a sincerely held religious belief which prevents the employee from receiving a COVID-19 vaccination, provided the requested accommodation is reasonable and does not create an undue hardship for United Way and/or pose a direct threat to the health or safety of others in the workplace and/or to the requesting employee.