| Position Number: |
107150 |
| Position Title (Classification Title): |
Coordinator II |
| Working Title: |
Employee Engagement Coordinator |
| Job Summary: |
This position coordinates the employee engagement program at the university which includes employee relations, employee recognition and rewards, performance management, exit interviews, professional development, and any special projects assigned by the Associate Vice President Human Resources (See essential functions for additional information). This position is responsible for interpreting Collective Bargaining Agreements, regulations, policies, and procedures. This position coordinates workplace mediation, climate reviews, and coaches supervisors on various policies, procedures, and topics. This position provides training on all subjects listed above. This position reports to the Associate Vice President Human Resources. |
| Department |
Human Resources |
| FLSA: |
Exempt |
| Minimum Qualifications: |
Master’s degree in an appropriate area of specialization; or a bachelor’s degree in an appropriate area of specialization and two years of appropriate experience. |
| Position Qualifications: |
Must have extensive knowledge of Federal and State laws regulating employment, employee relations, discipline, and professional development. Must obtain and retain current knowledge of university policies and procedures. Must have the ability to interpret laws, policies, and procedures and conduct investigations impartially. Must have excellent verbal and written communication skills and the ability to maintain confidentiality of sensitive/confidential issues. Must have knowledge of mediation methods and interpretation of various procedures. Must have excellent customer service skills and mindset.
Strong computer skills and analytical and critical thinking skills. Ability to understand, explain, and effectively apply employment policies and procedures. The ability to perform mediation through informal problem-solving method for employees/supervisors who may be involved in workplace conflict. The ability to manage cases, gather, analyze and document information, and facilitate communication. The ability to train employees/supervisors in resolving workplace problems and/or conflict. The ability to understand and utilize the HRIS management system, collective bargaining agreements, applicable federal and state employment laws, and university compliance. Knowledge of university's organizational structure. Knowledge of performance evaluation policies and procedure. |
| Preferred Qualifications |
Five years of experience in Human Resources. Preferably, in the areas of employee relations, informal dispute resolution, professional development, recognition/rewards, and performance management. Mediation, PHR, SPHR, SHRM-CP, or SHRM-SCP certification is a desired preference. Experience in performing duties related to Service Awards, Special Events, and Employment. Strong computer skills in MS Office Suite and Google Suite. Experience using an online performance management system and experience using an ERP System, preferably SCT Banner. Requires excellent communications skills, both verbal and written, and ability to maintain confidentiality. Ability to complete work assignments with a high degree of accuracy and confidentiality, while maintaining a professional attitude towards quality customer service. |
| Essential Functions / Job Duties: |
- 25% - Manages the Employee Relations program. Counsels employees and supervisors regarding disciplinary actions, investigates reported disciplinary infractions, interviews witnesses, and documents each interview and counseling sessions. Determines the appropriate discipline for each violation(s) and recommends appropriate disciplinary actions to managers and supervisors/department heads. Advises supervisors/managers on disciplinary action(s) to ensure discipline is administrated and written appropriately to the guidelines of university policy. Refers suspensions and separations from employment to the Associate Vice President of Human Resources. Reviews disciplinary documentation received from managers and supervisors and provides coaching to the managers/supervisors in the preparation of letters of counseling and reprimands by reviewing the final prior to presenting it to the employees. May participate in the employee’s disciplinary action meeting if preferred by the manager/supervisor/department head to provide guidance to the employee and manager to ensure that the meeting is conducted appropriately. At the direction of the Associate Vice President for Human Resources, conducts internal departmental climate investigations on workplace environment issues and reviews Human Resources policies and procedures to determine infractions. Interviews each employee, analyzes information received, writes detailed report of findings, determines discipline and makes recommendations to include training and submits to appropriate requester. Conducts departmental follow-up and/or second investigation to ensure investigator’s recommendations are implemented in a timely fashion. Coordinates and/or conducts mandatory training as it relates to the investigation findings. Conducts workplace mediation with managers, supervisors and employees to help resolve workplace and conflict issues through a variety of methods during mediation session(s). Advises and assists both parties in resolving the workplace issues. Develops and implements training on a variety of employee relations topics for all employees. Some topics may be specific to supervisors only. Mark bargaining reprimands invalid and maintain disciplinary spreadsheet. - (Essential)
- 25% - Coordinates the performance management program and upgrades through the performance management system to include position orientation annually and special evaluations. Resolves and assists in resolving customer issues or problems related to service delivery of the performance management system to ensure it is meeting the needs of our customers. Develops and facilitates training to the University Work Force on the performance evaluation process through the performance management system and training on Conducting an Effective Performance. Counsels and advises supervisors and employees regarding performance evaluation process and procedures. Maintains, inputs and generates reports of the University Work Force performance evaluation data. Liaisons with the performance management system support technician or Customer Success Manager to make revisions and resolves performance management system problems. Launches, tracks, and reviews performance management evaluations in the performance management system. Collects performance rating data and uploads the data into Banner. - (Essential)
- 5% - Manages the Exit Interview process by creating and updating survey for exit interview in online survey software as needed. Mails the exit interview postcards monthly, develops exit interview reports bi-annually, and monitors survey responses bi-weekly or request for a meeting with a university representative. Meet with any employee who requests an exit interview whether through the exit survey or other methods, create a memo to the department head/division head detailing the information shared in the exit interview, and share this memo with the department head/division head and with the Associate Vice President Human Resources. - (Essential)
- 20% - Manages the university’s professional development program. Analyzes training needs to provide new training and/or develops new training certification programs or modifies and improves existing programs. Stays abreast of new software/systems that will allow other campuses access to training opportunities that are being offered through Human Resources. Ensures that monthly training opportunities are provided to University employees through the Learning Library. Reviews professional development calendar for advertisements. Maintain the professional development website and any related forms. Schedule required annual Drug Free training to campus and promote awareness through flyer, banner, and/or brochures (April of each year). Creates, maintains and monitors online training opportunities through current UWF online training software. Monitor professional development email box weekly. Creates specialized training programs as directed by the Associate Vice President Human Resources. Provides functional supervision to the Office Administrator who: • Updates and sends monthly professional development calendar for advertisement. • Creates, maintains and monitors (add/delete) professional development opportunities through online training software. • Reserves Human Resources training room for professional development and/or meetings. • Prepares documents for all Human Resources professional development such as sign-in sheets, evaluations, door signs, presentations, and certificates of completion. • Emails professional development attendees evaluation survey and facilitator evaluation report/results. • Opening/setting up and shutdown/locking up the Human Resources training room. - (Essential)
- 20% - Manages the employee reward and recognition program at the university. Liaison with Staff Senate on the annual Employee Rewards and Recognition Program (ERAP). This position is responsible for updating the awards' criteria, notifications of deadlines, maintaining the nomination form and provide updates as needed, serve as the liaison to the selection committee, work with the selection committee chair to manage the process of the selection committee, provide award winners to Staff Senate, and keep the information regarding ERAP on the HR website up-to-date. Coordinate with Awardco to manage the Awardco recognition platform. Responsible for keeping this fresh and up-to-date. Integrate all division recognition, awards, and rewards into the university's reward and recognition program. - (Essential)
- 5% - Special projects assigned by the Associate Vice President Human Resources. - (Essential)
|
| Physical Demands: |
- Physical Requirements: Occasional and/or light lifting required. Limited exposure to elements such as heat, cold, noise, dust, dirt, chemicals, etc., but none to the point of being disagreeable. May involve minor safety hazards where likely results would be cuts, bruises, etc.
- Impact of Deadlines: Externally imposed deadlines set or revised on short notice. Frequent shifts in priority. Numerous interruptions requiring immediate attention. Unusual pressure on a daily basis due to accountability for success of major projects.
- Standing: Daily
- Walking: Daily
- Sitting: Daily
- Reaching with hands and arms: Daily
- Climbing or balancing: Occasionally
- Stooping: Occasionally
- Use of hands to handle objects: Daily
- Lifting up to 10lbs: Daily
- Lifting up to 25lbs: Daily
- Lifting over 25lbs: Occasionally
- Talking as express or exchange of ideas verbally: Daily
- Hearing as perceive sound by ear: Daily
- Vision as distinguish colors & depth: Daily
|
| Special Requirements or Considerations of the Job: |
- This position requires fingerprinting.
- This position requires a criminal background screen.
|
| Number of Vacancies |
1 |
| Work Hours |
8:00am-5:00pm |
| FTE |
1.0 |
| Salary Range |
$60,000 - $65,000 |
| Pay Basis |
Annually |
| Closing Date: |
11/15/2024 |
| Special Instructions to Applicants: |
Candidates must apply online through the University of West Florida website: https://careers.uwf.edu. Applicants are required to attach a resume, cover letter and contact information for three references. References will be contacted upon submission of this application. An opportunity to upload these documents will be provided during the application process. For assistance, please contact Human Resources at 850-474-2694 or email jobs@uwf.edu. |
