Talent Community of Expertise

Transcription

1 Future-State HR Service Delivery Model IMPACT Community of Expertise HR Leadership Communications Change Management Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Management Talent Flexibility Employee Relations Service Community of Expertise HR Business Partners HR Solution Center IMPACT and Decision Support Community of Expertise People Data and Technology Compensation, Benefits, and Wellness 1

2 IMPACT Community of Expertise Key Service Areas HR Business The way HR manages, coordinates, and delivers HR projects that support the University s mission on-time, in scope, and within budget. Additionally, this service supports the University to reduce risk, uphold policy, ensure compliance, and understand financial implications. IMPACT and Decision Support Community of Expertise People Data and Technology The way HR uses data to help the University make important workforce decisions, set goals, and project future needs. Additionally, this group delivers continuous innovation, adoption, support, and usage of HR technology. Compensation, Benefits and Wellness How HR defines and implements a total rewards strategy to attract and retain faculty, staff, and team members through competitive pay, benefits, and wellness programs. 2

3 IMPACT Community of Expertise Back to IMPACT CoE Main Menu HR Business The way HR manages, coordinates, and delivers HR projects that support the University s mission on-time, in scope, and within budget. Additionally, this service supports the University to reduce risk, uphold policy, ensure compliance, and understand financial implications. Vision & Key Outcomes What HR aims to achieve and to deliver Service Offerings What customers can expect from HR Role Summaries The HR Professional Roles that will deliver these services

4 Vision and Outcomes Back to HR Business Main Menu Our Vision (What are we shooting for?) delivers organizational value through best in class project management practices and execution support of key HR projects / activities that support our mission. This group helps the University manage risk by creating a comprehensive HR risk framework, measuring HR risks, managing HR regulatory reporting, and monitoring compliance. Key Outcomes (How we will make a difference?) 4 Align HR projects / activities with other University projects to minimize disruption HR projects delivered on time, within scope, and within budget Increased efficiency and effectiveness in HR project management A continuous improvement HR culture Management education and guidance to reduce risk Compliant, transparent and easily accessible policies Timely and comprehensive response to requests and inquiries Click Here to View the HR Business Service Offerings

5 Service Offerings Back to HR Business Main Menu Initiatives Management Initiatives Management is a service provided to Human Resources for efficiently and effectively managing and coordinating HR projects / activities. Initiatives Management works with the HR Communities of Expertise to organize, oversee, and manage HR projects / activities reducing waste, increasing value, and delighting our customers. This service will track and report milestones and deliverables, provide toolkits for project implementation, support best practices in project management, and collaborate pan-university to minimize disruption. Initiatives Management will work to measure and report progress and outcomes. Policy, Risk Management and Compliance Policy, Risk Management, and Compliance will administer a comprehensive risk management framework to: Evaluate, manage, measure, and assess HR risks, taking action as needed and providing appropriate education Monitor and manage HR compliance and regulatory reporting Establish and oversee clear, consistent, and up-to-date policies 5

6 Service Offerings Initiatives Management Back to the HR Business Service Offerings 6 Description (What it is ) Initiatives Management is a service provided to Human Resources for efficiently and effectively managing and coordinating HR projects / activities. Initiatives Management works with the HR Communities of Expertise to organize, oversee, and manage HR projects / activities reducing waste, increasing value, and delighting our customers. This service will track and report milestones and deliverables, provide toolkits for project implementation, support best practices in project management, and collaborate pan-university to minimize disruption. Initiatives Management will work to measure and report progress and outcomes. The Value to UVA (Why it matters ) The use of consistent project management methodologies and practices reduces waste and increases efficiencies. By practicing these methodologies within HR, the investments in time and resources will deliver desired outcomes and value to our customers. The Work (How HR will help customers ) Outputs (What customers will get...) Defining desired outcomes, Tools, guidance and expertise to resource needs, and organize and execute HR projects success measures Visibility into the HR portfolio of Using metrics to align projects projects with strategy Increased ability to fulfill customer Securing stakeholder buy-in requests and support Improved support for HR projects Providing budget support Increased HR practitioner and customer and recommendations satisfaction through outcomes based related to HR investments measurements

7 Offerings Policy, Risk Management, and Compliance Back to the HR Business Service Offerings Description (What it is ) Policy, Risk Management, and Compliance will administer a comprehensive risk management framework to: Evaluate, manage, measure, and assess HR risks, taking action as needed and providing appropriate education Monitor and manage HR compliance and regulatory reporting Establish and oversee clear, consistent, and up-to-date policies 7 The Work (How HR will help customers ) The Value to UVA (Why it matters ) Having a consistent approach to risk is critical for making decisions, investments, and taking action. Knowledge of HR risk will help inform governance tools such as policies and communications. Clear, consistent, and up-to-date policies will make compliance easier to attain and manage. Promoting sound governance Outputs (What customers will get...) through clear, consistent, and Clear, up-to-date, and easyto-understand HR policies up-to-date policies and communications Providing education and understanding Reduced liability, risks, and about risk and risk tolerance costs Counseling alternatives for consideration Increased awareness of when assessing and mitigating risk risks and better Partnering with other compliance understanding of risk professionals at the University to advance tolerance a consistent, practical HR governance structure

8 Role Summary Overview Back to HR Business Main Menu Individual Contributor Roles Click here to learn more Leadership Roles Click here to learn more What are individual contributor roles? Non-supervisory position that may have responsibility for outcomes, ranging from entry level to senior level roles. What are the HR Professional Competencies for an individual contributor? Subject Matter Expert, Customer Focused Practitioner, Communicator, Collaborator What are leadership roles? All leadership roles, regardless of level, manage teams and have responsibility for outcomes. What does L# mean? Titles for leadership roles have not been finalized. L# refers to the level of the role, where L1 is the Chief HR Officer and L10 are the frontline team members. What are the HR Professional Competencies for a leader? Innovator, Business Manager, Role Model, Community Builder, Subject Matter Expert, Customer Focused Practitioner, Communicator, Collaborator Understanding Future State Role Summaries Each role summary includes a high-level overview of the role and minimum qualifications Roles with an asterisk(*) will have more than. one position Please note: Individual Contributor titles are subject to change Leadership role titles are not provided as market assessment is being conducted and organizational structure is being refined Additional information on competencies can be found on the Ufirst website 8

9 Individual Contributor Role Summaries Back to the HR Business Role Summary Overview HR Sr. Specialist, IMPACT & Decision Support *HR Analyst, IMPACT & Decision Support Sr. Immigration Analyst, Immigration Services Provide best in class HR Programs and Policy project management to support the University of Virginia. Responsible for assisting with a variety of HR project management-related activities, such as ensuring that projects are delivered on-time, within scope, and within budget. Facilitate HR project prioritization. Execute project management processes, documentation, reporting, and tools. Coordinate with key stakeholders and assist, as needed, with project execution. Advance leading practices in project management and oversee education and outreach about such practices. Provide best in class HR programs and policies, HR data and technology, and HR financing and business operations. Responsible for assisting with a variety of key activities within IMPACT, mainly project management, analytics and data, compensation, and decision support (finance, budget and business operations). Specific tasks may include: calculating, interpreting, and analyzing people and compensation data; developing and presenting reports, results, and recommendations; building spreadsheets and presentations; providing ongoing reports; coordinating activities, resources, equipment, and information; assisting with budget compilation and other financial tasks, as well as special projects. Exhibit a level of independence and autonomy in a majority of the work done, operating under the guidance of the unit leadership. Oversee Compliance and Immigration services, including the daily work activities, planning, and evaluation of staff performance. Research, plan, document, and execute operational activities of a compliance program. Specific tasks may include: direct all employment based immigration compliance at the University, oversee employment immigration process for all hires, oversee I-9 verification process as it pertains to foreign nationals, direct filing of all immigrant or nonimmigrant visa status petitions to ensure lawful status and lawful employment of all international employees, coordinate contacts with federal agencies (Department of State, Labor, Homeland Security), consult with departments on immigration matters, advise HR professionals on immigration related matters, develop policies and procedures to assure compliance with federal regulations. Years of Relevant Experience Required: 4 years Required: 2 years Required: 4 years Education Required: Bachelor s degree Required: Associate s degree in related field or 2 additional years relevant experience may substitute associate s degree Required: Bachelor's Degree or Equivalent experience Preferred: Juris Doctor from USaccredited Law School and training in US immigration law. Preferred Certifications PHR, SHRM-CP, SHRM-SCP, SPHR, PMP / PRINCE II certification or an equivalent professional qualification PHR, SHRM-CP, SHRM-SCP, SPHR, PMP / PRINCE II certification or an equivalent professional qualification N/A 9 Next

10 Individual Contributor Role Summaries Back to the HR Business Role Summary Overview Immigration Analyst, Immigration Services HR Sr. Specialist, Policy, Risk Management & Compliance HR Specialist, Policy, Risk Management, and Compliance Facilitate the recruitment, hiring, and retention of international faculty, staff, and team members at the University of Virginia. Work with U.S. Department of Labor and USCIS to make it possible for the University to legally employ non-us citizens; possesses deep knowledge of Department of Labor and USCIS procedures and regulations pertinent to employment immigration laws and procedures. Collaborate closely with University schools and departments on immigration matters, helping administrators to weigh potential risks and develop solutions to meet business objectives. Possess thorough knowledge of employment immigration laws found in Title 8 of the United States Code, and Title 8 of the Code of Federal Regulations, recent case decisions and other sources of law in the immigration field. Provide best in class policy-related services to support the University of Virginia. Responsible for assisting with a variety of policy governance, risk management, and compliance activities. Support HR policy creation, modification, interpretation, and application. Ensure HR complies with regulatory requirements. Work closely across University groups, units and / or people (including, but not limited to, Internal Audit, Enterprise Risk Management, policy review committees, and Organizational Excellence). Provide best in class HR policy-related services to support the University of Virginia. Assist with HR policy creation, modification, interpretation, and application. Identify and mitigate people risks. Ensure HR complies regulatory requirements. Help to research and draft policies, track policy creation and modification, and support and promote consistent policy interpretation / application. Monitor adapting compliance requirements and proposed modifications to current practice. Work closely across University groups, units and / or people (including, but not limited to, Internal Audit, Enterprise Risk Management, policy review committees, and Organizational Excellence). Years of Relevant Experience Required: 3 years Required: 4 years; Preferred: Experience as a paraprofessional legal and/or audit) Required: 3 years Education Required: Bachelor's Degree or Equivalent experience Preferred: Masters degree (MA) or law degree (JD) Required: Bachelor s degree Required: Associate s degree in related field or 2 additional years relevant experience may substitute associate s degree Preferred Certifications N/A Certification as an audit, HR or compliance professional Certification as an audit, HR or compliance professional 10 Back

11 Leadership Role Summary Back to the HR Business Role Summary Overview L6 Leadership, Manage best in class HR programs and policies to support the University of Virginia. Responsible for leading and overseeing all HR projects. Prioritize initiatives. Support HR financial planning and budget management. Oversee HR compliance programs and initiatives including the promotion of consistent policy interpretation / application. Oversee risk management capabilities as part of HR governance and integrate balanced risk considerations into HR and organizational decision making. Years of Relevant Experience Education Required: 5 years Preferred: Legal and/or Audit background Required: Bachelor s degree Preferred Certifications PHR, SHRM-CP, SHRM-SCP, SPHR, Certified Internal Auditor (CIA), certified compliance professional designation or an equivalent professional qualification 11