Human Resources Management and Development (HRMD) is made up of several departments that serve as advocates for the GW community and consistently provide discreet, valuable and personalized service that is timely and responsive. HR helps GW to maintain a diverse workforce of the highest caliber and to support employees in their roles within the university.
Reporting to the Director, HR, the HR Manager works directly with clients and serves as point of contact for on-site HR support. The HR Manager collaborates with clients on areas such as: recruitment, compensation, performance management, HR policies, EEO and employee relations, progressive discipline, strategic management, diversity, training and organizational development.
Responsibilities include, but are not limited to:
Recruitment:
- Provide general recruitment support to schools/divisions
- Maintain accurate and updated position descriptions
- Review and prepare positions for posting
- Ensures recruitments are conducted in accordance with AA obligations, accurately disposition all applicants, and ensure pools are robust and free of discrimination
Compensation:
- Understand and become familiar with the Career Path and GW’s compensation philosophy
- Review position descriptions, classifications, and exemption status
- Provide fair/equitable pay-related recommendations
Employee Relations:
- Complete, track and document basic ER matters and investigations
- Monitor approved ADA accommodations
- Consult with the managers on ADA
People Services Center:
- Accurately complete transaction templates and submit tickets
Talent and Organizational Development:
- Promote and participate in university/local/new employee orientations and training opportunities within schools/units
- Assist with the Performance Management Process
- Support Client/HRMD Engagement initiatives
Benefits Administration:
- Answer basic questions about benefits and leave programs
- Encourage timely benefits enrollment and time off/leave reporting
HRIS:
- Review actions
- Review I-9 report to ensure compliance
- Ensure all employee electronic files are updated with employee life cycle changes paperwork
- Inform and coordinate terminations
Performs other related duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position.