HR Generalist for Talent Acquisition - Human Resources

Job Description

Current Employees: If you are currently employed at any of the Universities of Wisconsin, log in to Workday to apply through the internal application process.
Position Title:
HR Generalist for Talent Acquisition - Human Resources
Job Category:
Academic Staff
Employment Type:
Regular
Job Profile:
HR Generalist
Job Duties:
Attention:
The Department of Human Resources at the University of Wisconsin-Whitewater seeks an HR Generalist for Talent Acquisition (HR Generalist,
HR010).
Position summary:
The HR Generalist provides professional human resources services to assigned UW-Whitewater divisions and departments within a centralized Human Resources office. The position administers full-cycle recruitment, initiates and audits Workday business processes across the employee lifecycle, maintains the accuracy and integrity of human resources records, and provides timely policy and procedural guidance to employees and managers.
Working under the general supervision of the Human Resources Manager and collaboratively with the HR Business Partner, Payroll, Benefits, Budget, and other institutional partners, the position resolves routine to moderately complex matters independently and escalates complex, high-risk, or policy-exception matters as appropriate. The position supports recruitment strategies designed to attract broad, qualified applicant pools and contributes to consistent, compliant, and service-oriented human resources practices across the university.
Primary responsibilities:
40% - Talent acquisition and recruitment
Serves as the primary recruitment contact for assigned divisions and departments and manages recruitment activity from initial intake through closeout.
Consults with hiring managers and search chairs regarding position descriptions, job-related qualifications, recruitment plans, timelines, sourcing strategies, screening, interviews, selection documentation, and applicable policy requirements.
Creates and manages positions, job requisitions, postings, candidates, and recruitment-related business processes in Workday; routes required approvals, monitors progress, and resolves workflow issues.
Develops and recommends outreach and sourcing strategies designed to attract broad, qualified applicant pools; evaluates recruitment activity and source effectiveness using available data.
Provides search committees with process guidance and resources concerning consistent evaluation, confidentiality, documentation, records retention, reference checks, and other established recruitment requirements.
Coordinates approved offer, pre-employment, appointment, and onboarding activities with candidates, hiring units, Payroll, Benefits, and other partners; ensures required documentation and approvals are complete before processing.
Completes recruitment closeout, maintains required records, and prepares reports on recruitment volume, timeliness, outcomes, and recurring process issues.
30% - Workday employment operations and data management
Initiates, processes, reviews, and audits approved employee-lifecycle transactions in Workday, including hires, additional jobs, job and position changes, compensation changes, one-time payments, contract renewals or extensions, transfers, promotions, and separations.
Validates the transaction type, effective date, appointment details, job profile, position, compensation, funding, supervisory organization, supporting documentation, and required approvals before completion or routing.
Monitors Workday inboxes, business-process status, reports, and deadlines; resolves errors, omissions, and delayed transactions and communicates status or needed action to the appropriate parties.
Maintains accurate and confidential worker, position, recruitment, and employment records in accordance with applicable policies, procedures, internal controls, and records-retention requirements.
Runs recurring reports and audits to identify incomplete, inconsistent, untimely, or potentially noncompliant records; coordinates corrections with HR colleagues, Payroll, Benefits, Budget, and campus units.
Reconciles processed actions with source approvals and downstream outcomes and promptly escalates discrepancies that may affect pay, benefits, employee status, or institutional reporting.
Maintains current process documentation and applies established quality-control practices to support timely, accurate, and consistent HR operations.
20% - HR consultation and employee-lifecycle support
Serves as a frontline Human Resources contact for employees, applicants, managers, and supervisors and provides timely, accurate, and professional service through established communication and service channels.
Interprets and explains routine to moderately complex Human Resources policies, procedures, Workday processes, documentation requirements, and available options; recognizes matters requiring escalation to the HR Business Partner, Human Resources Manager, or another subject-matter specialist.
Supports onboarding, offboarding, probationary or initial evaluation tracking, contract and appointment cycles, performance-process administration, and other recurring employee-lifecycle activities.
Receives and triages employee-relations and performance-management questions, assists with process and documentation needs within delegated authority, and refers complex, sensitive, or high-risk matters for consultation.
Coordinates with Payroll, Benefits, compensation, and other functional areas to provide employees and managers with complete responses and to move service requests to resolution.
Builds effective working relationships with assigned campus units and identifies emerging service needs, recurring questions, and opportunities for proactive HR support.
10% - Training, process improvement, reporting, and institutional support
Develops and maintains standard operating procedures, job aids, templates, communications, and training materials for recruitment, Workday, and employment processes.
Provides or supports training, information sessions, office hours, and outreach for hiring managers, supervisors, search committees, and employees.
Reviews service and operational data-including recruitment aging, time to fill, transaction turnaround, error patterns, and unresolved business processes-to recommend improvements.
Participates in Workday testing, process reviews, change implementation, special projects, and cross-functional initiatives under the direction of Human Resources leadership.
Maintains cross-training and provides backup coverage for critical Human Resources processes to support continuity of service.
Represents Human Resources at institutional workshops, informational meetings, job fairs, and other events as assigned; performs other duties consistent with the scope of the position.
CONDITIONS OF APPOINTMENT:
University of Wisconsin-Whitewater does not offer H-1B or other work authorization visa sponsorship for this position. Candidates must be legally authorized to work in the United States at the time of hire and maintain work authorization throughout the employment term. If you have questions regarding this, please contact Human Resources.
UW-Whitewater is not an e-verify employer, therefore STEM extensions are not options for work authorization.
Key Job Responsibilities:
Contributes to the development, implementation, interpretation, and revision of work unit Human Resources policies and procedures according to institutional and legal rules and regulations
Executes and audits work transactions and changes adhering to established policies and procedures to meet anticipated deadlines
Receives, responds to, and resolves employee questions and problems
Represents unit/program at institutional workshops, informational meetings, and training sessions
Provides consultation, performs analytics, and/or maintains personnel files, communications, and materials for work unit through various mediums
Department:
Human Resources
Compensation:
Well-qualified candidates can expect a minimum starting annual salary of $50,000 commensurate with the candidate's education, related experience, and qualifications.
UW System employees receive an excellent benefit package. To learn more about the UW System's comprehensive benefit package, review the UW System
Employee Benefits Brochure
.
Required Qualifications:
Associate degree in human resources, business administration, public administration, or a related field, or an equivalent combination of relevant education, training, and experience.
At least two years of progressively responsible experience in human resources, employment services, recruitment, HR operations, or a closely related area.
Experience using a human resources information system, applicant tracking system, or comparable workflow-based enterprise system to enter, review, or audit data and transactions.
Experience interpreting and applying policies or procedures, maintaining confidential records, and providing service to employees, applicants, managers, or other customers.
Demonstrated ability to perform detailed work accurately, manage competing priorities, and meet time-sensitive deadlines with appropriate use of independent judgment and escalation.
Preferred Qualifications:
Bachelor's degree in human resources, business administration, public administration, or a related field.
Experience with Workday HCM, Recruiting, Staffing, position management, reporting, or related business processes.
Human resources experience in higher education, government, or another large, complex organization.
Experience supporting full-cycle recruitment and employee-lifecycle transactions across multiple employee groups.
Experience with HR reporting, data auditing, Microsoft Excel, process improvement, training, or development of procedural documentation.
Professional human resources certification, such as SHRM-CP or PHR.
Knowledge, Skills, and Abilities:
Working knowledge of human resources principles and practices across recruitment, employment admin