Sr Generalist, Human Resources (CDX Pod)

Job Information Job Type: Officer of Administration Regular/Temporary: Regular Hours Per Week: 35 Salary Range: $85,0000-$100,000Â The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University’s good faith and reasonable estimate of the range of possible compensation at the time of posting. Position Summary Reporting to the Directors and Managers of Human Resources, the Senior Generalist of Human Resources will perform human resource-related duties at an independent professional level and may carry out responsibilities in most or all of the following functional areas: employee relations, training, recruitment, labor relations, and affirmative action and employment equity programs. Working with partners across the organization, the candidate will be the administrative lead involved in the on‑boarding process. These partners include the Office of Faculty Affairs, the Human Resources office, Payroll and International and Immigration Affairs as well as the Medical Staff Office at New York Presbyterian Hospital. The Senior Generalist, Human Resources will provide comprehensive support to Human Resource, collaborating on departmental projects as needed. They will regularly meet with HR Managers and/or Director(s) for requested updates, participating in team meetings to review transaction statuses. Additionally, they will assist in training and mentoring colleagues, while serving as a liaison for internal and external stakeholders to ensure timely processing of HR/FA transactions. The Senior Generalist will offer guidance to peers and provide backup support as required, including vacation coverage for departments. They should demonstrate solid knowledge and the ability to handle typical situations independently or with minimal supervision. Further, they will work with lower-level roles to maintain consistent resolution of typical situations. Responsibilities Recruitment Assist with the recruitment of staff by posting positions on Columbia’s job sites and appropriate advertising sources, scheduling in‑person meetings, managing the I‑9 process; completing pre‑hire background checks, processing all new hires and ensuring efficient on‑boarding. Upon request, review applications and interview applicants to match experience with specific job‑related requirements. Independently coordinate all pre‑onboarding activities for the various employee populations. Liaise with internal and external constituents to resolve issues and to ensure timely processing of new‑hire/appointments and other related transactions. Recruitment Process Competency: Demonstrates solid knowledge and ability, and can independently or with minimal supervision, apply the competency in the full range of typical situations. Mentors lower‑level roles in maintaining consistent resolution of typical situations. ASR = Academic Search and Recruitment, interchangeable with Interfolio. Onboarding Responsible for onboarding staff, faculty and researchers and students. This includes scheduling welcome program, medical surveillance and UNI creation. Communicate with new hires and departments to ensure smooth onboarding experience. Initiate and process template‑based hires in PeopleSoft and/or nominations ensuring accurate collection and processing of the information collected in PAC. Process short‑term visitors and students utilizing JIRA. Onboarding Process Competency: Demonstrates solid knowledge and ability, and can independently or with minimal supervision, apply the competency in the full range of typical situations. Mentors lower‑level roles in maintaining consistent resolution of typical situations. Payroll and PeopleSoft Process Management Oversee the department’s preparation and processing of payroll using TLAM and management of time‑off tracking. Process any employment‑related changes in Talent Link, as well as PAF (i.e., updating position numbers, for promotions, or reclassifications; leaves of absences and terminations) for PeopleSoft updates. Liaise with internal and external constituents to resolve issues and to ensure time processing of new‑hire/appointment, reappointment, termination and other related transactions. Payroll and PeopleSoft Competencies: Demonstrates solid knowledge and ability, and can independently or with minimal supervision, apply the competency in the full range of typical situations. Mentors lower‑level roles in maintaining consistent resolution of typical situations. Compliance and Immigration Responsible for immigration‑related needs of faculty and staff. Assisting with sponsorship for the F‑1, J‑1, H‑1, 0‑1 and TN‑1 visas and prepare visa documentation for accompanying family members. Work closely with the other generalists and supervisors to process new visas and renewals utilizing Compass. Maintain communication with ISSO as appropriate. Complete and submit termination forms to ISSO. Track and ensure compliance concerning I‑9 processing, annual hospital training, influenza program, COVID‑19 safety & monitoring program, HIPAA training, conflict of interest, medical surveillance, upcoming/past visa end date status, etc. Visa and Compliance Competencies: Demonstrates solid knowledge and ability, and can independently or with minimal supervision, apply the competency in the full range of typical situations. Mentors lower‑level roles in maintaining consistent resolution of typical situations. Faculty Appointments, Reappointments & Promotions (In addition to the tasks noted under recruitment.) Works with the Medical Staff Office to manage the credentialing process so that new faculty and other credentialed staff (e.g., nurses) are able to on‑board smoothly and function in the capacity for which they were hired. Manages the reappointment process every year. Works with colleagues in the department to manage the reappointment process with focus on adherence to deadlines. Faculty Appointment/Reappointment & Promotion Competencies: Demonstrates solid knowledge and ability, and can independently or with minimal supervision, apply the competency in the full range of typical situations. Mentors lower‑level roles in maintaining consistent resolution of typical situations. Systems and Project Work Use HR Ticketing System to effectively manage all requests and communicate with HR team. Maintain and update employee records in personnel files. IT System Competencies: Demonstrates solid knowledge and ability, and can independently or with minimal supervision, apply the competency in the full range of typical situations. Mentors lower‑level roles in maintaining consistent resolution of typical situations. Other duties as assigned or requested. Off Boarding Conducts exit interviews and follow up as appropriate. Discuss data from exit interviews with Manager/Director(s) to make recommendations to the management team for corrective action and continuous improvement. Employee & Labor Relations Proactively responds to employee relations issues. Escalates all employee concerns, issues or complaints to Manager/Director(s). All issues related to harassment allegations and civil rights complaints will be escalated to Manager/Director(s). With oversight and approval from Manager/Director(s), maintains working relationship with union delegates and CUIMC Labor Relations team and adheres to terms of labor contract by monitoring day‑to‑day implementation of policies concerning wages, hours and working conditions. Employee & Labor Relations Competency: Demonstrates basic knowledge and processes within the CBAs and can apply the competency in common situations with limited complexity. Minimum Qualifications Bachelor’s degree or equivalent in education and experience. Minimum 3 years of relevant experience. Must be resourceful, organized and detail and task oriented with the ability to establish priorities and follow up on multiple issues in a time‑sensitive manner. Skilled at working under pressure and with minimal supervision and sound independent judgment required. Ability to exercise a high degree of professionalism, diplomacy, discretion, firmness, and collaboration in dealing with individuals at all levels. Strong analytical and tenacious problem‑solving skills necessary. Excellent computer skills including thorough knowledge of Microsoft Office, including knowledge of databases and advanced spreadsheet skills required. Must be able to quickly acquire knowledge of University policies, procedures, and systems. Preferred Qualifications Certification (SHRM, Labor Relations, HR, etc.) preferred. Degree in Human Resources or related field preferred. Healthcare and/or Academic Medicine experience preferred. Human Resources experience preferred. Must be able to quickly acquire knowledge of University policies, procedures, and systems. Equal Opportunity Employer / Disability / Veteran Columbia University is committed to the hiring of qualified local residents. #J-18808-Ljbffr Columbia University