HR Rep Level I - Transactional

Coordinates routine HR functions to include transaction processing, time-keeping, record-keeping and compliance monitoring, generally for a specific administrative unit. Responsibilities may include: serving as a liaison between employees/managers and central HR regarding benefits and leave programs; assisting with payroll related inquiries; assisting in the employment process (e.g. transfers, leaves of absence, changes in status); and coordinating training and orientation programs. Exercises discretion and judgment in providing confidential information to appropriate parties.

HR Rep Level II - Practitioner

Advises and consults with managers on employee issues, generally in a large administrative unit. Responsibilities may include: advising managers regarding university HR policies and procedures, staffing and related issues; conducting research, analysis and studies on HR topics; gathering information and providing direction in the use of performance management tools and corrective disciplinary actions; conducting initial investigations, providing mediation and proposing resolutions to employee complaints in conjunction with central HR; reviewing position classification requests; guiding managers on salaries for new and current employees; assisting in the development of training programs; and counseling managers on benefits and leave programs. Exercises discretion and judgment in providing confidential information to appropriate parties.

HR Rep Level III - Strategic

Provides expertise and advice at the strategic level for complex HR issues, generally at the division/school level. Determines the effectiveness of current programs, policies and procedures and implements changes. Responsibilities may include: providing input at the request of central HR for initiatives, special projects and programs that serve the needs of the university; serving as a liaison with central HR to resolve employee HR-related issues; advising managers in the use of performance management tools, corrective disciplinary actions, benefits, leave programs, and recruitment strategies; partnering with managers to develop strategies to achieve overall organizational objectives. Exercises discretion and judgment in providing confidential information to appropriate parties.