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This position is a member of the UAlbany Human Resources Workforce Planning team responsible for supporting data analysis and strategy related to classification, compensation, and the recruitment lifecycle. As part of a team effort, the role contributes to researching compensation and classification for professional positions and providing fair, equitable recommendations. This position works in close partnership and collaboration with departments and leadership on strategic planning, job description development, and broader recruitment initiatives alongside colleagues in the Workforce Planning team.

In addition, the position and team plays a vital role in managing the end-to-end search process to ensure effective, equitable, and compliant hiring practices. Each member of the workforce planning team will be assigned hiring managers and search committees to complete the recruitment lifecycle as well as assessing other transactions related to compensation. Overall, the team will collaborate to ensure consistency in process and collaborative reviews to include working with hiring managers to develop recruitment plans, guiding departments through search procedures, managing applicant tracking systems, and ensuring adherence to institutional policies and legal requirements. The role also supports screening and selection processes, analyzes recruitment trends, and helps refine outreach strategies to attract a diverse and highly qualified applicant pool. By working together, the team strengthens recruitment efforts and enhances hiring practices across the University.

Primary Responsibilities:

As a member of a collaborative team, the individual in this role will independently perform responsibilities related to classification, compensation, and recruitment. The following duties are carried out across the Workforce Planning Team:

+ Contribute to classification and compensation activities for UUP professional and Management/Confidential positions:

+ Collect and research data; analyze position descriptions and extra compensation requests to recommend appropriate grade levels and titles in accordance with SUNY classification standards.

+ Partner with departments to ensure position duties meet program needs; provide feedback and classification recommendations.

+ Determine appropriate salary ranges using compensable factors, market data, and internal equity; make data-informed salary recommendations.

+ Review salary and position change requests; provide guidance on hiring, promotion, and adjustment decisions.

+ Collaborate with division leadership to ensure classification and compensation recommendations align with funding and support equitable recruitment outcomes.

+ Assist departments with organizational structure and position development.

+ Review and revise job descriptions; provide classification feedback and support recruitment documentation.

+ Conduct Fair Labor Standards Act (FLSA) reviews.

+ Ensure compliance with bargaining agreements and employment laws; help departments navigate classification, compensation, and recruitment procedures.

+ Support the full lifecycle of the search process. Each team member manages assigned searches from start to finish to ensure a seamless, equitable, and compliant hiring experience:

+ Provide guidance and training to search committees and offer expert support to search chairs and hiring managers.

+ Review and approve assigned rating matrices to promote consistency and fairness in candidate assessments.

+ Maintain and enhance the Applicant Tracking System (ATS); provide training, troubleshooting, and support continuous improvement efforts.

+ Collaborate with stakeholders to refine recruitment strategies and apply data-driven insights to improve hiring outcomes.

+ Engage in strategic recruitment and outreach efforts. Team members contribute to increasing applicant pool diversity and visibility of opportunities through:

+ Collaborating with departments to understand position needs.

+ Promoting positions through job boards, social media, the UA website, alumni networks, and professional organizations.

+ Ensuring all recruitment materials use inclusive and welcoming language.

+ Representing the University at career fairs and events to promote UA as an employer of choice.

+ Participate in campus and community engagement.

+ Engage in service activities such as serving on committees, attending events, or participating in initiatives that foster community and support the University's mission.

+ Contribute to the completion of the annual CUPA salary survey.

+ Complete hierarchy changes at the organizational level as assigned.

+ Other reasonable duties as assigned

+ May include supervisory responsibilities such as providing leadership and direction to direct reports, aligning work with institutional goals, and completing performance evaluations and goal setting, if applicable.

Functional and Supervisory Relationships:

+ Reports to Assistant Director of Workforce Planning-Professional Services

+ May supervise employees as assigned.

Job Requirements:

+ Knowledge of and commitment to diversity, equity, and inclusion.

+ Solid organizational skills and attention to detail, with the ability to manage multiple priorities and maintain data integrity.

+ The ability to think critically, interpret general guidelines, and apply them to specific circumstances.

+ The ability to understand general HR policies and procedures as they relate to the other HR units including Payroll, Benefits, Time Records, and Employee Relations, and communicate those policies and procedures to departments and employees.

+ The ability to work collaboratively and proactively with internal and external unit managers for successful outcomes.

+ The ability to utilize Business Intelligence solutions, databases, and Excel to write/run data queries, manipulate results, and monitor/audit personnel activity.

+ Ability to provide excellent customer service to constituents.

+ Ability to occasionally work extended hours as necessitated during peak volume periods, typically near the start of the fall academic semester.

Job Requirements:

Minimum Requirements:

+ Bachelor's degree from a college or University accredited by the US Department of Education or an internationally recognized accrediting organization.

+ Minimum of 2-3 years of professional experience in human resources or a related field.

+ Excellent interpersonal, written, and verbal communication skills, with the proven ability to partner effectively with hiring managers, campus leadership, and external stakeholders.

+ Applicants must demonstrate an ability to develop inclusive and equitable relationships within our diverse campus community.

+ Applicants must demonstrate an ability to support diversity, equity, access, inclusion, and belonging relative to their role.

Preferred Qualifications:

+ Bachelor's degree in Human Resources, Data Analytics or related field from a college or University accredited by the US Department of Education or internationally recognized accrediting organization.

+ Professional experience in human resources, with direct involvement in classification and compensation analysis.

+ Professional experience working in Higher Education.

+ Experience supporting full-cycle recruitment activities, including advising search committees, reviewing rating matrices, and managing an applicant tracking system (ATS).

Working Environment:

+ Typical office environment

Additional Information:

Professional Rank and Salary Range: Personnel Associate, MP5, $$68,000-$72,000

Special Notes: Visa sponsorship is not available for this position. If you currently need sponsorship or will need it in the future to maintain employment authorization, you do not meet eligibility requirements.

The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, or Clery Act, mandates that all Title IV institutions, without exception, prepare, publish, and distribute an Annual Security Report. This report consists of two basic parts: disclosure of the University's crime statistics for the past three years; and disclosures regarding the University's current campus security policies. The University at Albany's Annual Security Report is available in portable document format [PDF] by clicking this link http://police.albany.edu/ASR.shtml

Pursuant to NYS Labor Law 194-A, no State entity, as defined by the Law, is permitted to rely on, orally or in writing seek, request, or require in any form, that an applicant for employment provide his or her current wage, or salary history as a condition to be interviewed, or as a condition of continuing to be considered for an offer of employment, until such time as the applicant is extended a conditional offer of employment with compensation, and for the purpose of verifying information, may such requests be made. If such information has been requested from you before such time, please contact the Governor's Office of Employee Relations at (518) 474-6988 or via email at [email protected].

THE UNIVERSITY AT ALBANY IS AN EO/AA/IRCA/ADA EMPLOYER

Please apply online via http://albany.interviewexchange.com/candapply.jsp?JOBID=188396