Human Resources

Work is focused on assisting and advising about the benefit enrollment process, eligibility, coverage amounts/options, and claims filing including: health and welfare benefits (e.g., medical , dental, vision, life and disability insurance, etc.); retirement benefits (e.g., defined contribution plans, profit-sharing plans, defined benefit pension programs, etc.); benefits enrollment and personnel records maintenance (e.g., hire date, marital status, dependent information, breaks in service, etc.); preparation and filing of documents necessary for implementing benefit coverage; ensuring compliance with insurance, tax, and other regulations and filing requirements.

Work is focused on compensation design, management, and analysis including: compensation program design (e.g., salary and incentive structures, pay policy, etc.); compensation plan management (e.g., changes to base pay, short-term and long-term incentives, allowances, deferred compensation, sales compensation, etc.); compensation evaluation and analysis (e.g., job analysis, evaluation and classification, survey participation, policy, and benefits benchmark and review); communication (e.g., guidance and compensation program features, plans, and options); vendor management (e.g., consultants for program design advice for the institution’s compensation plan).

Manages interactions and relationships with employees and labor unions including: implementing measures to increase employee morale, motivation and satisfaction; investigating and resolving complaints, grievances, and disputes; representing management in union/labor relations including the negotiation, interpretation, and administration of collective bargaining agreements; diversity/equal employment opportunity programs, training, and compliance; advising management on strategies that ensure a productive and harmonious workplace; may be accountable for employee assistance (EAP) and work/life programs

Manages and oversees various aspects of the institution’s student employment processes and practices. This includes developing and implementing recruitment strategies to attract and hire qualified students for eligible positions.

Manages a variety of human resources activities at the institution and/or multiple areas of the human resources function. Activities may include: developing human resource management strategies and policies to meet institutional needs; planning, administering and reviewing activities concerned with recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management and organization development and employee/labor relations. May also include roles such as/related to workforce development, HR business partners and workforce planning within various schools/divisions at Georgetown University.

Work is focused on vendor selection, configuring, maintaining, and generating reports for an HR information system including: processing staff information and maintaining staff records in the HRIS; preparing statistical summaries and special reports from HRIS involving skills, pay grade, performance data, payroll information, and other staff records; ensuring the accuracy of HR information entered into the system and testing new features of the system as they are implemented to verify accuracy of HR procedures.

Oversees employee career development programs. Activities include: planning, organizing, and developing training curricula, materials, and programs; analyzing training needs and developing programs to address them; evaluating third-party training providers; managing delivery of internal and externally provided training.