Human Resources Consultant and ADA Coordinator
University of Alaska
This is a unique position with UAA Human Resource Services as it combines the specialized duties of the ADA Coordinator with HR Consultant/Generalist duties. The ideal incumbent for this position is interested in focusing 50% effort on the UAA ADA responsibilities, and 50% as an HR generalist working with a small client group. In the client style organization the HR Consultant provides the opportunity for better service, advice and counsel, the consultant advises clients on everything from recruitment to conflict resolution and works closely with a team of HR professionals also providing general HR support to their assigned clients on the UAA campus. However, the ADA function is unique to this position. The ADA Coordinator is responsible for implementing and maintaining campus-wide policies and procedures that comply with applicable state and federal obligations, laws, and regulations that pertain to accessibility for persons who experience disabilities. This includes, but is not limited to, monitoring changes in regulations and laws; developing and implementing policies and procedures for equal access and nondiscrimination; coordinating reasonable accommodations for qualified employees under the American Disabilities Act (ADA); publicizing and communicating the policies to the campus community; developing employee training, and ensures disability discrimination investigations. The ADA Coordinator is consultative in regards to campus compliance with all aspects of the Americans with Disabilities (ADA) Act, Sections 504 and 508 of the Rehabilitation Act of 1973 and other federal and state laws and regulations pertaining to persons who experience disabilities.
Duties:
15 Oversee the ADA Advisory Committee and lead the Committee to develop, implement and coordinate strategic efforts aimed at the inclusion of individuals who experience disabilities and prevention of disability-based discrimination. Provide for an annual audit of compliance activities, and use the information to recommend proactive steps the university can take to remain compliant and to maintain an inclusive university community. Maintain records related to ADA reasonable accommodations and coordinate record-keeping in a confidential system. Monitor development and changes in laws, regulations, and case law related to disability discrimination and application to all campus stakeholders. Monitor the University’s policies and procedures for compliance under federal and state laws and regulations that pertain to persons who experience disabilities. Identify potential areas of related compliance vulnerability and risk and offer suggestions for resolution of problematic issues. Responsible for the update of the ADA related portion of the Office of Equity & Compliance website. Essential
15 Recruitment . Meet with client organizations to gain understanding of recruitment needs and advise on developing recruitment strategies. Stress innovative strategies that meet both the strategic direction of UAA and our diversity goals. The consultant is responsible for ensuring the integrity of the recruitment process for all recruitments that meet both the strategic direction of UAA and our diversity goals. The consultant is responsible for ensuring the integrity of the recruitment process for all recruitment within the client group and is responsible for documentation of the progress of the process. Review recruitment materials for completeness and compliance with applicable laws, P&R and accepted recruitment practices. All recruitments require consultant approval prior to posting. Review documentation of the successive stages of the recruitment process for completeness and compliance with applicable laws, P&R and accepted recruitment practices. Grant final approval to make an offer of employment. In consultation with legal counsel and management (as necessary), decide whether an applicant''s prior criminal conviction presents a bar to employment. Essential
20 ADA Processing. Process requests for reasonable accommodations and services based on the needs of self-identified faculty, staff, student employees and visitors. Engage employees and supervisors in the interactive process to establish reasonable accommodations for qualified employees. Use community and electronic resources to establish reasonable accommodation solutions. Essential
20 Employee Relations. While maintaining professional ethical standards, look after the interest of all parties; management, employees, and the institution as a whole. Provide authoritative counsel during disciplinary actions, terminations, non-retentions, non-CBA grievances, and compliance with CBAs. Recognize internal P&Rs, and external statutes and laws that relate to employment situations and appropriately apply them. Research, review and prepare appropriate documentation. When appropriate, mediate disputes and facilitate communication between parties. When appropriate, conduct investigations and recommend follow up actions and remedies. Essential
25 General HR Consultative Services: Consult with organizations through direct interaction with all levels of a diverse employee population (executive, faculty, staff, union represented and temporary employees) on HR policies, procedures and programs in the areas of employment, benefits, compensation, employee/organizational development, end employee relation issues. Essential
5 Compensation/ Classification. Make decisions and recommendations on appropriate compensation in situations not addressed in regulation or where regulation allows regional personnel office discretion. Evaluate temporary job descriptions and assign a pay grade consistent with similar jobs. Assess requests for exceptional step placement and make recommendations to higher authority. Assess requests for out-of-class pay adjustments. When deemed necessary, conduct salary analysis to ensure internal parity. Participate in reclassification and compensation interventions that impact compensation interventions that impact compensation statewide. Job Evaluations. [Weekly] Use university system to appropriately grade and classify jobs. Determine parity across university system. Advise and counsel managers regarding their organization''s design and employee role definition. Appropriately place jobs on established university pay scale; evaluate jobs for exempt/non-exempt determination per the Fair Labor Standards Act; assign appropriate system title. Essential
This is a unique position with UAA Human Resource Services as it combines the specialized duties of the ADA Coordinator with HR Consultant/Generalist duties. The ideal incumbent for this position is interested in focusing 50% effort on the UAA ADA responsibilities, and 50% as an HR generalist working with a small client group. In the client style organization the HR Consultant provides the opportunity for better service, advice and counsel, the consultant advises clients on everything from recruitment to conflict resolution and works closely with a team of HR professionals also providing general HR support to their assigned clients on the UAA campus.
The ADA Coordinator is responsible for implementing and maintaining campus-wide policies and procedures that comply with applicable state and federal obligations, laws, and regulations that pertain to accessibility for persons who experience disabilities. This includes, but is not limited to, monitoring changes in regulations and laws; developing and implementing policies and procedures for equal access and nondiscrimination; coordinating reasonable accommodations for qualified employees under the American Disabilities Act (ADA); publicizing and communicating the policies to the campus community; developing employee training, and ensures disability discrimination investigations. The ADA Coordinator is consultative in regards to campus compliance with all aspects of the Americans with Disabilities (ADA) Act, Sections 504 and 508 of the Rehabilitation Act of 1973 and other federal and state laws and regulations pertaining to persons who experience disabilities.
Knowledge/Skills/Abilities:
This is a senior human resources professional position. The purpose of this job is to provide authoritative advice and counsel to designated client organizations regarding all HR areas; and, develop and maintain policies, procedures, practices and systems that support and enhance the organization's mission. The incumbent possesses a command of HR theory and practices across the full range of HR knowledge areas. The incumbent also possesses the personal competencies to effectively apply this knowledge in exercising independent judgment and through consultative services with employees at all organizational levels. In addition, the incumbent possesses a mastery of theory and practice in a single area of HR knowledge and serves as an organizational expert in that area of knowledge. The impact of decisions influenced by this position has enormous consequences to the organization, e.g., termination, job classification, recruitment, and placements.
The incumbent must possess a command of the full range of HR theory and practice; specific knowledge areas include; benefits, compensation, training, employee relations, employment law, and recruitment. In order to perform at the level of professional maturity and expertise required by this job the incumbent must demonstrate a command of knowledge through on-the-job training, format training or academic preparation in all knowledge areas. The incumbent also possesses the personal competencies to effectively apply this knowledge in exercising independent judgment and through consultative services with employees at all organizational levels. In addition, the incumbent possesses a mastery of theory and practice in a single area of HR knowledge and serves as an organizational expert in that area knowledge.
Knowledge of the principles, laws, and regulations related to equal employment opportunity, affirmative action and non-discrimination including Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963 (EPA), Title I of the Americans with Disabilities Act of 1967, Civil Rights Act of 1991, the Vietnam Era Veteran's Readiness Assistance Act of 1974 (VEVRAA), Family and Medical Leave Act (FMLA), Section 504 of the Rehabilitation Act of 1973.
Strong analytical and critical thinking skills.
Superior written and verbal communication skills; expert networking and interpersonal skills including strong consultative skills and the ability to persuade others toward positive action and outcomes. Demonstrated creative problem-solving skills and the ability to develop imaginative and innovative solutions to complex problems. Ability to independently interpret, apply and explain highly complex equal employment and anti-discrimination laws that relate to individuals who experience disabilities. Ability to work with sensitive and stressful situations in a professional and confidential manner as well as adjusting communication style when needed (students, staff and faculty populations). Ability to exercise discretion, independent judgment and reason logically in carrying out responsibilities. Ability to conduct effective investigations. Demonstrated success in building consensus between and among individuals and groups with diverse interests. This position is a "Responsible Employee" and is required to comply with the requirements set forth as a condition of employment.
Required Experience:
Must have progressively responsible HR experience demonstrating breadth in the areas of; benefits, compensation, training, employee relations, employment law, and recruitment as well as ADA. Experience in work environments where confidentiality and ethical behaviors are emphasized. Experience in and educational institution or large public organization is preferred. Experience developing and delivering training is preferred.
Typical Education/Training:
A master's degree is preferred; however, a combination of academic preparation, professional certification and/or work experience that demonstrates a command of the field of HR may be substituted as an equivalent. This position requires a level of maturity and expertise demonstrated by extensive/ intensive experience in professional practice. In summary, the incumbent must be a seasoned professional and well rounded in this field of knowledge who values consistency across the organization and works well as a team member. The incumbent is competent to act as Director during brief absences. SHRM certification is desirable.
University of Alaska
This is a unique position with UAA Human Resource Services as it combines the specialized duties of the ADA Coordinator with HR Consultant/Generalist duties. The ideal incumbent for this position is interested in focusing 50% effort on the UAA ADA responsibilities, and 50% as an HR generalist working with a small client group. In the client style organization the HR Consultant provides the opportunity for better service, advice and counsel, the consultant advises clients on everything from recruitment to conflict resolution and works closely with a team of HR professionals also providing general HR support to their assigned clients on the UAA campus. However, the ADA function is unique to this position. The ADA Coordinator is responsible for implementing and maintaining campus-wide policies and procedures that comply with applicable state and federal obligations, laws, and regulations that pertain to accessibility for persons who experience disabilities. This includes, but is not limited to, monitoring changes in regulations and laws; developing and implementing policies and procedures for equal access and nondiscrimination; coordinating reasonable accommodations for qualified employees under the American Disabilities Act (ADA); publicizing and communicating the policies to the campus community; developing employee training, and ensures disability discrimination investigations. The ADA Coordinator is consultative in regards to campus compliance with all aspects of the Americans with Disabilities (ADA) Act, Sections 504 and 508 of the Rehabilitation Act of 1973 and other federal and state laws and regulations pertaining to persons who experience disabilities.
Duties:
15 Oversee the ADA Advisory Committee and lead the Committee to develop, implement and coordinate strategic efforts aimed at the inclusion of individuals who experience disabilities and prevention of disability-based discrimination. Provide for an annual audit of compliance activities, and use the information to recommend proactive steps the university can take to remain compliant and to maintain an inclusive university community. Maintain records related to ADA reasonable accommodations and coordinate record-keeping in a confidential system. Monitor development and changes in laws, regulations, and case law related to disability discrimination and application to all campus stakeholders. Monitor the University’s policies and procedures for compliance under federal and state laws and regulations that pertain to persons who experience disabilities. Identify potential areas of related compliance vulnerability and risk and offer suggestions for resolution of problematic issues. Responsible for the update of the ADA related portion of the Office of Equity & Compliance website. Essential
15 Recruitment . Meet with client organizations to gain understanding of recruitment needs and advise on developing recruitment strategies. Stress innovative strategies that meet both the strategic direction of UAA and our diversity goals. The consultant is responsible for ensuring the integrity of the recruitment process for all recruitments that meet both the strategic direction of UAA and our diversity goals. The consultant is responsible for ensuring the integrity of the recruitment process for all recruitment within the client group and is responsible for documentation of the progress of the process. Review recruitment materials for completeness and compliance with applicable laws, P&R and accepted recruitment practices. All recruitments require consultant approval prior to posting. Review documentation of the successive stages of the recruitment process for completeness and compliance with applicable laws, P&R and accepted recruitment practices. Grant final approval to make an offer of employment. In consultation with legal counsel and management (as necessary), decide whether an applicant''s prior criminal conviction presents a bar to employment. Essential
20 ADA Processing. Process requests for reasonable accommodations and services based on the needs of self-identified faculty, staff, student employees and visitors. Engage employees and supervisors in the interactive process to establish reasonable accommodations for qualified employees. Use community and electronic resources to establish reasonable accommodation solutions. Essential
20 Employee Relations. While maintaining professional ethical standards, look after the interest of all parties; management, employees, and the institution as a whole. Provide authoritative counsel during disciplinary actions, terminations, non-retentions, non-CBA grievances, and compliance with CBAs. Recognize internal P&Rs, and external statutes and laws that relate to employment situations and appropriately apply them. Research, review and prepare appropriate documentation. When appropriate, mediate disputes and facilitate communication between parties. When appropriate, conduct investigations and recommend follow up actions and remedies. Essential
25 General HR Consultative Services: Consult with organizations through direct interaction with all levels of a diverse employee population (executive, faculty, staff, union represented and temporary employees) on HR policies, procedures and programs in the areas of employment, benefits, compensation, employee/organizational development, end employee relation issues. Essential
5 Compensation/ Classification. Make decisions and recommendations on appropriate compensation in situations not addressed in regulation or where regulation allows regional personnel office discretion. Evaluate temporary job descriptions and assign a pay grade consistent with similar jobs. Assess requests for exceptional step placement and make recommendations to higher authority. Assess requests for out-of-class pay adjustments. When deemed necessary, conduct salary analysis to ensure internal parity. Participate in reclassification and compensation interventions that impact compensation interventions that impact compensation statewide. Job Evaluations. [Weekly] Use university system to appropriately grade and classify jobs. Determine parity across university system. Advise and counsel managers regarding their organization''s design and employee role definition. Appropriately place jobs on established university pay scale; evaluate jobs for exempt/non-exempt determination per the Fair Labor Standards Act; assign appropriate system title. Essential
This is a unique position with UAA Human Resource Services as it combines the specialized duties of the ADA Coordinator with HR Consultant/Generalist duties. The ideal incumbent for this position is interested in focusing 50% effort on the UAA ADA responsibilities, and 50% as an HR generalist working with a small client group. In the client style organization the HR Consultant provides the opportunity for better service, advice and counsel, the consultant advises clients on everything from recruitment to conflict resolution and works closely with a team of HR professionals also providing general HR support to their assigned clients on the UAA campus.
The ADA Coordinator is responsible for implementing and maintaining campus-wide policies and procedures that comply with applicable state and federal obligations, laws, and regulations that pertain to accessibility for persons who experience disabilities. This includes, but is not limited to, monitoring changes in regulations and laws; developing and implementing policies and procedures for equal access and nondiscrimination; coordinating reasonable accommodations for qualified employees under the American Disabilities Act (ADA); publicizing and communicating the policies to the campus community; developing employee training, and ensures disability discrimination investigations. The ADA Coordinator is consultative in regards to campus compliance with all aspects of the Americans with Disabilities (ADA) Act, Sections 504 and 508 of the Rehabilitation Act of 1973 and other federal and state laws and regulations pertaining to persons who experience disabilities.
Knowledge/Skills/Abilities:
This is a senior human resources professional position. The purpose of this job is to provide authoritative advice and counsel to designated client organizations regarding all HR areas; and, develop and maintain policies, procedures, practices and systems that support and enhance the organization's mission. The incumbent possesses a command of HR theory and practices across the full range of HR knowledge areas. The incumbent also possesses the personal competencies to effectively apply this knowledge in exercising independent judgment and through consultative services with employees at all organizational levels. In addition, the incumbent possesses a mastery of theory and practice in a single area of HR knowledge and serves as an organizational expert in that area of knowledge. The impact of decisions influenced by this position has enormous consequences to the organization, e.g., termination, job classification, recruitment, and placements.
The incumbent must possess a command of the full range of HR theory and practice; specific knowledge areas include; benefits, compensation, training, employee relations, employment law, and recruitment. In order to perform at the level of professional maturity and expertise required by this job the incumbent must demonstrate a command of knowledge through on-the-job training, format training or academic preparation in all knowledge areas. The incumbent also possesses the personal competencies to effectively apply this knowledge in exercising independent judgment and through consultative services with employees at all organizational levels. In addition, the incumbent possesses a mastery of theory and practice in a single area of HR knowledge and serves as an organizational expert in that area knowledge.
Knowledge of the principles, laws, and regulations related to equal employment opportunity, affirmative action and non-discrimination including Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963 (EPA), Title I of the Americans with Disabilities Act of 1967, Civil Rights Act of 1991, the Vietnam Era Veteran's Readiness Assistance Act of 1974 (VEVRAA), Family and Medical Leave Act (FMLA), Section 504 of the Rehabilitation Act of 1973.
Strong analytical and critical thinking skills.
Superior written and verbal communication skills; expert networking and interpersonal skills including strong consultative skills and the ability to persuade others toward positive action and outcomes. Demonstrated creative problem-solving skills and the ability to develop imaginative and innovative solutions to complex problems. Ability to independently interpret, apply and explain highly complex equal employment and anti-discrimination laws that relate to individuals who experience disabilities. Ability to work with sensitive and stressful situations in a professional and confidential manner as well as adjusting communication style when needed (students, staff and faculty populations). Ability to exercise discretion, independent judgment and reason logically in carrying out responsibilities. Ability to conduct effective investigations. Demonstrated success in building consensus between and among individuals and groups with diverse interests. This position is a "Responsible Employee" and is required to comply with the requirements set forth as a condition of employment.
Required Experience:
Must have progressively responsible HR experience demonstrating breadth in the areas of; benefits, compensation, training, employee relations, employment law, and recruitment as well as ADA. Experience in work environments where confidentiality and ethical behaviors are emphasized. Experience in and educational institution or large public organization is preferred. Experience developing and delivering training is preferred.
Typical Education/Training:
A master's degree is preferred; however, a combination of academic preparation, professional certification and/or work experience that demonstrates a command of the field of HR may be substituted as an equivalent. This position requires a level of maturity and expertise demonstrated by extensive/ intensive experience in professional practice. In summary, the incumbent must be a seasoned professional and well rounded in this field of knowledge who values consistency across the organization and works well as a team member. The incumbent is competent to act as Director during brief absences. SHRM certification is desirable.
