HR Employment Specialist Senior

We need to output HTML fragment with sections: About the role? The posting includes POSITION OBJECTIVE, Essential Functions (with percentages), Nonessential Functions, CONTACTS, SUPERVISORY RESPONSIBILITY, Qualifications, Education/Experience, Required Skills etc. We need to decide which sections to include based on content. We must not repeat job title. No headings for Job ID etc. We need to include sections only when posting has real specific content. We have salary range and benefits info: salary range $58k-$68k, benefits: comprehensive benefits package includes excellent healthcare, retirement plans, tuition assistance, paid time off, winter recess. So we should include Pay and Benefits sections. Schedule? Not mentioned. So no Schedule. We need sections: About the role (maybe POSITION OBJECTIVE), Responsibilities (Essential Functions), Requirements (Qualifications/Education/Experience), Skills (Required Skills), Benefits, Pay. We could also include Contacts? Not required but could be a section? The instruction says use headings for section headings e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should stick to those headings. We can combine Qualifications and Requirements? They said use headings for those; we can have both Requirements and Qualifications separate if content distinct. But we have Education/Experience and Required Skills. Could map Education/Experience to Requirements, and Required Skills to Skills. Qualifications maybe similar to Requirements; but we can just have Requirements (education/experience) and Skills (skills). Avoid duplication. We must preserve all substantive information; not invent or summarize away detail. Must not omit details. So we need to include all essential functions details, percentages, etc. Also nonessential functions? Might be considered not required; but we could drop as not essential? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. Nonessential Functions are still substantive? They are part of posting; but we could include them under Responsibilities? Might be better to include them as part of Responsibilities? However they said "Nonessential Functions" separate; but we are limited to headings list. Could we add a section "Nonessential Functions"? Not in allowed list but maybe we can still include if needed? The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive? It says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect only those headings. So we should map content to those. Thus we need to put Nonessential Functions maybe under Responsibilities as extra bullet? Or we could omit? But we must preserve ALL substantive information; omitting nonessential functions would lose info. So we need to include them somewhere. Could add a subsection under Responsibilities with heading? But we cannot add new headings beyond allowed? Might be okay to add a

inside? Not specified. Safer to include them under Responsibilities as part of list. Similarly Contacts and Supervisory Responsibility could be placed under About the role or Responsibilities? Might be okay to include as bullet under Responsibilities. We need to ensure we don't create sections with filler like "commensurate with experience". We have specific salary range and benefits, so we include Pay and Benefits. Now craft HTML:

About the role

POSITION OBJECTIVE ... (the paragraph).

Then Responsibilities: list essential functions with percentages and details. Also include nonessential functions maybe as sub-bullets. We need to preserve all details; we can copy the essential functions bullet points as

items, preserving percentages and text. We must not include application instructions, boilerplate, etc. Let's extract essential functions sections: Essential Functions (list with percentages): - Develop and maintain partnerships with assigned areas in achieving performance excellence; generate options and recommendations that are responsive to multiple interests, reflective of best practices, and aligned with unit goals. - Develop relationships with customers and become a business partner in advising and counseling on employment and temporary staffing. - Serve as the subject matter expert in interpreting university staff employment policies, labor standards and state/federal employment regulations. - Develop and execute employment plans, timelines, job advertising, salary ranges, and recruiting campaigns in collaboration with assigned areas. - Advocate for an efficient employment process and influence the time to fill job vacancies. - Oversee and manage compliance regarding the employment process and procedures. - Maintain vendor relationships and connect hiring managers with temporary agencies to meet their staffing needs. - Facilitate relationships between hiring managers and search firms. - Meet and conduct regular follow-up with managers to determine the effectiveness of plan implementation. (20%) - Provide guidance and oversee screening and evaluation of job applicants while utilizing non-discriminatory AI resources and tools throughout the employment process. Develop and approve an evaluation rubric with job related criteria to support the assessment applicant qualifications. Ensure an appropriate review and analysis of applicant qualifications against job requirements. Author and update recruitment procedures, interview guidelines, and compliance protocols. Instruct hiring teams on maintaining all pertinent applicants and interview data in the Human Resources Information System (HRIS). Ensure hiring manager is connected with the VISA Office regarding necessary steps and expenses for hiring staff who require sponsorship. (15%) - Oversee the administration and compliance of the background screening process for job finalists; including criminal background check, degree verification, reference checks, etc. Provide guidance and/or conduct reference checks, as well as facilitate and assess criminal background check information. Make recommendations and advise on candidate¿s employability based on the background screening checks and other pertinent data. (15%) - Negotiate job offers and employment terms on behalf of the university. Analyze compensation data and approve salary offers. Determine competitive offer structures, and approve non-standard salary offers within university parameters. Partner with Compensation Analyst on high-level salary exceptions and critical talent placements. Ensure compliance with established university guidelines. Persuade and convince candidates to join the university through highlighting an employer value proposition. Prepare and deliver official employment letters and various correspondence. Create and assemble a variety of offer packages with onboarding materials for new staff employees. Schedule health screening and physicals for certain positions. Ensure a smooth on-boarding process for new employees and a seamless transition for transferring employees. Provide guidance to new employees who are relocating to Cleveland, Ohio area. (15%) - Advise hiring managers and committees in outreach efforts and sourcing qualified candidates and developing a qualified pool of applicants. Research and recommend new sources for active and passive candidate recruiting. Recommend actions to build networks and find qualified passive candidates. (5%) - Serve as an expert resource to the employment team; mentor and guide the employment team in delivering superior service; create an environment of teamwork, support, and collaboration. Manage situational training and provide solutions for escalated issues and concerns. Act on behalf of the employment director during absences. (5%) - Professionally represent the university at job fairs, career days, conferences, and other events to promote Case Western Reserve University and to attract potential candidates. Develop working relationships with local agencies and colleges to aid in recruiting. Network through industry contacts, association memberships, trade groups and employees. Locate and document where to find ideal candidates. Boost public relations by establishing a recognizable ¿employer of choice¿ reputation for the university, both internally and externally. Communicate with managers and employees regularly to establish rapport, gauge morale, and explore new candidate leads. Create contacts within industry. Attend local professional meetings and membership development meetings. Maintain contact with possible future candidates. (5%) - Create and deliver a variety of training programs related to recruitment and selection, e.g. employment laws and regulations, employment process and workflow, employment technology and artificial intelligence (AI) tools. (5%) - Lead university wide HR Employment technology initiatives, directing the functional design, AI integration, user acceptance testing, and continuous optimization of the HRIS/HCM recruitment system in collaboration with U-tech partners. Provide training to the HR Service Center for posting approved job openings in the HRIS. Lead efforts in implementing content updates for the employment website. Develop and maintain FAQs, reference guides, resources, and tools for applicants and managers. (5%) - Provide direction and encouragement to laid off employees and priority candidates. Meet with the individual to discuss job opportunity searches on campus and advice to navigate the process. Connect priority candidates with hiring managers. Facilitate a smooth transition of transferring the laid off employees or priority candidate into new positions. (5%) - Develop and enhance methods to solicit feedback from hiring managers, administrators and other customers while utilizing AI-driven tools and assessments. Manage and administer satisfaction surveys to hiring managers with quantifiable goals and actionable feedback. Utilize data to evaluate services such as timeliness, communication, and quality. Summarize results and present recommendations and strategies to improve processes and enhance the employment image and reputation. Collaborate and share trends with human resources management, hiring managers, and other interested parties. (5%) Nonessential Functions: - Participate in HR department staff meetings, HRA Meetings, HR department projects, and Employment team projects. (Keep abreast of Human Resources trends and changes in state and federal laws, regulations, and legislation that impact Employment. (Participate in and support HR events (e.g., Benefits Fair, Staff Service Awards). (Perform other duties as assigned. Looks messy due to parentheses. We'll keep as is. Contacts and Supervisory Responsibility maybe we can include under About the role as extra paragraphs. Qualifications: Education / Experience: Bachelor's degree required and 3 years of related experience, preferably in human resources and/or employment activities. Or high school education and 7 or more years of related experience. HR generalist experience or college coursework in Human Resources preferred. Professional HR certification (SHRM-CP/SCP or PHR/SPHR) preferred. Required Skills: list many bullet-like sentences separated by periods. We'll need to convert to

• each skill. Let's extract Required Skills paragraph: "Knowledge of recruiting techniques/methodology and understanding of employment laws and regulations (e.g. FCRA, EEOC, etc.)Demonstrated ability to exercise independent judgment and discretion on sensitive management inquiries. Ability to identify and resolve problems in a timely manner; gathers and analyzes information skillfully; develops and recommends alternative solutions; works well in individual and group problem solving situations.Ability to manage difficult customer situations; responds promptly to customer needs.Strong interpersonal skills and ability to communicate with individuals at all levels. Ability to speak clearly; listens and obtains clarification; participates in meetings. Writes clearly and informatively; presents numerical data effectively; able to read and interpret written information. Approaches others in a tactful manner.Ability to support organization by following policies and procedures; understands implications of decisions; completes tasks correctly; supports organization's goals and values. Works with integrity and ethically; upholds organizational values. Displays willingness to make decisions; exhibits sound and accurate judgment; supports and explains reasoning for decisions; includes appropriate people in decision-making process; makes timely decisionsAbility to prioritize and plan work activities; uses time efficiently. Able to deal with frequent change, delays, or unexpected events.Demonstrates accuracy and thoroughness; looks for ways to improve and promote quality.Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.Advanced knowledge of compensation structures, talent analytics, and HR technology management. Ability to read, analyze, interpret and present the most complex results/findings. Ability to respond effectively to the most sensitive and confidential management inquiries or complaints. Analytical ability to collect, research and synthesize various data; use of intuition and experience to complement data. Ability to apply mathematical operations for salary and pay calculations.Ability to meet consistent attendance.Ability to interact with coll" It ends abruptly due to cut-off. We'll include as is until the cut. We'll split by periods where appropriate. Now Benefits: "Employees receive more than just a paycheck. University employees enjoy a comprehensive benefits package that includes excellent healthcare, retirement plans, tuition assistance, paid time off, and a winter recess." Pay: "Case Western Reserve University is committed to providing a transparent