The Office of Human Resources serves the needs of the faculty and staff of the University as they relate to employment, benefits and other work-related issues. We are involved in the University staffing process by assisting job seekers and internal hiring managers. We assist departments to establish / modify job position descriptions, job titles and other personnel issues, and we assist employees with their benefits choices, and manage issues involved with benefits providers.
Assistant Vice President of Human Resources
Director of Human Resources
The Office of Human Resources will achieve our mission by focusing on the following department goals:
-Create and enhance strategic partnerships
-Provide accurate and timely communication
-Promote employee engagement and succession planning
-Meet and anticipate faculty and staff needs
-Streamline and utilize technology resources.
HR BUSINESS PARTNERS
The HR Business Partner serves as a consultant to VP leaders , faculty within a school or college, and staff. HRBPs are responsible for leading and influencing HR activities within scope in terms of talent assessment, performance management, and development of employees and teams. The HR Business Partner acts as the conduit for HR services and partners with the Benefits Administrator and Payroll as needed to meet the needs of all employees. HRBPs also serve as the HR consultant by applying HR best practices and ensuring compliance with University policies as well as employment and labor laws.
|Shaunita Faucette |
|Academic Schools||Academic Schools|
|College of Arts and Sciences|
School of Business
School of Engineering
|School of Art and Design
School of Communication
School of Education
School of Health Sciences
School of Pharmacy
|Offices and Departments||Offices and Departments|
Payroll – refers to the process by which employees receive their salary. Functions involve balancing and reconciling payroll data and depositing and reporting taxes. The payroll department takes care of wage deductions, record keeping and verifying the reliability of pay data. The payroll department delivers payroll checks, maintains compliance with tax laws, records paperwork for new hires and edits existing employee files. Payroll professionals are also responsible for calculating reimbursements, bonuses, overtime and holiday pay. Responsible for processing payroll deductions such as benefits, wage garnishments, retirement, compensation changes and tax deductions, and the processing of purchase orders. At the same time, employees must receive compensation, a finance function, in accordance with the university policies. Our main focus in payroll is to focus on faculty, staff and student payroll and ensure the efficient and timely processing of monthly and bi-weekly compensation. We also ensure that all salary deductions are forwarded to the appropriate accounts (i.e., retirement, garnishments, taxes, etc.).
|Armeka Ware |
Assistant Director of Payroll
|Payroll Processing, Personnel Services, Quarterly & Year End Compliance, United Way Campaign, Tax Documentation Preparation, Time Tracking, Federal, State, and Local Law Compliance, Audits -Monthly, Quarterly, Annually||Payroll Processing, Personnel Services, Quarterly & Year End Compliance, United Way Campaign, Tax Documentation Preparation, Time Tracking, Federal, State, and Local Law Compliance, Audits -Monthly, Quarterly, Annually|
Provides overall benefit guidance to new hires, those with qualified life events, answers 403-b related questions, assist employees with disability, FMLA, and worker’s comp claims, orchestrates Open Enrollment, updates benefit, communicates information to employees, insures payroll deductions are correct for benefit-related type leaves, assists employees on a day-to-day basis with overall benefit inquiries, processes benefit related premiums, and works in conjunction with our outlying benefit vendors.
New Hire/Benefits Orientation COBRA
Flexible Spending Accounts
Employee Assistance Program
Leave Management Programs
TRAINING & DEVELOPMENT
Training and Development’s responsibility is to track employee life cycle and create strategic solutions for improving skills on every stage. This includes, but not limited to annual compliance training programs. These modules are intended to educate everyone across campus in topics that are aiming to teach how to create and maintain a safe, harassment-free work environment in a supporting community. Furthermore, T&D is closely monitoring employee engagement by conducting talent assessments. These intended to indicate where and when to implement new motivation plans including new systems, mentoring programs and more.
Assessment and Training Coordinator
Assign and Track Compliance Training
Conduct Talent Assessments
Measure Overall Training Effectiveness
Participate in Onboarding Management
Track and Analyze Performance
Sustain Employee Engagement Strategy
The Student Employment Program, SEP, promotes student learning purposes. Our objective is to maximize the potential of our students with on-campus employment. The advantage of work experience, especially in a field related to their studies, can help our students become much more competitive once their ready to enter the full-time job market after college. The Student Employment Program allows our students the ability to combine their academic skills, career readiness and their life skills behavior needed to succeed after graduation for long-term sustainability.
Student Employment Specialist
On-campus Student Employment
Federal Work Study Monitoring
Allocations & Budgeting
Engagement and Recognition
Audits - Semester
HR INFORMATION SYSTEM MANAGEMENT
Provide functional and technical support for the HR functional areas of HCM, Recruitment, Onboarding, Benefits, Time & Attendance, and Payroll. Serve as the technical and administrative partner to support the HRIS technical and functional processes.
HR Information System Manager
Train HR Functional Team on Workday processes
Provide ad-hoc report requests
Provide functional support for company processes, annual performance review process, open enrollment, and merit process
Troubleshoot Workday issues
Manage annual and semi-annual updates
Collaborate and network with external Workday customers to share ideas and best practices