Item 3.D-April 11, 2014
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR Faculty HR at 682-6114
INSTRUCTIONS: See http://www.unr.edu/vpaf/hr/compensation/placement.html for complete instructions.
Incumbent(s) Name (if applicable):
Position #(s): 11854
Current Title: Manager, Human Resources Services
Current Range: 4
(JCC:67217)
Department: Business Center North – Human
College/Division: AVP, Human
Resources (BCN-HR)
Resources / VP Admin & Finance
Account #(s): 1101-104-0401; 1201-104-0907
Action Proposed: (check all that apply)
) New position:
Proposed Range:
Proposed Title:
(X) Title Change, Proposed Title: Manager, Recruitment
(X) Proposed Reassignment from Range 4 to Range
3
( ) Revised PDQ only (no change in range or title)
JCC (Current
( ) Line of Progression (show titles below)
or new HR
Range:
assigned):
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
Immediate Supervisor’s Signature
__________________
Date
____________________________________________________________
Director/Chair/Dean
Tim McFarling
Asst. VP, Human Resources
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Ron Zurek
Date
Vice President, Administration & Finance
Action Approved by the Provost/President (Completed by Faculty HR):
67542 Range:
3
Pos #(s): 11854
JCC:
EEO: 3D
Eff: 4/1/2014
Approved Title: Manager, Recruitment
Employee signs on “final” stamped approved PDQ and sends to HR for personnel file.
Employee Signature:_______________________________________________ __________________
Date
Printed Name: ____________________________________________________
Rev: 10/1/2012
Position Description - Manager, Recruitment
Page 2
1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)
The Manager, Recruitment, is responsible for overseeing recruitment for University of Nevada, Reno
academic and administrative faculty and for Classified Staff recruitment for Business Center North
(BCN) campuses. The Manager is responsible for managing all aspects of recruitment: oversight of
applicant tracking systems, interacting with the state Division of Human Resource Management to
clarify and interpret the Nevada Administrative Code, maintaining a background check system for
various employee types, providing service to hiring departments and institutions, developing strategic
sourcing and talent management strategies, and maintaining a recruitment workload. The position
reports to the Associate Vice President, Human Resources.
2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job (percentage
first with heading and then bulleted information).
50% - Recruitment Management
 Develop recruitment and candidate sourcing strategies which contribute to talent management
 Implement and maintain systems to support and drive the recruitment process
 Provide recruitment data and reports to management
 Oversee ancillary recruitment processes such as background checks, drug and alcohol
testing, on-boarding and orientation programs in conjunction with other HR units, accelerate
salary requests
 Establish service levels to departments and appropriate metrics to demonstrate quality
customer service
 Supervise recruitment staff
 Ensure compliance with all rules and regulations
 Oversee Classified recruitment functions for BCN campuses and academic and administrative
faculty recruitment for University faculty
 Collaborate with the Department of Human Resource Management to address issues, propose
regulation changes and adapt state processes to Nevada System of Higher Education (NSHE)
needs
 Provide information to hiring managers on the hiring process, compliance issues, interviewing
techniques, etc.
 Manage/resolve applicant appeals/grievances
 Develop and maintain training programs for end users of the recruitment process and internal
human resources policy and procedure development
 Collaborate in the development of the annual Affirmative Action Plans as required for each
campus and ensure data requirements for the plans are met
 Implement plans to advance the stated goals of the annual Affirmative Action Plan; audit and
evaluate progress toward affirmative action goals for faculty recruitment; ensure integrity of
search data for Affirmative Action Plan
 Maintain system for monitoring probationary employees and advising departments of the key
milestones within the period; coordinate Activities with Employee Relations when necessary
 Foster an environment of continuous improvement
50% - Recruitment Workload
 Administer all aspects of classified and faculty recruitments to ensure compliance with
Affirmative Action, Equal Employment Opportunity, and the Uniform Guidelines on Employee
Selection Procedures’ and Nevada System of Higher Education (NSHE) / University of
Position Description - Manager, Recruitment
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Nevada, Reno policies and procedures, Nevada Administrative Code/Nevada Revised
Statutes while meeting the operational needs of the institution
Maintain various databases to ensure smooth workflow within the departments
Provide input to departments regarding selection of candidates, negotiation strategies and onboarding
Develop strategies for diversity recruitment and contribute to the development and
implementation of the annual Affirmative Action Plan
Determine minimum qualifications, preferred qualifications and selective criteria in conjunction
with the hiring authority
Create recruitment plans, announcements, consult regarding advertising and outsourcing
strategies in accordance with applicable regulations, policies and practices
Advise and staff faculty search committees for key positions including candidate sourcing
advertising and outreach
Determine qualified applicants by analyzing applicants’ education and work experience.
Certify hiring lists and release to departments
Provide support and guidance to hiring departments by developing and reviewing interview
questions, creating skills tests, interviewing candidates.
Provide technical information to faculty on proper hiring practices and compliance
Actively consult with departments on a proactive recruiting strategy; determine their business
needs for the recruitment and expected completion dates
3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.
Level of Freedom:
The Manager has the freedom to develop systems and approaches which meet the recruitment needs
of the BCN campuses and the University and are within applicable federal, state and NSHE laws,
regulations and policies. Daily authority includes decisions regarding parameters of recruitment (open
competitive, campus promotional, testing strategies, etc.), recruitment strategies and resolution of
issues with hiring departments. Exceptions and variations from standard protocol and policies are
made in consultation with the Associate Vice President, Human Resources.
Impact:
The position has a direct impact on the hiring of qualified employees, the onboarding of new hires,
compliance with all applicable regulations/policies, and guiding strategies for a building a diverse
workforce. Failure to perform can result in delays in hiring, potential litigation, and missed
opportunities for creating a diverse workforce.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
 State, federal and NSHE employment laws, regulations and policies
 Recruitment, interviewing, screening and selection methods and applicant tracking systems
 Affirmative Action regulations
 Skills-based testing techniques
 State and Federal employment laws and regulations (i.e., drug and alcohol testing,
background check regulations and processes, Americans With Disabilities Act (ADA), , Fair
Labor Standards Act (FLSA)
 Nevada Administrative Code and Nevada Revised Statutes
 Nevada System of Higher Education Code
Position Description - Manager, Recruitment
Skills:
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Supervision and leadership
Excellent communication and organizational skills
Interpersonal and human relations skills
Proficiency in use of a personal computer and current software applications including but not
limited to Microsoft Office Suite (Word, Access, Excel, PowerPoint, and email)
Interviewing and negotiation skills
Ability to:
 Identify technical issues and work toward resolution
 Work with individuals from diverse backgrounds
 Foster support for achieving affirmative action goals
 Establish rapport and work and interact effectively with diverse populations with varied
perspectives
 Meet the needs of internal and external customers
 Coach employees on strategizing and influencing others to achieve common goals
5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.
Internal
Department Management
Administration
Employees
Reason for Contact
To provide recruitment services
To discuss complex disciplinary cases, grievance resolution
To provide recruitment services
External
Department of Human Resource
Management – State of Nevada
Applicants
Reason for Contact
To problem solve, seek clarification, offer solutions and
enhancements to recruitment issues
To promote NSHE employment opportunities and clarify the hiring
process
To communicate NSHE needs and create partnerships which
enhance personnel systems
Vendors
6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Bachelor’s Degree from a regionally accredited institution
b.
Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Bachelor’s Degree and four years of progressively responsible human resources
experience
Preferred Licenses or Certifications: Senior Professional in Human Resources (SPHR
or Professional in Human Resources (PHR)
c.
Indicate any license or certificate required for this position.
None