Description
Under general supervision, analyzes talent requirements via forecasting plans that the organization needs to execute their business strategy. Possesses and applies a broad knowledge of principles, practices and procedures for a particular field of specialization. Partners with key administrators for developing plan of action for major departmental changes; creates strategies or options for workforce transitions and lays a framework for future structure and staffing needs. Develops and implements strategic staffing and recruitment plans in collaboration with administrators and department(s); coaches department administrators on developing action plans for implementing their recruitment goals. Analyzes workforce reports and trends to proactively determine potential internal or external environmental factors impacting the organization; partners with key 'at-risk' departments to develop and implement tailored action plans. Exhibits excellence in performance within current role, demonstrating knowledge and skill level in complex situations. Typically requires a Bachelor degree more and than five years of experience. Employees in this classification typically analyze, compare and evaluate various courses of action and have the authority to make independent decisions on matters of significance, free from immediate direction, within the scope of their responsibilities. Primary activities and decision making authority are predominantly performed independently affecting business operations to a substantial degree. Under FLSA, this is the exempt job classification for this title. Incumbents in this position must meet the full criteria for exempt status: salary level, salary basis, and duties tests.