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Position Title

HR Generalist for Talent Acquisition - Human Resources

Job Category

Academic Staff

Employment Type

Regular

Job Profile

HR Generalist

Job Duties

Attention

The Department of Human Resources at the University of Wisconsin-Whitewater seeks an HR Generalist for Talent Acquisition (HR Generalist, HR010).

Position summary

The HR Generalist provides professional human resources services to assigned UW–Whitewater divisions and departments within a centralized Human Resources office. The position administers full-cycle recruitment, initiates and audits Workday business processes across the employee lifecycle, maintains the accuracy and integrity of human resources records, and provides timely policy and procedural guidance to employees and managers.

Working under the general supervision of the Human Resources Manager and collaboratively with the HR Business Partner, Payroll, Benefits, Budget, and other institutional partners, the position resolves routine to moderately complex matters independently and escalates complex, high-risk, or policy-exception matters as appropriate. The position supports recruitment strategies designed to attract broad, qualified applicant pools and contributes to consistent, compliant, and service-oriented human resources practices across the university.

Primary responsibilities

40% — Talent acquisition and recruitment

Serves as the primary recruitment contact for assigned divisions and departments and manages recruitment activity from initial intake through closeout.
Consults with hiring managers and search chairs regarding position descriptions, job-related qualifications, recruitment plans, timelines, sourcing strategies, screening, interviews, selection documentation, and applicable policy requirements.
Creates and manages positions, job requisitions, postings, candidates, and recruitment-related business processes in Workday; routes required approvals, monitors progress, and resolves workflow issues.
Develops and recommends outreach and sourcing strategies designed to attract broad, qualified applicant pools; evaluates recruitment activity and source effectiveness using available data.
Provides search committees with process guidance and resources concerning consistent evaluation, confidentiality, documentation, records retention, reference checks, and other established recruitment requirements.
Coordinates approved offer, pre-employment, appointment, and onboarding activities with candidates, hiring units, Payroll, Benefits, and other partners; ensures required documentation and approvals are complete before processing.
Completes recruitment closeout, maintains required records, and prepares reports on recruitment volume, timeliness, outcomes, and recurring process issues.

30% — Workday employment operations and data management

Initiates, processes, reviews, and audits approved employee-lifecycle transactions in Workday, including hires, additional jobs, job and position changes, compensation changes, one-time payments, contract renewals or extensions, transfers, promotions, and separations.
Validates the transaction type, effective date, appointment details, job profile, position, compensation, funding, supervisory organization, supporting documentation, and required approvals before completion or routing.
Monitors Workday inboxes, business-process status, reports, and deadlines; resolves errors, omissions, and delayed transactions and communicates status or needed action to the appropriate parties.
Maintains accurate and confidential worker, position, recruitment, and employment records in accordance with applicable policies, procedures, internal controls, and records-retention requirements.
Runs recurring reports and audits to identify incomplete, inconsistent, untimely, or potentially noncompliant records; coordinates corrections with HR colleagues, Payroll, Benefits, Budget, and campus units.
Reconciles processed actions with source approvals and downstream outcomes and promptly escalates discrepancies that may affect pay, benefits, employee status, or institutional reporting.
Maintains current process documentation and applies established quality-control practices to support timely, accurate, and consistent HR operations.

20% — HR consultation and employee-lifecycle support

Serves as a frontline Human Resources contact for employees, applicants, managers, and supervisors and provides timely, accurate, and professional service through established communication and service channels.
Interprets and explains routine to moderately complex Human Resources policies, procedures, Workday processes, documentation requirements, and available options; recognizes matters requiring escalation to the HR Business Partner, Human Resources Manager, or another subject-matter specialist.
Supports onboarding, offboarding, probationary or initial evaluation tracking, contract and appointment cycles, performance-process administration, and other recurring employee-lifecycle activities.
Receives and triages employee-relations and performance-management questions, assists with process and documentation needs within delegated authority, and refers complex, sensitive, or high-risk matters for consultation.
Coordinates with Payroll, Benefits, compensation, and other functional areas to provide employees and managers with complete responses and to move service requests to resolution.
Builds effective working relationships with assigned campus units and identifies emerging service needs, recurring questions, and opportunities for proactive HR support.

10% — Training, process improvement, reporting, and institutional support

Develops and maintains standard operating procedures, job aids, templates, communications, and training materials for recruitment, Workday, and employment processes.
Provides or supports training, information sessions, office hours, and outreach for hiring managers, supervisors, search committees, and employees.
Reviews service and operational data—including recruitment aging, time to fill, transaction turnaround, error patterns, and unresolved business processes—to recommend improvements.
Participates in Workday testing, process reviews, change implementation, special projects, and cross-functional initiatives under the direction of Human Resources leadership.
Maintains cross-training and provides backup coverage for critical Human Resources processes to support continuity of service.
Represents Human Resources at institutional workshops, informational meetings, job fairs, and other events as assigned; performs other duties consistent with the scope of the position.

CONDITIONS OF APPOINTMENT

University of Wisconsin-Whitewater does not offer H-1B or other work authorization visa sponsorship for this position. Candidates must be legally authorized to work in the United States at the time of hire and maintain work authorization throughout the employment term. If you have questions regarding this, please contact Human Resources. UW-Whitewater is not an e-verify employer, therefore STEM extensions are not options for work authorization.

Key Job Responsibilities

Contributes to the development, implementation, interpretation, and revision of work unit Human Resources policies and procedures according to institutional and legal rules and regulations
Executes and audits work transactions and changes adhering to established policies and procedures to meet anticipated deadlines
Receives, responds to, and resolves employee questions and problems
Represents unit/program at institutional workshops, informational meetings, and training sessions
Provides consultation, performs analytics, and/or maintains personnel files, communications, and materials for work unit through various mediums

Department

Human Resources

Compensation

Well-qualified candidates can expect a minimum starting annual salary of $50,000 commensurate with the candidate's education, related experience, and qualifications.

UW System employees receive an excellent benefit package. To learn more about the UW System's comprehensive benefit package, review the UW System Employee Benefits Brochure.

Required Qualifications

Associate degree in human resources, business administration, public administration, or a related field, or an equivalent combination of relevant education, training, and experience.
At least two years of progressively responsible experience in human resources, employment services, recruitment, HR operations, or a closely related area.
Experience using a human resources information system, applicant tracking system, or comparable workflow-based enterprise system to enter, review, or audit data and transactions.
Experience interpreting and applying policies or procedures, maintaining confidential records, and providing service to employees, applicants, managers, or other customers.
Demonstrated ability to perform detailed work accurately, manage competing priorities, and meet time-sensitive deadlines with appropriate use of independent judgment and escalation.

Preferred Qualifications

Bachelor's degree in human resources, business administration, public administration, or a related field.
Experience with Workday HCM, Recruiting, Staffing, position management, reporting, or related business processes.
Human resources experience in higher education, government, or another large, complex organization.
Experience supporting full-cycle recruitment and employee-lifecycle transactions across multiple employee groups.
Experience with HR reporting, data auditing, Microsoft Excel, process improvement, training, or development of procedural documentation.
Professional human resources certification, such as SHRM-CP or PHR.

Knowledge, Skills, and Abilities

Working knowledge of human resources principles and practices across recruitment, employment administration, compensation transactions, performance processes, employee relations, and records management.
Ability to learn, interpret, and consistently apply federal and state requirements, Universities of Wisconsin policies, institutional procedures, and established internal controls.
Ability to learn and use Workday and related systems effectively, including business-process monitoring, reporting, troubleshooting, documentation, and data-quality review.
Strong analytical and problem-solving skills, including the ability to identify discrepancies, evaluate information, determine appropriate next steps, and recognize when escalation is required.
Excellent written, verbal, interpersonal, presentation, and customer-service skills, including the ability to explain complex processes clearly and respectfully.
High degree of discretion, sound judgment, professionalism, and commitment to maintaining the confidentiality and security of personnel information.
Ability to independently organize and prioritize a high volume of work while collaborating effectively across Human Resources functions and campus units.
Ability to develop practical job aids, communications, training materials, and process improvements based on recurring user and operational needs.
Ability to work effectively and respectfully with applicants, employees, supervisors, managers, and colleagues across the university community.
Ability to interact respectfully with people with diverse socioeconomic, cultural and ethnic backgrounds
Willingness and ability to be an active participant in following applicable safety rules and regulations including necessary training and drills.

How to Apply

Only complete application packages will be considered. This includes online submission of the following documents:

Cover Letter
Resume
Name and contact information for three professional references

Contact Information

If you have questions regarding this recruitment or if you are unable to complete the application online due to a disability or system problem, please contact us at (262) 472-1024 or [hr@uww.edu](mailto:hr@uww.edu).

For questions regarding this position, please contact

Search Committee Chair, Kai Instefjord

[InstefjoKE08@uww.edu](mailto:InstefjoKE08@uww.edu)

To Ensure Consideration

Applications received by September 24th, 2026, are ensured full consideration. Applications received after that date may be given consideration at the discretion of the search committee. The most qualified applicants will be invited to participate in the next step of the selection process.

CAMPUS INFORMATION

UW-Whitewater is a thriving public university located in southeastern Wisconsin. It leads the way in providing world-class, affordable higher education programs to more students than neighboring regional comprehensives in the University of Wisconsin System. A collaborative team of 1,300 faculty and staff are devoted to the success of the university’s 11,500 students at its main and Rock County campuses. The team provides high-impact practices and academic programs — online and in person — from associate to doctoral levels. Recognized nationally for affordability, inclusion, and career development, UWW serves approximately one-third first-generation students and boasts strength in many areas, especially business and education. The campus and community embrace the Warhawk Family spirit, supporting the university’s arts and nationally recognized NCAA Division-III level championship athletics. As a proud institution of access, more than 10 percent of undergraduate students use the acclaimed Center for Students with Disabilities — a priority mission since the 1970s.

UW-Whitewater's campuses are located centrally near Milwaukee, Madison, and Chicago, offering easy access to the cultural and commercial opportunities of major metropolitan areas. Near both Lake Geneva and the Wisconsin Dells, the area attracts numerous visitors from across the country. Whitewater is a vibrant college community near the Kettle Moraine State Forest offering area residents seasonal outdoor enjoyment. The nearby Rock County campus is located in Janesville, a town of 60,000 located on the Rock River and known as Wisconsin’s Park Place.

ORGANIZATION INFORMATION

The University of Wisconsin-Whitewater is part of the 13-campus Universities of Wisconsin (https://www.wisconsin.edu).
Wisconsin Statute 19.36(7)(b) provides that applicants may indicate in writing that their identity should be kept confidential. In response to a public records request, the University will not reveal the identities of applicants who request confidentiality in writing, except that the identity of the successful final candidate will be released. See Wisconsin Statute 19.36(7)(a).
Per Regent Policy Document 20-19, University of Wisconsin System Criminal Background Check Policy and Universities of Wisconsin Administrative Policy 1275 Recruitment Policies, UW-Whitewater requires criminal background checks as a contingency to employment. A criminal background check will be conducted prior to an offer of employment. All final candidates must be asked, prior to hire, whether they have been found to have engaged in, are currently under investigation for, or left employment during an active investigation in which they were accused of sexual violence or sexual harassment. When obtaining employment reference checks, these same sexual violence or sexual harassment questions must also be asked.
The University of Wisconsin-Whitewater requires that all employees be active participants in following applicable safety rules and regulations including necessary training and drills.
For UW-Whitewater Campus safety information and crime statistics/annual Security Report, see  Annual Security and Fire Safety Report if you would like a paper copy of the report please contact the UW-Whitewater Police at 262-472-4660.

UW IS AN EQUAL OPPORTUNITY EMPLOYER

Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, disability, status as a protected veteran, or any other bases protected by applicable federal or State law and UW System policies. We are committed to building a workforce that represents a variety of backgrounds, perspectives, and skills, and encourage all qualified individuals to apply.

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