Strayer University Work Values

Daily Duties at Strayer University:

Responsibilities & Deliverables • Benefits Administration – Negotiated with vendors; maintained increases below 5% through competitive bids and creative plan designs/redesigns; enhanced and increased plan offerings by 28% to meet changing employee needs; educate employees and resolve issues/concerns and increased participation by 23% • Employee Relations – Expeditiously investigated employee complaints/concerns; develop and communicate clear policies; ensure consistent application of company policies; mentored managers at all organizational levels on discipline and termination issues; rewrote Staff Handbook and provided training to management and employees regarding new and revised policies. • Legal Compliance – Continually review current policies and procedures to ensure compliance with frequently changing federal and state regulations including child labor, break periods, payment upon termination, minimum wage, overtime, etc.; respond to/defend the organization in all state and federal EEOC complaints and legal filings of an employment nature. • Performance Management - Revised current process and system and educated supervisors to increase effectiveness and accuracy of annual reviews; incorporated on-going coaching/mentoring sessions with employees and managers; implemented program to recognize and develop High Potential Performers (HPP) within the organization to support aggressive growth strategies • Recruiting/Retention – Compose advertisements; seek/select/provide cost effective resources for ad placement; implementation of applicant tracking system and ROI assessment for advertising costs; screen and interview candidates for corporate and management level positions; implementation of DDI targeted selection program to increase effectiveness of matching candidates with opportunities. Reduced turnover by 19% and extended initial length of service; supported nearly 30% growth in employee population. • Training & Organizational Development- Lead the Training function, including internal development and delivery of programs such as Anti-harassment training, Management training and functional training programs; advised on the selection of outside training resources for professional development; revised New Employee Orientation program. • HRIS – Reviewed, selected and implemented HRIS system for full implementation in 2006, significantly increasing the accuracy of employee data for internal and external reporting purposes. Devised security protocols; standardized job titles and job codes; implemented streamlined employee document approval process (HRActions) and Benefits Open Enrollment through HRConnect employee self-service portal. • Compensation – Directed process for selecting compensation program development consultant; apply COLA’s as appropriate to established salary ranges to ensure equitable compensation distribution across 50+ locations; review and adjust ranges and job descriptions; research and develop compensation ranges for newly created positions. • Management/Supervisory Approach - Supervised staff of 3 Managers, and 5 Generalist/Specialists; lead with conspicuous integrity; developed a collaborative team of customer service focused professionals dedicated to becoming true business partners for the organization; focused on efficiency and devoted to the development of the organization.

What they like about Strayer University:

Organizations with strong, centralized leadership are particularly attractive to you. You require a work environment with leadership that aggressively seeks to expand and grow the business and does so in a visible and decisive manner. In general you prefer to work in an environment in which there is a strong link between leadership, its actions, and a strong set of company-wide values.

Tags

Employee Relations, Benefits, HRIS, Recruiting and retention, Performance Management, Training and development

Skills

Employee Relations, Benefits Administration, Performance Management, Recruiting, Training & Development , HRIS, Legal Compliance, Management/Supervisory, Compensation, Budgeting, Strategic Planning, Coaching/mentoring , Relationship building across functions and organizational levels, HR Function building and implementation

These are some of the questions we asked our climbers about their experiences with Strayer University: