Job Library

Standard Job Description

A standard job description describes work at a high level and connects UW job titles to similar job titles in the market. It is a general set of responsibilities, without regard to any specific employee, that describes the work an employee performs and their role and impact to the organization.

Salary information for jobs outside of salary ranges 15-35 is located on the UW System Compensation Appendices webpage.

Click here for the TTC Salary Ranges

Title Details
Job TitleHR Director (B)
Job CodeHR057
Scaled JobYes
Salary Grade27
Family NameHuman Resources
Sub Family NameHR Generalist
Job Overview
Job SummaryPlans, directs and manages strategic planning initiatives for multiple human resources (HR) functions such as recruitment, employment relations, performance management, compensation and classification, and/or payroll and benefits. Develops recommends, and implements approved policies and procedures and ensures strategy alignment. Develops and manages the division's human resources budget.
Job Responsibilities
  • Plans, directs, implements, and manages strategic initiatives for multiple human resources functions
  • Develops and monitors the division's HR budget
  • Exercises supervisory authority, including hiring, transferring, suspending, promoting, managing conduct and performance, discharging, assigning, rewarding, disciplining, and/or approving hours worked of at least 2.0 full-time equivalent (FTE) employees
  • Develops, recommends, and implements policies and procedures to comply with laws, regulations, institutional policies, and divisional objectives
  • Develops resolution strategies regarding HR matters such as workforce performance and competency gaps, organizational structures, and compensation, and develops training plans and mitigation strategies as needed
  • Oversees HR activities such as recruitment, pay administration programs, new hire orientations, employee benefits, and health and safety plans through managerial HR staff
  • Serves as an advisor and liaison to internal and external stakeholders providing organization information and interpretation of human resources policies and procedures and represents the interests of the division
Additional Information
Employee CategoryLimited (LI)
Supervision RequiredYes
FLSA ExemptExempt
Education*Master's Degree - Preferred Minimum
FLSA Threshold Exemption

*All preferred education can be fulfilled with comparable experience, unless education is listed as required for the job.

Scaled Jobs in the Library

The title and salary structure continues the idea of creating additional job titles for some jobs found systemwide or university-wide based on a small, medium, and large designation. We call this scaling. If there is a scaled job available, universities should choose that job for their employees.

  • Scaling is not title progression.
  • Scaling is a type of further refining the market pricing for a job.
  • For example,

    Title

    TTC Title

    ASSOC DIR, ATHL/L

    Athletics Assoc Dir

    ASSOC DIR, ATHL/M

    Athletics Assoc Dir (B)

    ASSOC DIR, ATHL/S

    Athletics Assoc Dir (C)

Key

Institution Scale
System A – no ( )
Milwaukee A – no ( )
Eau Claire (B)
La Crosse (B)
Oshkosh (B)
Platteville (B)
Stevens Point (B)
Stout (B)
Whitewater (B)
Green Bay (C)
River Falls (C)
Parkside (C)
Superior (C)

Scale is based on the size and budget of a university.

(Inst)

(Inst) typically designates institution-wide or systemwide scope and a non-institution version of the same job title typically indicates use at a School/College/Division/Department-level.

Minimum Education Requirements

The minimum preferred education represent the systemwide shared minimum elements of each job description. When posting for an open position, universities can add additional requirements or preferences to their specific recruitment.