Roles and Responsibilities

Chart Graphic

This section outlines the responsibilities taken on by both the hiring department and Human Resource Management and Development teams in order to complete the competitive recruitment process.

  Recruitment Resource: Chart of Roles and Responsibilities (PDF)


Roles and Responsibilities

  1. Hiring Manager

    • The hiring manager is the accountable stakeholder who defines the job and requests the position to be filled. The position to be filled generally reports to the hiring manager. The hiring manager is the person who owns the process and has the most to gain or lose after the investment in onboarding, training, relationship-building, and ultimate job success or failure.

  2. Search Committee

    • The search committee is a responsible group of professionals convened for the sole purpose of identifying the most qualified candidate(s) to fill a vacant position. The hiring manager selects the search committee.

  3. Search Committee Chair

    • The search committee chair is the responsible person who manages and coordinates the overall competitive recruitment process including the logistical efforts, managing communications to applicants and between search committee members, and ensuring a proactive, timely, fair, and legally compliant process. The hiring manager selects the search committee chair. See Forming a Search Committee for information on the responsibilities of the search committee chair.

  4. HR Representatives

    • The HR representative is the responsible person who closely supports the hiring manager during the full-life cycle of the competitive recruitment process with the following: development of the position description and recruitment guidance, strategy, and logistical support. Additionally, the HR representative is responsible for transactional processes in PeopleAdmin related to the competitive recruitment process, such as submission of the position description, posting, dispositioning of applicants in PeopleAdmin, and submission of the hiring proposal.

  5. Talent Acquisition

    • Within Human Resource Management and Development, Talent Acquisition is a consultant and provides expert recruitment guidance and (upon request by the HR representative) actively participates in the competitive recruitment process, including recruitment strategy, applicant sourcing, and interviewing. Additionally, Talent Acquisition is informed by the HR representative through the PeopleAdmin system to execute transactional and oversight activities related to posting the position internally and externally, background checks, and creation and distribution of the offer letter.

  6. Compensation

    • Within Human Resource Management and Development, Compensation is a consultant, providing data-driven and market based consulting services to allow informed decision making on position classification and pay. Additionally, Compensation is informed through the PeopleAdmin system to execute expert guidance and oversight activities related to the position description, posting, and hiring proposal.

  7. Equal Employment Opportunity (EEO)

    • Within Human Resource Management and Development, EEO is the champion to the university’s commitment to fair treatment of all members of its community and the main source of education to the university community on how to further the success and understanding of the value of a diverse workforce in our global environment. EEO is a consultant to help ensure that a diverse pool of qualified applicants is considered and is an accountable stakeholder to monitor compliance with local, state, and federal employment laws. Additionally, EEO is informed through the PeopleAdmin system to execute oversight activities related to the hiring proposal. An EEO statement is required to be included on all university job postings. See EEO Compliance and Hiring for additional information on EEO compliance as it relates to hiring.