The HR Consultant, UMF Non-Development Teams (HR Consultant) is both a strategic and hands-on role that provides comprehensive Human Resources support to Foundation leaders and employees in the support functions. The role is critical to executing the Foundation’s people and culture initiatives, providing excellent internal customer support, and driving HR functional excellence and process improvement. This position focuses on the workforce that serves in non-development roles (Finance, Marketing & Communications, IS, HR and Operations).
The HR Consultant is responsible for providing strategic human resources management, consulting services, and developing and implementing programs that support a high-performing work culture and effective organizational structure at the University of Minnesota Foundation (UMF). S/he serves as the primary partner to Foundation leadership and management regarding non-portfolio management (gift officer) roles, advising on talent acquisition and placement, employee and team relations, performance management, compensation, talent management, organization structure, University of Minnesota and Foundation policy, and talent development and retention strategies.
Strategic Human Resources Management and Consultative Services:
Organization Structure and Position Design; Talent Selection and Placement (30%) In collaboration with Foundation managers, directors and senior leaders, lead talent selection and placement decisions for non-portfolio management roles at the Foundation. • Serve as a strategic partner to Foundation leaders in determining optimal organization structure and position design. Such work includes liaising with University compensation professionals to determine appropriate classification and compensation level of positions. • Collaborate with Foundation HR specialists and University centralized human resources professionals to staff Foundation openings and consult with hiring managers to develop plans for successfully onboarding new employees to integrate into the organization and their new position. • Coordinate related staffing activities with Foundation and University talent acquisition professionals to efficiently fill open non-portfolio management positions.
Employee Engagement, Talent Development and Retention Efforts (20%) In collaboration with Foundation leaders and HR/Operations colleagues, assess potential of employees and determine appropriate talent development activities to develop employees in non-portfolio management roles to their fullest potential. • Lead projects and strategies that will promote employee engagement and a culture that is consistent with Foundation mission and values. • In collaboration with HR team colleagues, participate in the development and implementation of broad UMF human resources strategies, workforce planning, and other initiatives that support an effective talent management program. • Provide counsel to Foundation leaders and employees as they develop and implement Individual Development Plans. Assess individual employee development and training needs, and in collaboration with HR colleagues, identify programs, role placement or other options to strategically develop Foundation talent.
Employee Relations, Performance Management and Employment Brand (30%) • Consistent with the UMF Leadership Competency Framework, partner with senior management to provide counseling and advice on overall performance management, including collaboration on annual planning, individual goal setting, development needs assessment, coaching, and performance assessment. • Provide research and counsel regarding policies, benefits, and employee relations issues, including challenging situations and those that require risk mitigation strategies; provide guidance to management and staff for effective problem resolution of complex issues consistent with both University and Foundation policy and procedures. • Coach, train, and guide individual managers in assessing and addressing employee performance. Partner with Foundation management on employee relations issues, and resolve such issues in collaboration and consultation with University centralized employee relations and Office of General Counsel staff when needed. Such activities include preparing for grievance or labor relations issues, coaching of management, and obtaining legal review.
Compensation & Classification, and HR Administration (20%) • Coach and provide support to managers on compensation philosophies, guidelines, practices and tools. Partner with managers to strategize, define, and assess practical compensation solutions. • In partnership with University compensation consultants, review non-portfolio management jobs to determine the appropriate compensation/classification level based on internal and external equity considerations. • Working in collaboration with University compensation consultants, serve as Foundation subject matter expert non-portfolio management job families and position classification constructs. Work with Foundation leaders to gather and examine detailed information about job duties to match to relevant market data and benchmark as needed to national salary surveys. • Oversight of payroll including payroll deadlines, policies/processes and payroll audit
Bachelor’s (4-year) degree. Prefer specialization in human resources, business or related fields.
Six years of professional-level experience in human resources related areas.
Demonstrated experience required in several key areas human resources areas such as staffing and recruitment, performance management, employee relations, training and/or compensation administration.
Excellent relationship management and interpersonal skills. Ability to handle sensitive information with discretion and maintain confidentially.
Excellent analytical and creative problem solving skills.
Demonstrated project management skills.
Ability to write clearly and effectively, with good grammatical style, and experience with report writing and presentation to client groups.
Intermediate level skill level in Microsoft Office (Word, Excel, Powerpoint).
Advanced degree in related field and/or professional certification (e.g. SPHR).
Knowledge of University systems including People Soft
Ability to create momentum and foster organizational change.
Experience working with online integrated talent management system/software.
Experience working with creative teams.
Internal Number: 328465
About University of Minnesota, Twin Cities
The University of Minnesota, founded in the belief that all people are enriched by understanding, is dedicated to the advancement of learning and the search for truth; to the sharing of this knowledge through education for a diverse community; and to the application of this knowledge to benefit the people of the state, the nation, and the world.