Position Overview:
The College of Design (CDes) seeks a highly motivated, proactive, creative, and collaborative leader for the position of Director of Human Resources. This position is responsible for providing strategic leadership, planning, development, coordination, implementation, and oversight of human resources programs and services in the College of Design. The director works with CDes administration, academic units, and research centers to develop and implement a comprehensive human resources program for CDes faculty, staff, students, and administrators. The director’s responsibilities include human resources planning; employee and labor relations; recruitment and staffing; compensation; education, training, development, and mentoring; talent management systems, including performance evaluation systems; technological systems for facilitating administration and communication of a variety of matters pertaining to human resources; equal opportunity and affirmative action; and supervision/facilitation of collegiate diversity and inclusion initiatives related to recruiting, retention, and employee relations. The director will collaborate, in a highly dynamic context, to create and implement strategic and tactical policies and processes for the CDes human resources function. The CDes Human Resources team works closely with the Associate Deans in support of faculty-related employment and development issues. The director works collaboratively with the University’s Office of Human Resources to ensure that CDes efforts are aligned with University-wide human resources policies, programs, and strategic initiatives. The director reports to the Dean.

We are committed to attracting candidates from historically underrepresented groups, knowing that diversity enriches the academic experience and provides a knowledge base for innovation.

Appointment Details:
This is a 100%-time, 12-month, academic administrative appointment at the level of HR Consultant 2 (#9352GT). It is annually renewable, with renewal contingent upon performance, funding, and the needs of the college. The desired starting date is November, 2020. Salary is commensurate with experience.
 

Position Responsibilities:
Strategic Leadership and Planning - 40%

• Lead development, implementation, and assessment of short- and long-term HR strategies and goals, including anticipation of emerging issues that will affect policy and program development within CDes.
• Continuously improve development of and lead a forward-thinking, client-oriented, human resources organization for CDes. Develop strategies and sponsor key initiatives to promote and achieve a culture of service, excellence, and employee engagement.
• Collaborate with CDes leadership to advance strategic direction, facilitate and manage change, and ensure compliance with HR policies and laws.
• Establish and implement human resources best practices.
• Develop and collaborate to implement long-term HR strategies to increase diversity of staff and faculty within the college.
• Collaborate with the CDes budget and finance team to manage procedures that affect both units, such as payroll actions, position management, leaves, annual merit increase processes, etc.
• Perform strategic analysis to identify root problems and impacts across CDes. Provide regular reports to the Senior Leadership Group regarding existing patterns and emerging trends.
• Manage recommendations and changes to business processes, requiring either or both short- and long-term implementation.
• Set priorities on key projects and HR initiatives to support the college’s strategy and goals and provide leadership to ensure successful execution.
• Develop proposals for new programs or policies and present them to leadership.
• Represent CDes to University-wide committees, task forces, and projects.

Workforce Planning, Compensation, Talent Management and Engagement - 40%

• Develop, implement and evaluate effective recruitment, hiring, onboarding, and existing processes.
• Oversee business processes related to employment searches and exceptional and no-search hires.
• Develop and implement policies and practices related to compensation, including special pay situations for promotions, augmentations, and retention offers.
• Provide advice and expertise on evaluating appropriate starting salaries and salary increase requests, ensuring internal equity and competitive compensation.
• Consult with college leaders regarding specific matters of employee performance and behavior.
• Collaborate with units to develop and implement supervisory training and employee development programs, incorporating resources available through the UMN Office of Human Resources.
• Provide on-going consultation to senior leadership, managers, and administrators.
• Stay informed of CDes priorities and business needs in order to anticipate future changes to workforce needs. Consult with and advise leaders and managers about effective staffing.
• Develop, train, and evaluate the talent management program: i.e., supervisor training; coaching/ mentorship; performance review processes; merit and other compensation policies; recognition.
• Oversee or conduct investigations into employee and student complaints, and advise on response to complaints and resolution of conflicts or disputes.
• Provide consultation, risk assessment, and coaching to managers, supervisors, and administrators to help resolve issues related to performance and interpersonal relations.
• Serve as the primary HR consultant for faculty, adjunct, and instructional/research P&A employment issues. HR liaison to the Office of the Vice Provost for Academic Affairs.
• Serve as the college’s HR liaison to the Office of the General Counsel.
• Collaborate with the CDes Senior Leadership Group to promote development and implementation of unit and college diversity and inclusion goals.
• Lead professional development and engagement initiatives to increase workplace effectiveness and retain high-performing employees.

Supervision -10%

• Supervises human resources professional and provides leadership for CDes colleagues who consult and address recruiting and hiring, onboarding and training, coaching and mentoring, talent management and performance evaluation, employee engagement, and off-boarding. Lead and coordinate as needed with designated collaborators across the college.
• Lead provision of HR services in a shared-services delivery model, with many responsibilities centralized at the college level.
• Evaluate employee performance and provide ongoing training, development, feedback, and coaching to those with HR-related responsibilities.
• Provide leadership, guidance, and training to HR staff, managers, and supervisors on labor and employee relations issues, including corrective action processes, grievances, and labor relations. The scope of employee relations includes labor-represented groups, civil service, P&A staff, adjuncts, faculty, and undergraduate and graduate students.
• Ensure that HR staff have the resources, training, and knowledge needed to deliver professional HR services and consultation.

Compliance - 10%

• Ensure that HR and related management practices across the college comply with law, policy, contracts, and rules related to Human Resources.
• Maintain knowledge of critical employment laws. Oversee and conduct investigations into complaints of violations of employment laws or policies. Ensure that HR team members maintain knowledge of applicable employment laws and HR policies.
• Advise and consult on HR risk management. Take appropriate actions to minimize risk, including providing timely and effective investigations, as well as consultation and advice to managers, leaders, and other HR professionals.
• Provide escalation for consultation and investigation of HR issues that are particularly complex or sensitive, including partnering with the Office of Human Resources, Office of the General Counsel and Office of Conflict Resolution, as necessary.