The School of Nursing (SoN) 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 (HR) programs and services in the SoN. The director works with SoN administration, academic units, and research centers to develop and implement a comprehensive HR program for SoN faculty, staff, students, and administrators. The director’s responsibilities include HR 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 HR; equal opportunity and affirmative action; and supervision/facilitation of collegiate diversity and inclusion initiatives related to recruiting, retention, and climate. The director will collaborate, in a highly dynamic context, to create and implement strategic and tactical policies and processes for the SoN HR function. The SoN HR team works closely with the Associate Deans and Cooperative Chairs in support of faculty-related employment and development issues. The director works collaboratively with the University’s Office of Human Resources to ensure that SoN efforts are aligned with University-wide HR 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.
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 School. The desired starting date is November, 2020. Salary is commensurate with experience.
Strategic Leadership and Planning: 40% â— 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 the SoN. â— Continuously improve development of and lead a forward-thinking, employee-oriented HR organization for the SoN. Develop strategies and sponsor key initiatives to promote and achieve a culture of equity, diversity, inclusion, service, excellence, and employee engagement. â— Collaborate with SoN leadership to advance strategic direction, facilitate and manage change, and ensure compliance with HR policies and laws. â— Develop and collaborate to implement long-term HR strategies to increase diversity of staff and faculty within the School. â— Collaborate with the SoN budget and finance team to manage procedures that affect both units, such as payroll actions, position management, leaves, annual merit increase processes, etc. â— Perform strategic analysis to identify work force trends regarding root problems and impacts across the SoN. Provide regular reports to senior leadership regarding existing patterns and emerging trends. â— Manage recommendations and changes to business processes, requiring either or both short- and long-term implementation. â— Set priorities on key projects and HR initiatives to support the School’s strategy and goals and provide leadership to ensure successful execution. â— Develop proposals for new programs or policies in support of the SoN strategy and goals and present them to leadership. â— Represent the SoN to University-wide committees, task forces, and projects.
Workforce Planning, Compensation, Talent Management and Engagement: 40% â— Develop, implement and evaluate effective recruiting, hiring, onboarding, and exiting processes. â— Oversee business processes related to employment searches. â— Develop and implement policies and practices related to compensation, including special pay situations for promotions, augmentations, and retention offers. â— Provide advice and expertise on evaluating appropriate starting salaries and salary increase requests, ensuring internal equity and competitive compensation. â— Consult with School leaders regarding specific matters of employee performance and behavior. â— Collaborate with units to develop and implement supervisory training and employee development programs, incorporating resources available through the University of Minnesota Office of Human Resources. â— Provide on-going consultation to senior leadership, managers, and administrators. â— Stay informed of SoN priorities and business needs in order to anticipate future changes to workforce needs. Consult with and advise leaders and managers about effective staffing. â— Develop, train, and evaluate the talent management program: i.e., supervisor training; coaching/ mentorship; performance review processes; merit and other compensation policies; recognition. â— Oversee or conduct investigations into employee and student complaints, and advise on response to complaints and resolution of conflicts or disputes. â— Provide consultation, risk assessment, and coaching to managers, supervisors, and administrators to help resolve issues related to performance and interpersonal relations. â— Serve as the primary HR consultant for employment issues related to all employee groups. â— Serve as the School’s HR liaison to the Office of the Vice Provost for Academic Affairs. â— Serve as the School’s HR liaison to the Office of the General Counsel. â— Collaborate with the SoN senior leadership to promote development and implementation of unit and School diversity and inclusion goals. â— Lead professional development and engagement initiatives to increase workplace effectiveness and retain high-performing employees.
Supervision: 10% â— Supervise human resources professionals and provide leadership for SoN 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. â— Lead provision of HR services in a shared-services delivery model, with many responsibilities centralized at the School level. â— Evaluate employee performance and provide ongoing training, development, feedback, and coaching to those with HR-related responsibilities. â— 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. â— Ensure that HR staff have the resources, training, and knowledge needed to deliver professional HR services and consultation.
Compliance: 10% â— Ensure that HR and related management practices across the School comply with law, policy, contracts, and rules related to HR. â— 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. â— 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. â— 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, Office of Equal Opportunity and Affirmative Action and Office of Conflict Resolution, as necessary.
Required Qualifications: â— BA/BS in Human Resources or related field, plus a minimum of eight (8) years of related professional HR experience, including supervisory responsibilities. â— Working knowledge of employment laws, rules, and regulations affecting HR. â— Extensive experience in and knowledge of HR practices. â— Demonstrated success in project management, with excellent organizational and planning skills. â— Success working and leading in a complex, multi-layered, and collaborative environment. â— Ability to work effectively in dealing with ambiguity, using sound judgment and discretion. â— Exceptional interpersonal skills and ability to communicate effectively, both orally and in writing, across all levels of the organization. â— Demonstrated leadership ability and an ability to influence others directly and indirectly. â— Demonstrated experience and commitment to fostering diversity, equity, and inclusion in the workplace.
Preferred Qualifications: â— Advanced degree in HR or related field. â— PHR or SPHR Certification. â— Experience in workforce planning/organizational design. â— Experience in organizational change and development. â— Significant experience leading a team of professionals. â— Experience administering needs of different labor and professional categories. â— Experience interpreting collective-bargaining agreements and handling corrective action and grievance processes. â— Skills and/or training in change management and conflict resolution. â— Aptitude with using and adapting technological systems to facilitate and expedite human resources processes. â— Experience in higher education and/or a public-sector employment setting. â— Experience at the University of Minnesota.
Internal Number: 337911
About University of Minnesota, Twin Cities
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