Director of Human Resources – Department of Medicine
9262GT - HR Manager 2 - Generalist
This position provides oversight and leadership of all Human Resources activities, including compensation, within the Department of Medicine (“Department”) and UMPhysicians Medicine Clinical Service Unit (“CSU”). The Department/CSU combination is referred to as “Medicine”. Organized into 10 subspecialty divisions, Medicine currently has a complement of 268 paid faculty, 350 faculty at affiliate locations, and 224 adjunct faculty, as well as 96 UMPhysicians-employed staff physicians. In addition, Medicine employs 270 staff, and is home to 155 medical residents, 103 medical fellows, as well as graduate students and undergraduate student workers. Medicine will experience continued growth in the upcoming years as more specialty physicians are hired to support strategic growth initiatives of the MHealth Fairview Joint Clinical Enterprise. This position provides consulting and advising expertise to the Department Chair, Vice Chairs, Division Directors, MHealth Fairview Service Line Leaders, Administrative Directors, and faculty, staff physicians and staff. The positon covers a broad range of HR issues and works to establish and align HR with the strategic plans, goals and initiatives of Medicine, Medical School, and UMPhysicians.
Primary Duties & Responsibilities:
HR Strategic Partner (30%):
Actively participate as a member of the Medicine Leadership’s team and provide leadership, interpretation and guidance, as appropriate, for Medical School and UMPhysicians programs and projects. Promote a global awareness of issues facing the Department, CSUs and Divisions and determine how the HR function may be best utilized to address those issues.
Design and execute the HR plan in support of Medicine’s mission, vision and strategic plan which addresses philosophy and policies on recruitment, retention, compensation, performance management, training, wellness, diversity and organizational development. Ensure consistent and appropriate application of HR policies and practices.
Understand and support the HR needs of the UMPhysicians-employed physicians. Assist in building organizational cohesiveness and a positive culture between faculty physicians and staff physicians.
Provide on-going counsel and identify potential risks to Medicine leaders on HR matters, including legal and regulatory issues. Ensure that all HR regulatory requirements are met.
Drive a culture of accountability for supervisors, performance for employees, and partnership for HR team and colleagues.
Provide leadership, guidance, direction and consultation on all topics related to diversity, inclusion, cultural development, wellbeing and change management across both faculty and staff physicians.
HR Team Leadership (20%):
Lead, guide, develop, and mentor HR staff and empower them to support and assist management in the achievement of the mission of the institution.
Serve as point of escalation for HR Generalist/s in resolution of employee relations issues and address/resolve staff problems and concerns in consultation with Medical School HR, UMPhysicians HR, and the Office of Human Resources as necessary.
Ensure staff receive necessary training in order to optimize performance of essential job functions; recommend, coordinate and/or provide training, coaching and developmental activities.
Monitor staff performance; coach, motivate, develop and take corrective action as needed; ensure annual staff evaluations are completed on time and job descriptions are kept up to date.
Advise on complex, high-risk employment situations, employee performance and discipline issues, and recommend solutions according to best practices, employment law and within context of employment contracts and policies.
Supervise, mentor and develop the HR team (4 FTE) who support a broad range of HR functions associated with faculty, staff physicians, advanced practice providers, staff and trainees such as recruitment, appointment and payroll management, visas, employee relations, leave management and performance reviews.
Establish and update unit-wide policies, procedures and forms for in areas of hiring, leaves, terminations, performance management, and oversee communication of policy and procedure information to appropriate administrators, supervisors, faculty and staff.
Partner with UMPhysicians Compensation Director, Department Chair, Finance, Administrative Director, Division Directors, OFAD Staff Physician Leadership and Medical School leadership to:
Develop and oversee a comprehensive compensation program which will aide in the recruitment and retention of high-quality faculty, UMPhysicians staff physicians and staff.
Lead the annual compensation planning process for faculty, UMP staff physicians, staff and learners. Partnership with Medicine leadership to monitor employee performance, address areas where improvement is needed, develop multi-year plans to increase productivity when needed, and align distribution of clinical/academic/leadership with the needs of the department.
Develop, implement and monitor effectiveness of faculty and staff physician salary and bonus programs, utilizing compensation strategies that comply with and further the mission of the department, the college and the university; advise on starting salaries; partner with OFAD to provide the appropriate information to maintain salary equity through the raise process.
Understand benchmark salary information and implications for retention, future hires and budgets. Communicate and implement annual academic salary plan, working with Medicine and Medical School leadership.
HR Process Leadership (20%):
Partner with Medicine’s Office of Faculty Affairs and Development (OFAD) to support of the department reappointment, promotion and tenure activities for employed and unpaid faculty; facilitate faculty affairs activities including appointments, promotions, sabbaticals, phased retirements, retentions and other faculty human resource requirements.
Manage the hiring approval process for all recruitments; partner with OFAD on faculty recruiting, ensure compliance with equal opportunity and affirmative action policies, guidelines, and procedures as well as how to evaluate candidates; advise on advertising strategies.
Partner with JCE Recruiting team to establish measurements and monitoring processes to ensure recruiting activity is efficient and effective.
Partner with Medical School Administration, UMPhysicians, MHealth Fairview, OFAD and division administration for on-boarding and orientation of new faculty hires.
Advise department chair and all employees on policies, procedures and best practices of the University of Minnesota, Medical School and/or UMPhysicians regarding strategic workforce planning and staffing, organizational design, succession planning and talent management, classification and compensation, performance management and employee relations.
Partner with Medicine leadership on employee talent and leadership development.
Human Resource Optimization (10%):
Partner with Department and Division Administration to build robust HR processes which support organizational needs. Strive for standardization, ease of use and reliability.
Provide expertise to Department and Division leadership in strategic planning for staffing, including organizational structure options, identifying critical skill sets and options for staffing positions.
Continue to elevate the role of HR through enhanced customer focused services, responsiveness, visibility, and communication.
Analyze, evaluate and develop tools for management reporting of quantitative HR metrics related to compensation, recruitment and retention, equity and diversity, training, employee engagement and performance management. Identify trends and recommend actions and programs to leadership.
This position reports is a part of the Medical School HR team, reporting to the Human Resources Director positioned in the Medical School Dean’s Office. This position will be responsible for and assigned to the Department of Medicine, although will also be expected to serve and support the broader Medical School HR team as needed.
Bachelor’s degree and at least 8 years of professional human resources generalist experience to include policy/law/contract interpretations, performance management, compensation, investigations, recruitment ;
Strong written and verbal communication skills;
Demonstrated experience working successfully in a complex environment;
Experience balancing multiple priorities while achieving day-to-day results;
Demonstrated progressive supervisory experience;
Strong analytical and critical thinking skills;
Experience managing confidential matters with discretion and sensitivity.
Master’s degree in Industrial Relations, Human Resource Development or closely related field;
10+ years of professional experience in human resources;
Professional human resources credentials, such as PHR, SPHR, IPMA;
Experience in organizational development;
Experience developing training and development programs;
Understanding or previous experience in an academic health care environment.
Internal Number: 338318
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.