Position Overview and Job Duties

The position is a 12-month, full-time, annual renewable position based on funding and performance starting April 2021 or as soon as possible thereafter.  Excellent benefits package including retirement, medical, dental, disability and life insurance.  Complete benefits package can be viewed here:  https://humanresources.umn.edu/benefits

The University of Minnesota Crookston (UMN Crookston) Director of Human Resources reports to the Chancellor, the Director of HR works closely with the Chancellor and Vice Chancellor, academic administrators and program directors, supervisors, faculty, and other university employees. The Director of HR additionally works with consultants and administrators on the Twin Cities campus, union and civil service representatives, and multiple campus vendors. The Director is responsible for managing the work of the University of Minnesota Crookston’s human resource functions including arranging for the provision of services relating to diversity and inclusion, recruitment, orientation, reassignment, promotion, termination, layoff, compensation administration, processing of grievances, employee/union relations, employee benefits, compliance with human resource policies, and supervision of human resource support staff. The director additionally provides consultation using analytical and technical skills, and oversees the professional development of faculty and staff.

Essential Job Duties:
1. Counsel and advise senior administrators, department heads, supervisors, and employees on human resource policies, procedures, and best practices.
2. Develop appropriate systems to direct, coordinate, and supervise all human resource functions/activities affecting faculty, professional and administrative staff, Civil Service, and bargaining unit employees.
3. Work closely with the Office of Academic Affairs to facilitate advertising, screening, and selection of faculty; participate in negotiating the University Education Association-Crookston (UEA) contract; serve on meet and confer committee; and participate in grievance proceedings/contract interpretation.
4. Oversee employment services including recruiting, hiring, reassignment, and orientation of new non-student employees.
5. Facilitate the development of a campus employment culture that recognizes, affirms, and helps all employees draw upon cultural, communal, and identity-based ways of knowing, being, and doing to achieve performance outcomes.
6. Serve as internal consultant and resource to supervisors to promote a diverse and talented work force. Ensure EEO/AA and ADA policies are followed in hiring, promotion and employment practices.
7. Interpret civil service rules, negotiated bargaining agreements, professional and administrative policies, employment law, and government regulations.
8. Coordinate compensation policies, job classification processes, job re-classification and disciplinary action processes in consultation with the Office of Human Resources in the Twin Cities.  
9. Function as a resource person to search committees to include provide or arrange for training, including implicit bias training, to committee members and advising search committees. 
10. Develop and lead talent management functions such as promotion of mentoring programs, succession planning, supervisor training, and performance management.
11. Facilitate and encourage participation by personnel in professional development programs and opportunities to increase skills, knowledge base, and competencies.
12. Maintain appropriate contacts with supervisors, program directors, and employees in order to identify and resolve human resource issues.
13. Perform employee relation functions such as coordinate the grievance process and serve on labor management committees.
14. Assist employees with questions regarding retirement, health benefits, dental benefits, disability insurance, life insurance, pre-tax deductions, and other employee benefits, and refer to University of Minnesota Employee Benefits as appropriate.
15. Facilitate special employee programs such as Employee Assistance Program, Professional Development funds, and other employee-centered programs.
16. Serve as HRMS Key Contact person for the UMC campus.
17. Serve as Designated Key Administrator (DKA) for the UMC campus regarding financial and operational misconduct.
18. Supervise one human resource support staff.