School of Public Health, Director of Human Resources
University of Minnesota, Twin Cities
Location: Minneapolis, Minnesota
Salary: 92414.18 - 152483.39
Internal Number: 347180
The School of Public Health (SPH) is seeking applications for our full-time Director of Human Resources position.
The School of Public Health is committed to anti-racism and anti-oppression in our mission and operations. In pursuit of this goal, we consider an applicant’s record working with individuals from historically marginalized backgrounds and experience identifying and eliminating systemic barriers to academic success. Because the SPH seeks to increase the diversity of its workforce, we particularly encourage applications from those who belong to groups that have been historically underrepresented in our discipline, including those who are Black, Indigenous, and people of color, those with disabilities, and those from LGBTQIA+ communities.
Please note: At this time, the University’s employment site is limited in how it collects applicant demographic information. Applicants are encouraged to provide their preferred name and/or pronouns within their attached application materials.
Overview of Position:
Working in tandem with school and division leadership, the Director of Human Resources for the School of Public Health (SPH) is responsible for leading or co-leading the school’s talent strategies and priorities, including advancing positive employee experiences, recruiting and retaining diverse talent, and cultivating a welcoming and inclusive school climate where all can thrive. Reporting to the SPH Chief of Staff and supervising the school’s human resources team, this position provides the functional leadership and acts as the primary human resources business partner working with the SPH’s executive leadership, managers, and employees to drive human resources in support of the school’s mission and goals. Additionally, this position serves as the HR Lead for the school acting as the school’s primary liaison with the University of Minnesota Office of Human Resources and collaborating with other offices and people to implement and administer university human resources policies, programs, and practices in an equitable manner.
Review of applications will begin the week of May 9.
Strategic Leadership, Planning, and Supervision (45%)
Lead or co-lead with the Chief of Staff or Associate Dean for Faculty Affairs in the development, implementation, and evaluation of SPH talent strategies and priorities across the employee experience, particularly the faculty and staff areas of the school’s Strategic Plan for Antiracism (SPAR) and compensation planning to establish fair and sustainable compensation strategies.
Partner with division/unit leadership, provide project management and lead the improvement, implementation, and coordination of various HR-related initiatives and processes, such as employee engagement action planning, annual performance appraisals, award programs, and the next phase of flexible work.
Ensure HR and related management practices comply with human resources-related laws, regulations, policies, contracts and rules. Lead the design and adoption of school-level policies and practices in alignment with these laws and policies.
Supervise and provide leadership to the SPH HR team (currently three HR professionals) to provide excellent, service-oriented human resources consultation, services, and support for the school, which includes approximately 800 employees (faculty, graduate assistants, academic/administrative, civil service, and labor-represented) across four divisions and the school-wide serving units.
Hire, mentor, train, provide development opportunities, and manage the work assignments and performance of the HR team members.
Ensure the HR team has the resources, training, and knowledge needed to successfully deliver professional HR services to our school. Provide guidance to them on complex HR matters, including making referrals to or collaborating with university specialists and experts as needed.
Represent SPH in a variety of university forums, including the Office of Human Resources (OHR) and health sciences HR communities. Build partnerships and advocate for the school and its people.
Human Resources Consulting (55%)
Through oversight of the SPH HR team and direct provision of consulting services and support, this position promotes an inclusive culture committed to positive employee relations so that SPH faculty and staff have a positive journey through every stage of the employee life cycle: recruitment, hiring, and onboarding; performance management and recognition; engagement and development; and transitions, departures, and retirements. These responsibilities mainly include:
Workforce Planning/Compensation & Benefits
Oversee recruitment and selection of staff and faculty with an emphasis on antiracism. Advise on organizational design, position descriptions, succession planning, and recruitment of staff and faculty from marginalized communities.
Provide leadership for all academic appointments, salary adjustments, compensation, classification and payroll function.
Provide leadership on faculty and staff recruitment strategies; partner with Search Committee Chairs throughout search, provide implicit bias training.
Provide advice and expertise on evaluating appropriate starting salaries and salary increase requests, ensuring equitable salaries among comparable work groups and competitive compensation in the market and evaluating internal equity within the school.
Consult with management, faculty, staff, and HR team on labor union contracts and UMN HR policy interpretation, practice, and precedent.
Partner and consult with the Office of Human Resources, Office of the General Counsel, Office of Equity and Diversity, Disability Resources Center, Office of Conflict Resolution, Threat Assessment Team, as needed.
Conduct investigations into employee and other complaints; refer, act as liaison to UMN offices, and support handling of discrimination and other human resources-related complaints.
Advise division/unit leadership on specific issues related to employee performance and behavior; guide managers/supervisors on corrective action process, including labor grievances, as defined in union contracts or UMN policy.
Work with leadership to facilitate actions to maintain and improve levels of staff and faculty engagement.
Other responsibilities as needed or assigned.
Work arrangements: Flexible, hybrid option
Starting pay is dependent upon the selected candidate’s relevant qualifications and internal equity: $108-118,000/annually
The University of Minnesota offers a comprehensive benefits package including:
· Competitive wages, paid holidays, vacation and medical/sick leave · Low cost medical, dental, and pharmacy plans · Health care and dependent daycare flexible spending accounts · Excellent retirement plans with employer match · Disability and employer paid life insurance · Wellbeing program with reduced insurance premiums · Tuition reimbursement opportunities covering 75%-100% of eligible tuition · Student loan forgiveness opportunity · Opportunities for growth and promotion · Employee Assistance Program
BA/BS degree in human resources or related field plus 8 or more years of related professional HR experience.
Strong knowledge of employment laws, rules, and regulations affecting human resources. High level of knowledge and experience across all HR practice areas.
Demonstrated commitment to advancing equity, diversity, and inclusion and demonstrated ability to operate strategically in this area; experience fostering an equitable, diverse, and inclusive workplace.
Track record of success in project management.
Supervisory experience; demonstrated leadership ability with an emphasis on partnering with others to accomplish goals.
Advanced degree in HR or related field and/or HR or related certification (PHR/SPHR).
Demonstrated success supervising a team of professionals in a complex, multi-layered and collaborative environment.
Exceptional interpersonal skills and ability to communicate effectively orally and in writing across all levels of the organization.
Ability to work effectively with ambiguity, use sound judgment, and exercise independent judgment and discretion.
Proven success in workforce planning, talent acquisition, and talent management.
Experience developing compensation strategy.
Experience working in higher education, health care, and/or public sector employment settings.
Skills or training in change management and conflict resolution.
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.