Career Center

Classification & Title: HR Consultant 1, 9351GT
FLSA Status:    Exempt   
Appointment Type: 100% Annually Renewable
Reports to: HR Director
College/Admin Unit: College of Food, Agricultural and Natural Resource Sciences
Campus Location: Saint Paul

College Overview
The College of Food, Agricultural and Natural Resource Sciences (CFANS) is composed of 13 academic departments, 10 research and outreach centers across Minnesota, plus the Minnesota Landscape Arboretum, the Bell Museum, and dozens of interdisciplinary centers that span the college, the university, and the globe. CFANS offers thirteen undergraduate majors and thirteen graduate majors, three pre-major/pre-professional programs and 23 minors for undergraduate students. Undergraduate enrollment in the college is about 2000 students. CFANS students are well-prepared for a diverse, multicultural workforce through the college’s emphasis on experiential, interdisciplinary, and intercultural learning; internships and global perspectives.

At CFANS, we aim to inspire minds, nourish people, and enhance the natural environment, and we believe that's only possible if everyone feels seen, heard and respected. Our College embraces equity and diversity and prioritizes purpose-driven scientific discovery in order for us to build a better tomorrow, together. We align with the University of Minnesota in providing equal access to and opportunity in its programs, facilities, and employment without regard to race, color, creed, religion, national origin, gender, age, marital status, disability, public assistance status, veteran status, sexual orientation, gender identity, or gender expression.

Position Overview
This position is a close strategic partner with the human resources director who leads the delivery of human resources in a large, complex collegiate unit that includes all employee groups including administrators, faculty, P&A, civil service, AFSCME clerical and technical, and Teamsters.  Because of CFANS size and volume, variety and uniqueness of human resources needs, each HR team member manages their own complement/subset of human resources projects and business processes and provides consulting to deans, directors, department heads, faculty, managers and staff.   Focus areas include:  employee relations, hiring/recruiting, progressive discipline, just cause termination, data management and analysis, counseling supervisors/directors on employee work-related problems, conflict resolution, problem-solving, diversity and inclusion and risk management.

Responsibilities
Human Resources Consulting--40%:
The areas of consulting may include and are not limited to nearly all of the University human resources functions including:  hiring, termination, performance management and evaluation, coaching of supervisors and staff, employment relations, conflict resolution, progressive discipline, leaves and the interplay with laws and policies for FMLA/disability/benefits/pay, job classification, compensation, grievances/complaints.

*Independently provide high level counsel to all levels of the organization including Deans, Department Heads, and Directors on sensitive matters pertaining to employment and labor relations, performance management issues, including coaching and counseling and progressive discipline; develop, recommend, and implement developing employee performance improvement plans
*In collaboration and partnership with the CFANS unit administrative directors advise on pertinent HR issues and opportunities.  Provide counsel and perspective that results in successful and customized outcomes appropriate to the unit level.
*Facilitate conflict resolution issues between employees or between supervisors and employees, including senior management situations.  Investigate and recommend solutions to workplace behavior issues.
*Advise on leave policies and processes for all employee groups including FMLA and ADA; This includes how the employee is paid/not paid, collaboration with UReturn Services, letters of expectation for complicated returns, and moves to intermittent leave status
*Liaison with University central Office of Human Resources consultants, compensation analysts, and the Office of General Counsel as needed
*Conduct investigations into reported allegations of misconduct including harassment and policy violations, write up findings, and make recommendations based on findings; collaborate with OGC on settlement agreements; liaise with OGC, OHR Consultant, EOAA, etc. as needed.  Provide legal testimony in sexual harassment cases.
*Labor relations – advise supervisors on contracts and walk through performance management and grievance process
*Conduct employee exit interviews.  Follow up with supervisor if warranted to make improvements.  Recommend next steps and facilitate implementation.
*Assess and analyze CFANS for areas that require developing or streamlining of business practices, processes, policies, training and/or communication. Facilitate and implement these improvements.
*Consult with College's HR Director and HR Consultants on the resolution of complex questions regarding policy, procedures and HR issues.
*Explain U of M policies as requested and provide administrative interpretations, where applicable.
*Review reclassification requests and advise employees and supervisors.
*Monitor compliance with CS/BU contracts & rules, layoff list, vacancies, temp and casual appointments
*Collaborate with central University offices such as Office of Human Resources, Office of the General Counsel, Equity and Diversity (EOAA, U Return), etc.
*Design, develop, manage, implement and direct required and human resources projects
*Consult on faculty recruitment strategies
 
Employee Engagement and Development Training 20%:
*Lead and manage the University’s employee engagement survey process and communications for CFANS
*Lead project teams to develop new employee relations initiatives/programs to address employee engagement feedback
*Conduct training needs assessment for individuals and departments; identify patterns for which training might become appropriate
*Design, deliver and evaluate training
*Recommend training for individuals based on performance needs and career goals
*Counsel staff on career progression, promotional opportunities, professional development, diversity and inclusion development, and provide consultation on how to effectively deal with change management issues
*Train and coach departmental administrators on HR function of their job

Compensation – 20%:
*Prepare salary analyses for job offers for staff, full-time, part-time and temporary
*Recommend compensation for new hires, promotions
*Review and analyzes in-range salary requests and augmentations; prepare formal request for HR director approval
*Reviews and edits drafts offer letters from units.

Recruiting and Onboarding – 10%
*Advise hiring authorities on appropriate classification of positions. Consult with hiring authorities on initial job design; reviews and recommends changes to job descriptions for posting.
*Recommend effective recruitment strategies that will help meet department objectives; screen, interview and refer candidates for staff and research support positions
*Manage recruiting process and advise search committees for Senior Leadership positions, Faculty, P/A, Civil Service and Bargaining Unit employees ensuring compliance with established policies, applicable State and Federal laws, and procedures
*Develop and manage onboarding of new employees in CFANS Administration.

Business processes-- 10%:
Projects and HR processes vary, evolve and change depending on organizational and University HR needs.
*Analyze issues to identify root problem and impacts across the collegiate unit.
*Make recommendations and changes to HR processes often require short term and long term implementation and review periods for new approaches and best practice determinations.
*Consult with CFANS leadership, University partners (OHR: HR Consultants, HRMS, Benefits; Diversity and Inclusion), and other functional areas are often needed.   This also requires close collaboration with CFANS finance to manage procedures that affect both units such as payroll actions, position budgeting, annual merit salary increase processes, etc.
*Determine appropriate messaging, identify appropriate methods of messages/information and manage the implementation processes, for example: organizational communication (newsletters, webinars, HR intranet, job aides, targeted list serves etc.)

Travel:
Occasional travel around the state may be required.  This person is expected to use a personal vehicle with required insurance.  Expense reimbursement will be made according to University policy.



Required Qualifications:
Bachelor’s degree in human resources or a related field. 
Six years of progressive, related human resources generalist experience in most human resources operational areas. 
Experience includes advising and coaching managers, supervisors and staff. 
Experience includes substantial project management from needs assessment through implementation and evaluation. 
Experience working in an academic environment with multiple employee groups to include union and non-union staff, faculty, and P&A.

Preferred Qualifications:
Master’s degree in a related field. 
Five years of University of Minnesota human resources generalist experience including expertise in the University’s HRMS system. 
Experience includes evidence of payroll/finance principles, data reporting.
Human resources experience in a labor represented environment.
Evidence of excellent knowledge, skills and abilities in:

Competencies Include:
Complex problem solving, oral and written communication, customer service, team player, facilitation, diversity and inclusion, confidentiality, organizational, collaborative, analytical

Salary/Benefits:
Salary is competitive and commensurate with experience and qualifications.

The University of Minnesota offers a comprehensive benefits package including:
Competitive wages, paid holidays
Low cost medical, dental, and pharmacy plans
Health care and dependent daycare flexible spending accounts
Excellent retirement plans with generous employer contribution and immediate vesting
Employer paid disability and life insurance
Wellbeing program with reduced insurance premiums
Tuition reimbursement opportunities covering 75% of eligible tuition
Opportunities for growth and promotion
Employee Assistance Program

For more information regarding benefits, see Summary of Benefits.

How to Apply
Applications must be submitted online at http://employment.umn.edu/ To be considered for this position, please click the Apply button and follow the instructions. You will be given the opportunity to complete an online application for the position and attach a cover letter and resume.

Apply by 5/23/2022 to be considered

Required application materials:
A cover letter clearly indicating how the applicant addresses the required and preferred qualifications
Resume or CurriculumVitae

Additional documents may be attached after application by accessing your "My Job Applications" page and uploading documents in the "My Cover Letters and Attachments" section.

To request an accommodation during the application process, please e-mail employ@umn.edu or call (612) 624-UOHR (8647).

For questions regarding this position, please contact werba004@umn.edu