The OVPR is Driven to Discover our next HR Business Partner! The position provides core HR consultation and support to leadership, supervisors, and staff in the areas of hiring and recruitment, compensation, performance management, and evaluation, contract and policy interpretation, employee and labor relations, employee engagement, compliance, and process improvement.
Job Duties and Responsibilities
Employee and Labor Relations (50%)
Prepare and coach managers for employment investigations, disciplinary actions, and grievances.
Leads progressive discipline process, including investigatory meetings, disciplinary meetings, and grievance hearings as appropriate, and knows when to escalate appropriately.
Research, maintain knowledge of, and interpret University and College HR policies and procedures; monitor HR activities to ensure compliance with federal, state, and local laws as well as College and University policy.
Coach managers and supervisors on and ensure practices comply with HR policies, procedures, and practices on employee and labor relations that govern each employee group.
Apprise HR Director of complex, sensitive, and confidential scenarios.
Interface at all levels of the organization using a consultative approach and critical thinking to help leaders coach/mentor their employees, appropriately engage their workforce, and develop performance evaluation strategies.
Partner with HR Director, OHR consultants, Office of the General Counsel, Office of Equity and Diversity, Disability Services, and other experts throughout the organization to address concerns raised within the department.
Partner with HR Director in the layoff and non-renewal processes to provide guidance to leaders and managers on the notification process as well as related benefits programs and, where applicable, determine bumping rights.
Identify HR-related patterns and make recommendations to OVPR management and/or implement plans related to administering performance management.
Classification, Talent Acquisition, and Compensation (20%)
Advise and consult with hiring authorities on position description development, the appropriate classification of positions, workforce planning and job design, and organizational effectiveness and structure.
Evaluate, analyze, and consult with senior leadership on job reclassiï¬cations to determine appropriate compensation and classiï¬cation prior to submission to OHR.
Create and implement effective programs in talent selection that reflect business and strategy (broadening candidate pools, creating candidate pipelines, etc.).
Evaluate, analyze, & recommend compensation for promotions, augmentations, transfers, demotions, and in-range adjustments. This includes monitoring internal equity to maintain a competitive compensation strategy for OVPR management.
Employee Engagement, Development/Training, and Diversity Efforts (15%)
Partner with HR Director to identify training opportunities and talent management strategies; Develop and deliver presentations, orientations, and training to managers and employees.
Utilize HR analytics to engage in program planning and execution to promote employee engagement and diversity and inclusion that includes recruiting initiatives and diversity training and awareness.
Consult with HR Director and other OVPR leaders on talent development, employee engagement, recognition, retention, and succession strategies.
Analyze qualitative employee data and identify leading indicators of potential EOAA problems (i.e. exit interview analysis, employee consultations)
Partner with HR Director on a biannual basis to collect, review and interpret engagement data and formulate action plans to drive improvement within units
Strategic Initiatives and Project Management (10%)
Work closely with HR Director to evaluate current OVPR HR processes and needs to assist in developing new policies, procedures, and best practices; initiate and lead projects as needed.
Understand unit strategic priorities in order to tailor HR support, partnering with OVPR HR team to ensure unique unit and expected levels of service are met.
Assist HR Director with organizational design, including coaching managers and leaders on appropriate staffing levels and structure to maximize organizational effectiveness.
Provide change management advice and resources including guidance on implementation strategy and communication.
Contribute expertise on University-wide committees and task forces as appropriate.
Supervisory Responsibilities (5%)
Supervise up to two direct reports, meeting one on one to ensure HR-related policies, procedures, best practices, and laws are followed.
Provide work direction, development, coaching, and training as needed.
Starting salary range is $70,000-$80,000 depending on qualifications and experience.
The Office of the Vice President for Research (OVPR) endorses a “work with flexibility” approach that offers a welcoming and flexible work environment where everyone is inspired to do their best. Work location options include working fully remote, partially remote, or entirely in the office and are based on the work of the position. Some on-site work may be necessary for certain positions, even those designated as fully remote. Because we are a land-grant institution that serves the state, the University will continue to- in most cases- expect employees to live in Minnesota.
This position has been designated as eligible for Flexible Work Profiles One, Two, or Three. OVPR Human Resources management retains the right to modify flexible work arrangement agreements on a temporary or permanent basis for any reason at any time.
Flexible Work Profile One is expected to work primarily on-site. Your office will be located in Johnston Hall on the Twin Cities East Bank Campus.
Flexible Work Profile Two is expected to work on-site more than 50% of the time. Your office will be located in Johnston Hall on the Twin Cities East Bank Campus.
Flexible Work Profile Three is expected to work remotely more than 50% of the time. Your dedicated office space will be in your remote work location.
BA/BS degree in Human Resources or related field plus four years of professional HR related work experience, or a combination of related education and professional HR work experience to equal eight years
Advanced HR degree(s) and/or certification(s)
Previous experience with PeopleSoft
Working knowledge of employee and labor relations, employment law, compensation, and employee engagement
Experience supervising direct reports or leading a team
Experience advising supervisors on policy and procedure
Working knowledge of higher education in general, and the University of Minnesota in particular
Knowledge, Skills, and Abilities
Able to build credibility and trust and develop and maintain strong relationships
Skill in interpreting the application of policies, rules, and contracts with proven ability to balance multiple conflicting opinions in order to make a recommendation for a solution
Knowledge of EEO/AA and a demonstrated commitment to advancing a diverse and inclusive workplace
Experience working collaboratively within a complex, highly matrixed environment
Experience managing confidential matters with discretion and sensitivity
Experience working in a fast-paced, quickly evolving environment
Demonstrated strong written and verbal communication skills
Experience navigating state and federal employment laws
Demonstrated prioritization, problem-solving, and decision-making skills
Ability to work in a self-directed manner with moderate supervision, completing assignments accurately and on time
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.