Job Description

Position Overview

The HR Consultant position consults on an array of HR issues including employee/labor relations, workforce planning, training and development, organizational effectiveness, performance management, and policy interpretation. The consultant builds strong relationships with management and employees across the college to partner on solutions to complex problems and influence supervisors. The role requires a strong understanding of HR fundamentals, high-level strategic thinking, flexibility in style and approach to problem solving, demonstrated commitment to diversity, inclusion & equity, and experience successfully implementing, executing, and delivering on innovative HR solutions.  

The University of Minnesota encourages a healthy work life balance for employees. CEHD is committed to an excellent employee experience, offering a flexible work environment that meets the needs of students, staff, faculty, and the communities we serve. Flexible work arrangements may include flexibility in schedule and/or work location. Please note that 100% remote work requires approval prior to offer.

Job Responsibilities

Employee & Labor Relations (45%)

• Serve as a trusted advisor to unit leaders and employees on HR-related matters, including employee relations, performance management, policy interpretation, and conflict resolution.
• Interpret, communicate, and ensure compliance with federal, state, contractual, and University policies and regulations related to Human Resources.  
• Support and coach employees and leaders in development initiatives, including training, professional development, and career advancement opportunities.
• Guide and assist in the implementation of performance management strategies, ensuring consistent feedback, goal setting, and performance appraisals.  Advise on corrective action and disciplinary procedures in line with University policies.
• Consult on employee and labor relations matters including layoffs, disciplinary procedures, grievances, nonrenewals, and other employee meetings. Advise and coach leaders.
• Review complaints, (formal/informal) conduct investigations as appropriate and make resolutions and recommendations based on findings. 

Workforce Planning, Analysis, and Consultation (25%)

• Provide strategic and operational consulting on personnel matters to ensure CEHD leaders are achieving their unit goals. 
• Conduct staffing analysis to identify organizational structures that ensure effectiveness and efficiency.
• Partner with the HR Director and support the implementation of compensation strategies to ensure positions are properly classified and fairly compensated to address recruitment and retention issues.
• Partner with units to develop effective recruitment strategies, ensure fair and equitable interview practices, and support the hiring process.

Organizational Development (15%)

• Improve organizational effectiveness through the development of solutions to enhance leadership, improve outcomes and drive a performance-focused culture.
• Evaluate employee engagement survey results and consult with assigned business units on strategies to improve employee engagement and create action plans. 
• Partner with individual units on organizational design, succession planning, and skills  .
• Lead project teams in the development and implementation of comprehensive employee programs and change initiatives.

Training and Development (10%) 

• Promote a positive and inclusive workplace culture by offering programs and initiatives that enhance employee engagement, recognition, and wellbeing
• Identify, create, implement, evaluate and monitor the success of training programs and recommend changes as needed.

HR Projects (5%) 

• Lead the onboarding function by creating procedures, facilitating training and roll out of resources for new faculty and staff. Assist with implementation.
• Collect and analyze HR data to support decision-making and identify trends related to HR practices.
• Participate in special committees, projects, and assignments as delegated.
• Lead cyclical HR processes as directed.

Required Qualifications

• BA/BS in Human Resources or related field, plus six years of progressive HR generalist experience.  
• Exceptional interpersonal relationship skills and the ability to effectively navigate difficult conversations and situations.
• Experience in Labor Relations and working with a Union representative work force. 
• Demonstrated ability to provide feedback in a manner that preserves employee relationships yet achieves the goal of changing behavior.
• Experience developing and implementing effective training programs for managers and employees.
• Demonstrated ability in interpreting and analyzing application of policies, contracts, and employment law with a proven capacity to balance human and business needs to make sound decisions.
• Demonstrated strong data analysis, prioritization, problem solving and decision-making skills.
• Experience with organizational design, climate assessment, and workforce planning.
• Ability to collaborate effectively with people from a variety of communities, backgrounds, and identities.

Preferred Qualifications

• Masterâ™s degree in human resources or closely related field.
• More than seven years of progressive HR generalist experience.
• Experience and comfortability working with high level leaders as a business partner or internal consultant.
• Proven understanding of change management methodology with experience in managing important organizational change.
• Experience implementing complex employee programs and initiatives.
• Ability to balance big picture thinking with detail-oriented application.

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.

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