Human Resources Strategic Partner
The Human Resources Strategic Partner: (1) advises on recruiting, hiring, engaging, managing, developing, and retaining our faculty, staff, and student employees and (2) creates, implements, and continuously improves collegiate human resources policies, systems, tools, and processes to align human resources strategies with the collegeâ™s goals and mission. As part of CFANS human resources team, this position partners with leaders, managers, supervisors, and employees to increase employee engagement and advance a high performing, inclusive culture.
College of Food, Agricultural and Natural Resource Sciences
Position Opening ID: 348010
Classification & Title: 9351GT, HR Consultant 1 - Generalist
Working Title: Human Resources Strategic Partner
12 month, full-time, FLSA exempt, benefits eligible, academic professional and administrative position (P&A) position with minimum starting salary of $96,000
Reports to: Human Resources Director
Campus Location: Saint. Paul, MN; hybrid working arrangements
Applications submitted by May 13, 2024, will be given priority consideration. Your resume and cover letter will need to be attached to your application
Primary Responsibilities: Employee and Labor Relations (60%)
Independently provide high level counsel to managers and employees at all levels of the organization on sensitive matters pertaining to workforce planning, recruitment, succession planning, performance management, talent development, compensation, training, coaching, employment and labor relations, and retention.
Act as a trusted advisor on employment-related laws and University policies, rules, and labor contracts, including partnering with managers to understand and navigate processes and procedures. In collaboration with leaders and with understanding of key issues and organizational goals, develop, recommend, and support implementation of workforce solutions. Facilitate difficult conversations and assist with resolving conflicts between employees or between supervisors and employees, including involving and referring to university offices, such as the Office for Conflict Resolution, as appropriate. Conduct investigations into reported allegations of misconduct, write up findings, make recommendations, and support management actions. Consult with the Office of Human Resources (OHR) Employee and Labor Relations center of expertise, Office of the General Counsel (OGC), Disability Resource Center (DRC), Equal Opportunity & Title IX Office (EOT) and other specialized resources depending on the situation. Talent Development and Community Building (25%)
In collaboration with the Director of Human Resources, develop a strategic set of college-wide programmatic offerings leveraging and complementing OHR and EOT offerings and closely partnering with the collegeâ™s Office for Inclusive Excellence. Primary programming goals are to ensure equitable hiring practices, inclusive onboarding experiences, supervisory competencies, and other skill building and development. Program planning, development, and execution: Facilitate planning, preparation, and implementation of programmatic offerings, including customizing or developing complementary materials to existing central offerings. Identify patterns for which training might be appropriate. Program evaluation: Lead and coordinate evaluation of programmatic offerings including collecting, analyzing, and reporting evaluation data and making recommendations for continuous improvement. Oversee staff professional development funds. Talent Acquisition and Talent Management (10%)
(Note that with implementation of the University PEAK Initiative (Positioned for Excellence, Alignment, and Knowledge) Initiative in Fall 2024, the scope of college-recruited positions will be narrowed to these employees: collegiate leaders, faculty, instructional P&A (academic professional and administrative), graduate assistants, temporary casual employees, and student workers. OHRâ™s Talent Acquisition team will recruit all other staff positions.)
Advise search committees and administrators on candidate sourcing and selection including advertising, sourcing options, strategies in recruiting diverse candidates, EO/AA goal setting, behavioral interviewing techniques, finalist pools, reference and background checking, and new hire on-boarding. Recommend training and development support 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. Organizational Development and Continuous Process Improvement (5%)
Collaborate with departments and units to act on employee engagement feedback. Provide guidance to leadership on organizational design and workforce planning. Make recommendations and changes to HR processes often requiring short term and long-term implementation and review periods for new approaches and best practice determinations. Analyze issues to identify root problems and impacts across the college.
Required Qualifications
BA/BS degree in Human Resources or related field plus six years of related professional HR experience. Working knowledge of employment laws and regulations affecting human resources. Experience with interpreting and analyzing policies and labor contracts with a proven ability to balance individual and organizational needs to make sound decisions. Exceptional interpersonal, written, and verbal communication skills across all levels of an organization. Proven experience in cultivating and nurturing relationships. Demonstrated commitment to advancing equity, diversity, and inclusion while working effectively with individuals from diverse backgrounds. Evidence of innovative problem-solving in complex contexts. Ability to effectively deal with ambiguity, using sound judgment and discretion.
Preferred Qualifications
Advanced degree in HR or related field. SPHR or SHRM-SCP certification. Experience in higher education and/or public-sector setting. More than seven years of progressive HR generalist experience to include: handling employee complaints, investigations, and grievances. 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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