HR Consultant

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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 represented 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

• Master's degree in human resources or closely related field.
• Three (or more) years of University of Minnesota human resources 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.

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 in an effort 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 (40%)

• Interpret, apply, enforce, and provide consultation on University and college-level HR policies and principles, employment laws, union contracts, and work rules to ensure compliance and commitment by management.
• Coach management and supervisors on how to properly manage performance to achieve desired results, including recommendations for goal-setting, ongoing performance management, annual performance appraisals, and talent strategy.
• Advise on employee complaints including those from both formal (grievances, Office for Conflict Resolution, Equal Employment, U Reports) and informal channels.
• Consult on employee and labor relations matters including layoffs, disciplinary procedures, grievances, nonrenewals, and other employee meetings. Advise and coach managers.
• Conduct employee investigations, including interviewing employees, drafting reports, providing recommendations to the HR Director, and status updates to the HR Director and University partner.
• Meet regularly with CEHD units to proactively identify and address HR issues and organizational needs.

Workforce Planning, Analysis, and Consultation (30%)

• Provide strategic and operational consulting to ensure CEHD leaders have access to diverse talent that supports current and future organizational needs. Partner with individual units on organizational design and succession planning.
• Support managers in forecasting and planning their talent needs to align with the strategy of the unit. Evaluate and consult on position descriptions, reclassifications and job evaluation questionnaires to determine appropriate classification.
• Conduct staffing analysis to identify organizational structures that ensure effectiveness and efficiency.
• Collaborate and guide managers on recruitment and retention strategies, including leading and serving on interview/search committees to ensure a diverse talent makeup that supports unit objectives.
• Evaluate and approve college compensation requests to address recruitment, retention, and internal equity issues, including augmentations, overloads, in-range/equity requests, and salary offers.
• Partner with the HR Director and support the implementation of University & college-wide compensation strategies and projects.

Training and Development (20%)

• Partner with leadership to identify training opportunities and talent management strategies for succession planning, promotional opportunities and workforce needs.
• Identify, create and facilitate training and programs to build manager/leader capabilities, support professional development and employee retention, and foster a diverse and inclusive work environment. Evaluate and monitor success of training programs and recommend changes as needed.
• Determine content and facilitate monthly meetings with HR Liaison staff across the college and attend monthly unit operations meetings to provide HR subject matter expertise and guidance.
• Develop training plans for unit partners with HR functions across the college. Meet regularly with new staff to provide training on specific HR topics and to evaluate and assess additional training needs.
• Oversee the annual performance review process for CEHD. Develop and implement annual performance appraisal training for managers and employees, update procedures and timelines, and coordinate with HR and units on performance review strategy and administration.

HR Projects (10%)

• Lead onboarding function by creating procedures, facilitating training and roll out of resources for new faculty and staff. Assist with implementation.
• Develop and implement HR initiatives with college-wide impact.
• Evaluate employee engagement survey results and consult with assigned business units on strategies to improve employee engagement.
• Lead and serve on college and University committees initiated to improve HR relations, processes, employee engagement and workplace culture.
• Conduct HR analytics on an ad-hoc basis to inform strategic planning decisions. - Perform other projects and duties, as assigned by the HR Director.

College Overview

The College of Education and Human Development (CEHD), the University's third largest college, contributes to a just and sustainable future through engagement with the local and global communities to enhance human learning and development at all stages of life. We know diversity is necessary to do our best work and foster our humanity. That's why the CEHD community is collectively dedicated to cultivating an inclusive and equitable environment, embracing and celebrating all identities of our students, staff, and faculty. These values are also a moral imperative requiring continuous proactive measures and a firm stance against prejudice, discrimination, and systemic injustice.

Applications must be submitted online. 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.

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 View email address on click.appcast.io or call View phone number on click.appcast.io.

The University recognizes and values the importance of diversity and inclusion in enriching the employment experience of its employees and in supporting the academic mission. The University is committed to attracting and retaining employees with varying identities and backgrounds.

The University of Minnesota provides 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. To learn more about diversity at the U:

Any offer of employment is contingent upon the successful completion of a background check. Our presumption is that prospective employees are eligible to work here. Criminal convictions do not automatically disqualify finalists from employment.

This position is not eligible for visa sponsorship

The University of Minnesota, Twin Cities (UMTC)

The University of Minnesota, Twin Cities (UMTC), is among the largest public research universities in the country, offering undergraduate, graduate, and professional students a multitude of opportunities for study and research. Located at the heart of one of the nation's most vibrant, diverse metropolitan communities, students on the campuses in Minneapolis and St. Paul benefit from extensive partnerships with world-renowned health centers, international corporations, government agencies, and arts, nonprofit, and public service organizations.

At the University of Minnesota, we are proud to be recognized by the Star Tribune as a Top Workplace for 2021, as well as by Forbes as Best Employers for Women and one of America's Best Employers (2015, 2018, 2019, 2023), Best Employer for Diversity (2019, 2020), Best Employer for New Grads (2018, 2019), and Best Employer by State (2019, 2022).