CEHD HR Consultant

University of Minnesota; Saint Paul (MN); Hybrid; USD 110,000 - 125,000; Full time

Benefits offered by this job

Competitive wages and benefits

Flexible work arrangements

Tuition benefits and professional培训

Job summary

The University of Minnesota is seeking an HR Consultant to advise on employee relations, workforce planning, training, and organizational development. This hybrid role requires collaboration with college leadership and a deep understanding of HR fundamentals to deliver innovative solutions.

Responsibilities include performance management, policy compliance, and coaching across units, with a focus on equity, inclusion, and effective change management.

Qualifications

• BA/BS in Human Resources or related field with six years progressive HR generalist experience.
• Exceptional interpersonal relationship skills and ability to navigate difficult conversations.
• Experience in Labor Relations and working with a Union representative workforce.
• Experience developing and implementing effective training programs for managers and employees.
• Ability to interpret policies, contracts, and employment law with sound judgment.
• Strong data analysis, prioritization, problem solving and decision-making skills.
• Experience with organizational design, climate assessment, and workforce planning.

Responsibilities

• 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.
• Consult on employee and labor relations matters including layoffs, disciplinary procedures, grievances, nonrenewals, and other employee meetings.
• Review complaints, conduct investigations as appropriate and make resolutions based on findings.
• 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.
• Improve organizational effectiveness through 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 engagement.
• Lead project teams in the development and implementation of comprehensive employee programs and change initiatives.
• Promote a positive and inclusive workplace culture by offering programs and initiatives that enhance engagement, recognition, and wellbeing.
• Lead onboarding function by creating procedures, facilitating training and rollout 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.

Skills

Interpersonal skills

Labor relations

Feedback & coaching

Data analysis

Organizational design

Climate assessment

Workforce planning

Education

BA/BS in HR or related field

Master's degree (preferred)

Job description

Job Description

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.

This is a hybrid position, with the expectation to work on campus 2-3 days a week.

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.

Please note, this position is not eligible for H-1B or Green Card sponsorship. This position does not offer a STEM OPT training program.

Location: Twin Cities

Contract: Full-Time

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.

Qualifications

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.

PREFERRED QUALIFICATIONS:

• Master'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 the Department

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.

Pay and Benefits

Pay Range: $110,000 - $125,000; depending on education/qualifications/experience

Time Appointment: 100% Ap pointment

Position Type: Faculty and P&A Staff

Please visit the Office of Human Resources website for more information regarding benefit eligibility.

• Competitive wages, paid holidays, and generous time off
• Continuous learning opportunities through professional training and degree-seeking programs supported by the Regents Tuition Benefit Program
• Low-cost medical, dental, and pharmacy plans
• Healthcare and dependent care flexible spending accounts
• University HSA contributions
• Disability and employer-paid life insurance
• Employee wellbeing program
• Excellent retirement plans with employer contribution
• Public Service Loan Forgiveness (PSLF) opportunity
• Financial counseling services
• Employee Assistance Program with eight sessions of counseling at no cost
• Employee Transit Pass with free or reduced rates in the Twin Cities metro area

While our salary ranges provide a framework, it is important to note that most of the time, the initial pay may not reach the maximum of the range. This approach ensures that compensation reflects the value and unique contributions of each candidate while maintaining equity within our organization. As part of our commitment to fair and equitable compensation, please be aware that the salary offered to incoming candidates will be based on their individual credentials and experience.

Please apply by September 14, 2026 for priority consideration.

Diversity

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: http://diversity.umn.edu

Employment Requirements

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.

About University of Minnesota

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 Forbes as a Best Employer for Company Culture (2026), Best Employer for Women (2023, 2025, 2026), and Best Employer by State (2022-2026). In 2026, we also received Culture Excellence & Industry Awards recognition for employee appreciation and work-life flexibility.