Strategic HR Partner & Workforce Planner

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

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.