HR Business Partner

All required qualifications must be documented on application materials.

Required Qualifications

• BA/BS degree in Human Resources or related field plus at least four years of related professional HR experience or a combination of related education and professional work experience to equal eight years.
• Experience working collaboratively with people of all levels and types of positions within an organization.
• Strong written and verbal communication skills.
• Demonstrated working knowledge of employee relations, employment law, compensation, and employee engagement.
• Demonstrated commitment to DEI.

Preferred Qualifications

• Experience with PeopleSoft, including entry and audit roles.
• Experience supporting the human resources function in a healthcare environment.
• Experience supporting the human resources in unionized work environments.
• Experience with change management and process improvement.
• Experience with training or employee development.
• Experience with University of Minnesota policies and procedures.
• Demonstrated skill in interpreting and analyzing application of policies, rules and contracts with proven ability to balance multiple conflicting opinions in order to make a recommendation for a solution.

The Office of Academic Clinical Affairs (OACA) at the University of Minnesota seeks an experienced Human Resources professional to employ an active business partner philosophy to provide core HR services to leadership, faculty, supervisors and staff in the areas of hiring and recruitment, onboarding, compensation, performance management and evaluation, contract and policy interpretation, employee and labor relations, employee engagement, compliance, and process improvement.

Job Responsibilities

Employee Relations (30%)

• Advise and consult with managers on performance management practices.
• Provide guidance and resources in the areas of talent management, including goal setting, coaching, performance appraisal, discipline and employee recognition.
• Advise on employee relations issues according to the specific University employee group policies or rules.
• Assist managers in interpreting and administering collective bargaining agreements for labor represented employees.
• Explain, interpret, and advise on employment laws, labor contracts, and University policy and procedures.
• Act as a resource to managers and staff regarding terms and conditions of employment.
• Collaborate with other University offices as needed, such as Equal Opportunity and Affirmative Action, Office of the General Counsel, Office of Human Resources and Disability Services to successfully resolve complex issues.
• Evaluate results and assist leaders in carrying out employee engagement efforts.
• Provide HR specific employee on and off-boarding support and resources.
• Serve as a liaison to University employee and labor relations resources and expertise.

Workforce Planning & Talent Acquisition (30%)

• Consult with, provide guidance on and coach management and supervisors on HR policies, procedures, rules, contracts and practices related to recruitment that govern each employee group, including development of position descriptions, candidate sourcing, search activities, etc.
• Partners with supervisors and OACA HR Recruiters to develop strategic recruiting plans for hard-to-fill positions and/or to increase applicant pool diversity.
• Provide direct support to hiring authorities on the recruiting process such as: Reviewing job descriptions and ensuring appropriate job classification, creating requisitions on the employment website, placing job advertisements, updating the employment system including applicant dispositions and communications throughout the search process, ensuring salary offers fall within the classification range, and onboarding new employees.
• Provide strategic and operational consulting to ensure leaders have access to diverse talent that supports current and future organizational needs.
• Perform reference and background checks and initiate first round video interviews through SparkHire.
• Partner with OACA HR and management in the layoff and non-renewal process.

Compensation and Benefits (20%)

• Leverage the University’s total rewards programs and strategies, with the goal of attracting, engaging and retaining staff.
• Consult with leaders and administer compensation and benefit programs at the local level.
• Contribute to OACA initiatives and annual programs (such as merit increase administration) with responsibility for unit level implementation.
• Gather and analyze data necessary for salary reviews and work with managers to address equity issues.
• Research, analyze, and recommend compensation for new hires, retentions, job reclassifications, promotions, in-range adjustments and augmentations.
• Refer insurance benefit inquiries to OHR, while serving as a point of contact for troubleshooting individual employee concerns.
• Work closely on leaves of absence that require escalation, including disability accommodations, complex FMLA, and other leave policies.

Organizational Effectiveness (10%)

• Guide and support employee and managerial practices that foster positive and productive work environments.
• Develop and assist leaders in carrying out employee engagement efforts.
• Promote and support professional development at the department and individual level.
• Conduct exit interviews, ‘stay’ interviews and other employee surveys to better understand and respond to workplace conditions.
• Partner with OACA and management on ways to continue to foster an inclusive and diverse workforce.

Other (10%)

• Participate in the University’s wider human resources community.
• Pursue on the job professional development opportunities.
• Support HR initiatives, engage in continuous improvement projects, communities of practice and other related professional activities.
• Other duties as assigned.

The Office of Academic Clinical Affairs Human Resources Department provides leadership to build a Health Sciences human resources community that contributes to the varied missions and vision of our Health Sciences colleges, centers, and administrative units, as well as to overall University human resources goals. We will apply our knowledge of the organization and its policies and people in ways that add strength to the health sciences and clinical environment and programs.

Human resources staff in colleges and administrative units and the staff of the OACA Human Resources Department are partners in assisting the Health Sciences, Office of the Vice President for Research, and the Provost's Office in achieving its strategic plans and goals. Our vision is that we will:

• Contribute to the Office of Academic Clinical Affairs and Health Science's initiatives at all organizational levels by integrating human resources systems and policies into the organization's goals.
• Share responsibility and accountability for the work of human resources done in the complex business partnerships between central human resources (e.g., Human Resources, Legal Counsel, Equal Opportunity), OACA Human Resources, and Health Sciences college and unit human resources and management staff.
• Strengthen human resources roles and competencies through continued support for a collaborative learning environment and individual professional development.
• Promote a diverse work force and a climate of respect for people in the OACA and Health Sciences, including respect for fair employment policies, laws, and practices.
• Encourage excellence in all aspects of the work of the Health Sciences and OACA, including its service to customers, by operating from a solid base of professional expertise, integrity and ethics.

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 employ@umn.edu or call (612) 624-UOHR (8647).

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

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.

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).