- Employment Law
- Employee Evaluation
- Microsoft Office
- Succession Planning
BA/BS degree in Human Resources or related field plus two years of related professional HR experience or a combination of related education and professional work experience to equal six years, with strong generalist skills and knowledge.
Experience with MS Office Suite.
Knowledge, Skills and Abilities
Experience managing confidential matters with discretion and sensitivity.
Experience working in a fast-paced, quickly evolving environment.
Experience working collaboratively with all levels and types of positions within an organization.
Demonstrated strong written and verbal communication skills.
Demonstrated ability to build credibility and trust and develop and maintain strong relationships in a highly collaborative environment.
Demonstrated skill in interpreting application of policies, rules and contracts with proven ability to balance multiple conflicting opinions in order to make a recommendation for a solution.
Demonstrated prioritization, problem solving and decision making skills.
Demonstrated ability to work in a self-directed manner with moderate supervision, completing assignments accurately and on time.
Experience working successfully within a complex, highly matrixed environment such as higher education, non-profit or government.
Experience working in the Health Sciences.
Knowledge of EOAA and a demonstrated commitment to advance a diverse and inclusive workplace.
Knowledge of FMLA policy and administration of leaves of absence.
Experience advising supervisors on policy and procedure.
Experience with PeopleSoft- particularly in an entry and audit role.
Experience with University of Minnesota policies and procedures.
Demonstrated working knowledge of employee relations, employment law, compensation and employee engagement.
Experience supporting HR in a unionized environment.
About the Job
The Office of the Vice President for Research at the University of Minnesota seeks an experienced human resources generalist to provide core HR services to leadership, 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.
Employee Relations, Performance Management and Employee Engagement 30%
Serve as the first point of contact for supervisors and staff for Research Animal Resources (RAR), the Center for Infectious Disease Research and Policy (CIDRAP), Food Protection and Defense Institute (FPDI), Biomedical Genomics and Biosafety Level 3 Labs (BSL3).
Create open lines of communication between units and OVPR Administration regarding HR policy and procedure.
Coach supervisors on employee relations issues, policy interpretation and best practices.
Advise staff and supervisors on process, communication, Civil Service, Labor Represented and P&A contracts and employee group-specific policies.
Guide supervisors in performance management and performance evaluation best practices in collaboration with OVPR-HR.
Assist OVPR-HR Lead with employee concerns including those that come from both formal and informal channels.
Coach supervisors in performance management, conflict resolution and how to appropriately engage with their workforce, referring complex issues to OVPR-HR Lead as appropriate. Participate in the Union grievance process as needed.
Partner with OVPR-HR to facilitate the annual review process, setting expectations and how and when to give feedback.
Discuss potential unit reorganization and succession planning with managers and make recommendations.
Assist OVPR-HR Lead with engagement outreach and partner with the leadership in our Health Sciences units to identify employee recognition opportunities and facilitate action planning on engagement survey results.
Develop presentations, new employee orientation materials and trainings that enhance the quality of the services provided by OVPR-HR.
Recruitment, Onboarding and Workforce Planning 25%
Consult with, provide guidance and coach management and supervisors on HR policies, procedures, rules, contracts and best practices related to recruitment that govern each employee group, including evaluating business needs, development of position descriptions, candidate sourcing and search activities.
Post positions for our Health Sciences units to the University’s employment system and monitor applicant pools.
Partner with unit hiring managers to develop recruiting plans for difficult to fill positions and/or to broaden the applicant pool diversity.
Support hiring managers and search committees including meeting facilitation.
Advise hiring managers and search committees on University EOAA policies and guidelines to ensure compliance, communicate affirmative action goals and provide resources to attract diverse candidates.
Partner with OVPR-HR and OHR to interpret and apply international visa and Permanent Residence policies and procedures and related issues.
Collaborate with supervisors to facilitate a welcoming, inclusive environment for new hires while also ensuring compliance with University policies on background checks and I-9 verification.
Partner with OVPR-HR and unit managers in the layoff and non-renewal processes to determine bumping rights and notice periods as well as related benefit programs.
HRMS Entry and Payroll 20%
Enter appointment and initial salary data (including distributions, annual increases, contract renewals, standard hours changes, terminations, etc).
Monitor payroll information for Health Sciences units (review of payroll verification reports), verify and enter work study funds for students, enter and monitor leaves (work with employee, supervisor, Employee Benefits and Disability Services as needed).
Enter Person of Interest records and other payee appointments.
Act as Time and Absence Administrator, approving/editing time entry for staff in our Health Sciences units and monitoring payroll processing deadlines.
Partner with supervisors and employees to provide and collect necessary documentation for personal and FMLA leaves.
Benefits, Compensation and Classification 25%
Assist hiring managers, supervisors and OHR Compensation Analysts and Recruiters in identifying appropriate job classifications and starting salaries.
Review salary structure within the hiring unit to identify any pay equity issues. Recommend remedies and engage OVPR-HR Lead and Finance as needed.
Assist hiring managers and supervisors in developing offer letters and communicate as the primary HR contact with new employees regarding benefits, compensation and time/absence procedures
Partner with supervisors and employees as well as OHR Compensation Analysts on job reclassification processes, including JEQ. Engage OVPR-HR Lead as needed.
Partner with OVPR-HR, Chief of Staff and Finance Director on staff merit pay plans, administration and communication.
Initiate and respond to inquiries concerning non-routine issues, conducting research, analyzing data and problem-solving to identify solutions on behalf of the Health Sciences units you support.
About the Department
The Office of the Vice President for Research (OVPR) is a central resource for faculty, staff, students, and external partners to conduct, manage, and sponsor research at the University of Minnesota, a top ten public research institution in the US.
Our administrative units , staff, and partners help to advance the University’s research mission through a set of strategic areas of focus and a shared vision.
How To Apply
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 Activities" page and uploading documents there.
To request an accommodation during the application process, please e-mail email@example.com 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.
Background Check Information
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 the U of M
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.