The Human Resources Senior HR Consultant is the face of and drives major employee relations initiatives such as merit pay, performance management, and HR development. In this highly visible role, the Senior HR Consultant serves as a member of a consulting team that works together to advise collegiate and administrative unit leadership, human resource leads, managers, and employees on a broad array of critical HR issues including, but not limited to:
Policy interpretation and guidance
Classification and compensation, including rewards and recognition
Recruitment and selection
Onboarding and orientation
Employee benefits and leave issues
Conflict resolution and management
Major responsibilities include:
Coordinate and implement integrated human resources programs in such areas as HR development, merit pay, performance management, etc.
Provide advice and consultation to leaders, managers, and human resources professionals regarding complex issues for multiple HR areas such as performance and talent management, labor/employee relations, recruiting and staffing, classification and compensation, benefits, organizational effectiveness, diversity and inclusion efforts, etc.
Coach and train HR leads and managers on appropriate actions for all types of employee relations issues including issues which pose a high risk to the college/department.
Prepare managers and hearing offices for grievance hearings by reviewing and organizing supporting documentation and coaching on presentations. Facilitate labor-represented grievance hearings and participate in labor management committees, activist meetings, and “meet and confer” meetings.
May act as a Hearing Officer for Step 3 grievances.
Partner with labor relations unit on settlement agreements.
Consult with unit HR leads to plan and collect data to assess workplace environments by analyzing employee relations indicators (grievances, turnover, etc.) and recommend programs or actions.
Provide or consult on individual specific mentoring and coaching of managers on how to appropriately engage their workforce.
Lead project teams in the development and implementation of comprehensive employee program and change initiatives.
Advise collegiate and administrative leadership, local human resources leads, management, and employees on human resources policies, procedures, and best practices.
Provide collegiate and administrative units with consistent interpretation and application of governing documents, labor agreements, policies, rules, and practices for all employee groups.
Assist collegiate and administrative units in managing difficult workplace solutions through effective problem-solving strategies and sound conflict resolution strategies.
Learn the organizational and operational facets of the units supported (i.e., strategic objectives, budget overview, personnel matters, culture, etc.) in order to deliver the most effective and customized consulting services possible.
Work collaboratively with the Vice President for Human Resources, other consultants, and the OHR centers of expertise to identify and apply best practices, to recognize recurring issues, problems, and trends that may require a re-calibration of human resources policy and practice across the institution, and ensure that units are receiving the highest level of OHR expertise and service possible.
Participate in special committees, projects, and assignments as assigned.
BA/BS in Human Resources or related field, plus six years of HR generalist experience.
Exceptional interpersonal skills and the ability to communicate verbally and in writing with multiple and diverse constituencies.
Work experience in a large, complex organization with multiple stakeholders.
Experience working in a collaborative, team-oriented environment with individuals from diverse communities and cultures.
Demonstrated analytical and problem-solving skills and abilities.
Masters degree in human resources or closely related field.
More than seven years of HR generalist experience.
Working knowledge of higher education in general, and the University of Minnesota in particular.
Working knowledge or understanding of federal and state employment laws.
Experience with union contract administration.
Experience with organizational design, climate assessment, and other organizational effectiveness initiatives.
Workforce planning experience.
Training or experience in conflict resolution.
Professional human resources credentials such as PHR, SPHR, IPMA, etc.
The University of Minnesota, founded in the belief that all people are enriched by understanding, is dedicated to the advancement of learning and the search for truth; to the sharing of this knowledge through education for a diverse community; and to the application of this knowledge to benefit the people of the state, the nation, and the world.