Human Resources Consultant & Business Partner

Human Resources Professional/Generalist - 8183GT

Office of Academic Clinical Affairs - Masonic Cancer Center

Overview:

The Office of Academic Clinical Affairs (OACA) and the Masonic Cancer Center (MCC) at the University of Minnesota seek an experienced human resources generalist as an active business partner to provide core HR consultation and support to leadership, faculty, supervisors and staff in the areas of hiring and recruitment, on-boarding, compensation, performance management and evaluation, contract and policy interpretation, employee and labor relations, employee engagement, compliance, and process improvement.

This role is a member of the OACA Human Resources team with accountability to MCC leadership. The position reports to the OACA Lead Human Resources Consultant.

Job Responsibilities:

Employee and Labor Relations (25%):

• Consult with MCC supervisors and staff on HR policies, procedures and practices and employee and labor relations that govern each employee group.
• Guide supervisors in performance management and performance evaluation best practices, including participating in employee relations activities and grievances as needed.
• Ensure management practices comply with state and federal employment law as well as official University policies and employment contracts.
• Maintain knowledge of significant employment laws.
• Provide individual specific mentoring and coaching of supervisors on how to appropriately engage their workforce.
• Partner and consult with various units throughout the University such as the Office of Human Resources, Office of the General Counsel, Office of Equity and Diversity, Disability Resource Center, Office for Conflict Resolution, and others.
• Keep the OACA Lead HR Consultant informed on the status of formal and informal complaints and investigations. Problem solve with and escalate matters to the Lead Consultant as needed.

Learning & Development: Performance Management (25%):

• Provide consultation and coaching to supervisors, managers and employees on issues related to performance management, including annual performance reviews and use of online system, setting expectations and how and when to give feedback.
• Advise on employee recognition and reward options, including monetary and non-monetary mechanisms.
• Coach leaders in performance management, employee development and leadership development.
• Consult with management regarding probationary and annual performance appraisal process as well as use of the OACA online performance appraisal tool (PAT).
• Monitor probationary and annual performance appraisal process and work with OACA HR Generalist to ensure timely completion of appraisals, escalating as needed to the OACA Lead HR Consultant.

Business Management (20%):

• Partner with OACA Lead HR Consultant to support University, OACA and MCC-wide HR programs and strategic initiatives, such as employee engagement initiatives or training programs, and participate in work-teams assigned to address overall University or OACA human resources issues, projects, and programs.
• Understand MCC’s business model and mission in order to participate as an active member of MCC Administrative Leadership Team, provide HR insight in support of MCC’s strategic initiatives.
• Partner with OACA HR and MCC management in the layoff and non-renewal process. Determine bumping rights and provide guidance on the notification process as well as related benefit programs.
• Support MCC leadership in developing succession planning strategies and implementation for key positions in support of overall MCC growth strategies.

Talent Planning & Acquisition: Recruitment, Selection, Onboarding (15%):

• Consult with, provide guidance on and coach management and supervisors on HR policies, contracts, procedures, and practices related to recruitment that govern each employee group, including development of position descriptions, candidate sourcing, and search activities.
• Partner with supervisors and Lead OACA HR Recruiter to develop strategic recruiting plans for hard-to-fill positions of and/or to increase applicant pool diversity.
• Support hiring authorities and search committees, including training on best practices in candidate sourcing interviewing, mitigating implicit bias, and facilitation of the charge meeting.
• Support MCC’s onboarding process in partnership with other health science human resources teams and University-wide onboarding process to facilitate a welcoming, inclusive environment and positive experience for new hires.
• Advise managers and supervisors on University EOAA policies and guidelines to ensure compliance, communicate affirmative action goals to managers, provide managers with resources to attract diverse candidates.
• Interpret and apply international visa and permanent residence policies and procedures, and advise management, supervisors, international employees and visitors on related issues, partnering with University and external counsel as appropriate.

Total Rewards: Compensation and Classification (15%):

• Work with hiring managers, OACA Lead HR Recruiter and/or OHR to identify appropriate job classifications and starting salaries for new employees.
• Evaluate internal equity and recommend remedies, as needed, including preventive retention adjustments.
• Partner with OACA Lead HR Consultant, Lead Recruiter, managers and employees on job reclassification, including JEQ, processes.
• Collaborate with MCC Chief Operating Officer on oversight of staff merit pay plans and administration.

The University of Minnesota offers a comprehensive benefits package including:

• Competitive wages, paid holidays, vacation and sick leave
• Low cost medical, dental, and pharmacy plans
• Health care and dependent daycare flexible spending accounts
• Excellent retirement plans with employer match
• Disability and employer paid life insurance
• Wellbeing program with reduced insurance premiums
• Tuition reimbursement opportunities covering 75%-100% of eligible tuition
• Student loan forgiveness opportunity
• Opportunities for growth and promotion
• Employee Assistance Program