Working Title:       Human Resources Director
Reporting To:        Chief Operating Officer
Classification:        Human Resources Manager 3, 9363GT

College Overview

The College of Food, Agricultural and Natural Resource Sciences (CFANS) is composed of 13 academic departments, 10 research and outreach centers across Minnesota, plus the Minnesota Landscape Arboretum, the Bell Museum, and dozens of interdisciplinary centers that span the college, the university, and the globe. CFANS offers thirteen undergraduate majors and thirteen graduate majors, three pre-major/pre-professional programs and 23 minors for undergraduate students. Undergraduate enrollment in the college is about 2000 students. CFANS students are well-prepared for a diverse, multicultural workforce through the college’s emphasis on experiential, interdisciplinary, and intercultural learning; internships and global perspectives.

At CFANS, we aim to inspire minds, nourish people, and enhance the natural environment, and we believe that's only possible if everyone feels seen, heard and respected. Our College embraces equity and diversity and prioritizes purpose-driven scientific discovery in order for us to build a better tomorrow, together. We align with the University of Minnesota in providing 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.

Description of Position

The Director of Human Resources is responsible for providing strategic leadership, planning, development, coordination, implementation and oversight of human resources programs and services in the College of Food, Agricultural and Natural Resource Sciences (CFANS).  The director works with CFANS administration, academic departments and centers to develop and implement a comprehensive human resources program for CFANS faculty, staff, students, and administrators.  The director’s responsibilities include human resources planning; employee and labor relations; recruitment and staffing; education, training, development and mentoring; performance evaluation systems; compensation; and equal opportunity.  The director will create and implement strategic and tactical policies and processes for the human resources function of CFANS.  The director will work collaboratively with the University’s Office of Human Resources to ensure that CFANS efforts are aligned with University-wide human resources policies, programs, and strategic initiatives.  The director currently manages a professional HR staff of four direct reports with a fifth HR professional having a dotted line to the HR Director.  This position reports to the Chief Operating Officer for CFANS.

Responsibilities

Strategic Leadership and Planning 40%
Lead the development, implementation and assessment of short-term and long-term HR strategies and goals, including anticipating emerging issues that will affect policy and program development within CFANS.
Continuously improve the development of and lead a forward-thinking, client-oriented, human resources organization for CFANS.
Collaborate with CFANS leadership and stakeholders to advance strategic direction, to facilitate and manage change and ensure compliance with employment laws, HR policies and best practices

Partner with CFANS’ Director of the Office for Diversity & Inclusion to integrate DEI best practices into HR policies and processes
Develop long-term HR strategies to increase diversity of staff and faculty within CFANS.
Develop strategies and coach supervisors to support a culture of accountability, respect, and employee engagement.

Collaborate with CFANS finance department to manage procedures that affect both units such as payroll actions, position budgeting and annual merit salary increase processes.
Perform strategic analysis to identify root problems and impacts across CFANS.
Set priorities and provide leadership and accountabilities  in implementing key projects and HR initiatives to support the strategy of CFANS and University goals
Develop and present proposals for new initiatives and processes to leadership and effectively engage stakeholder groups to seek input
Work with the Office of Human Resources and serve on University-wide committees and task forces to ensure alignment with University-wide policies, programs, and strategic initiatives.

Workforce Planning, Compensation, Performance Management and Engagement 40%

Provide leadership, guidance and training on labor and employee/labor relations issues, including corrective action processes and grievances,. The scope of employee relations includes labor represented groups, civil service, P&A staff and faculty.
Provide advice and expertise on evaluating appropriate starting salaries and salary increase requests, ensuring internal equity and competitive compensation.
Develop and implement policies and practices related to compensation including special pay situations for promotions, augmentations, bonuses and retention offers.
Oversee or conduct investigations into employee complaints and advise on response to complaints and resolution of conflict or disputes.
Consult with collegiate and administrative leadership regarding specific matters of faculty or staff performance and behavior.
Collaborate with CFANS departments and centers to develop and implement supervisory training and employee development programs incorporating resources available through the Office of Human Resources.
Develop, implement and evaluate effective recruitment, hiring, onboarding and existing processes.
Provide on-going advice and individual counsel to managers and administrators.
Stay informed of CFANS priorities and business needs in order to anticipate future changes to the workforce needs.
Oversee processes related to employment searches
and administer other employee programs such as performance evaluations , merit increases, and flexible work arrangements .
Provide consultation, risk assessment and coaching to help resolve issues related to performance and interpersonal relations.
Lead professional development and engagement initiatives to increase workplace effectiveness and retain high performing staff.
Ensure implementation of action plans related to the employee engagement survey results.

Supervision 10%
Supervise and provide leadership providing HR services to CFANS departments and centers in a shared services delivery model.
Evaluate employee performance and provide on-going training, development, feedback and coaching to HR staff.
Ensure that HR staff have the resources, training, and knowledge needed to deliver professional HR services and consultation.

Compliance 10%

Ensure that HR and related management practices comply with law, policy, contracts in addition to HR and DEI best practices
Maintain knowledge of relevant employment laws. Oversee investigations into complaints of violations of employment laws or policies. Ensure that HR team members maintain knowledge of applicable employment laws and HR policies.
Advise and consult on HR risk management. Take appropriate actions to minimize risk, including providing timely and effective investigations, as well as consultation and advice to managers, leaders, and other HR professionals.
Provide escalation for consultation and investigation of HR issues that are particularly complex or sensitive, including mandated reporting to the EO/AA Office and partnership with the Office of Human Resources, Office of the General Counsel and Office of Conflict Resolution, as necessary.

Required Qualifications
BA/BS in Human Resources or related field, plus 10 years of related professional HR experience to include supervisory responsibilities.
Working knowledge of employment laws, rules and regulations affecting human resources.
Extensive experience and knowledge in HR practices areas.
Demonstrated experience and commitment to advancing diversity, equity and inclusion in the workplace and effectively with individuals with diverse identities and underrepresented groups.
Demonstrated success in project management, including organizational and planning skills.
Success working and leading in a complex, multi-layered and collaborative environment.
Ability to work effectively with ambiguity, use sound judgment and discretion.
Exceptional interpersonal skills and ability to communicate effectively orally and in writing across all levels of the organization.
Demonstrated leadership ability and an ability to influence others directly and indirectly.

Preferred Qualifications
Advanced degree in HR or related field.
Significant experience leading a team of professionals.
Experience interpreting collective bargaining agreements and with corrective action and grievance processes.
Experience in higher education and/or public sector employment setting.
Skills and/or training in change management and conflict resolution.

Desired Competencies
Communication and Teamwork:  Demonstrates the ability to express thoughts clearly and concisely; shows good active listening skills; and able to tailor messages appropriately to audience. Builds working relationships to resolve problems and achieve common goals.  Offers assistance, support, and feedback to others.  Ability to communicate effectively, succinctly, and persuasively in writing, orally and interpersonally.

Diversity:  Is respectful and effectively works with individuals from culturally diverse populations. Demonstrates a commitment to and understanding of diversity and inclusiveness.  Demonstrates sensitivity and awareness of challenges and institutional barriers for people from under-represented populations, sexual orientation, gender identity and expression.

Motivation:  Shows initiative, anticipates needs, and takes actions.  Ability to be self-directed, take appropriate action and be efficient and resourceful in fulfilling responsibilities.

Accountability/Reliability:  Takes ownership for own work.  Accepts responsibility for mistakes and learns from them.  Follows through on commitments, is dependable and trusted to work independently.