Recruitment:

• This position coordinates the hiring for specified campus departments. This includes advising Hiring Managers and Search Committees to ensure adherence to best practices outlined in university search committee handbook. 

• Advise hiring authorities and committees on being welcoming and inclusive, challenging implicit bias, and consistent adherence to university processes that value diversity, equity, and belonging aligning with Equity 2030.

• Monitor applicant pools in accordance with Affirmative Action goals and submit quarterly reporting. 

• Ensure HR search process documentation is updated timely and creates new resources as appropriate.

• Create position postings and analyze appropriate knowledge, skills, and abilities.

• Manage reference checks for finalist candidates and consult with Hiring Managers to identify strengths and areas of improvement. Manage search expense budget by ensuring costs are allocated to the appropriate departments and track expenses incurred by each search. 

• Work with immigration attorneys to conduct special recruitment for permanent residence, ensure compliance with visa processing and work authorization for non- US citizens.

• Partner with CHRO and Assistant HR Director to evaluate recruitment techniques and recruitment dollars.

Staffing:

• Consult and advise employees on the need for leave, such as FMLA/Paid Parental Leave, leaves of absence, sabbatical, phased/AEP retirement, etc. Delegate and provide oversight of transactional processing of leaves to HR Coordinator. 

• Serve as a resource for employees retiring from the university including consultation on continuation of benefits process, retirement payouts, etc. Compile Board Early Separation Incentives (BESI) offers as directed by CHRO and in accordance with MinnState policy. 

• Assists with the fiscal year roll process, contract implementation, and range reassignments.

Benefits:

• Determine employee eligibility for insurance benefits, retirement plans (IRAP, TRA, MSRS, SRP), accrual of leave, HRA, HCSP, ACA, etc. according to the applicable contract, salary plan, benefit authority and/or statutory requirement. 

• Contact state agency/benefit authority as needed for additional information so benefit eligibility decisions are made accurately and timely. 

• Update D2L benefits orientation and benefits summaries for all bargaining units annually with revised insurance coverage rates, eligibility guidelines. 

• Function as one of the Designated Departmental Insurance Representative (DDIR) for MSUM. Receive and distribute insurance related information to employees as needed. 

• Attend insurance training sessions and arrange for information sessions for employees. Accurately refer employees to appropriate sources for additional information. Process monthly benefits billing on coordination with SEGIP.

Classification:

• Serve as a subject matter expert and advise supervisors on organizational and job design concepts and principles, classified and unclassified service issues, designation of supervisory and confidential positions, and making appropriate bargaining unit assignment, classification and compensation recommendations to managers. 

• Evaluates salary placement options and makes recommendations for final determinations to ensure the appropriate assignment of positions. 

• Provide workforce management consulting services to managers and supervisors ensuring appropriate organizational structures and staffing to meet work area needs and job classification in accordance with State standards. 

• Analyze submitted requests for new allocations and reallocations/range reassignments for complete information, budgetary authorization, and determination of appropriate bargaining unit assignment and classification/range level. 

• Convene the MSUAASF Campus Evaluation Committee for review of all MSUAASF bargaining unit positions; represent MSUM HR to the committee and present range assignment analysis. 

• Represent MSUM to the System Evaluation Committee in any hearings regarding MSUM positions. 

• Research and compile information on classes and compensation levels of faculty and staff as requested and respond to equity proposals for salary ranges for classes under review in collective bargaining negotiations.

Compensation:

• Partner with hiring managers to set salaries above campus delegated limits including researching market-based pay. 

• Provide information to necessary parties regarding employee eligibility for merit/performance-based increases and/or progression increases or work out of class assignments.

• Partner with directors/supervisors to initiate additional compensation or honorarium type payments and provide communication to employees. 

• Manage IFO tenure/promotion process including salary review/recommendation to university Deans. 

• Lead work for the HR team such as the fiscal year roll process, contract implementation, and range reassignments. 

• Maintain university-wide compensation database to ensure hiring/promotion salary step placement is equitable.

Employee & Labor Relations:

• Provide employee and labor relations counsel and expertise for employees, supervisors, and Administration to ensure understanding of and compliance with employment laws and regulations, University and Minnesota State system policies, and bargaining agreements and plans. 

• Coach and train supervisors on their responsibilities related to talent management & performance management such as drafting letters of expectation or performance improvement plans. 

• Conduct employment investigations into allegations of misconduct to ensure timely and fair resolution of complaints and compliance with state and federal statutes, collective bargaining agreements, and Minnesota State Board of Trustees policies and procedures. 

• Makes recommendations to Administration for appropriate action in all incidents that lead to disciplinary action, termination, or performance management and coaching.

Assigned Special Projects:

• Perform other duties as assigned to ensure the smooth functioning of the department and maintain the reputation of the organization as a viable business partner. 

• Lead and implement HR initiatives that reflect and support MSUM’s core values and strategic priorities that are effective and efficient. Manage HR projects such as quarterly HR newsletter, responses to data requests, FY roll, misc. HR projects, supervisory training, etc.