A cover letter and resume are required for consideration for this position. The cover letter should be included in the same document as your resume and should specifically address your interest in this position and outline particular skills and experience directly related to this position. This job opening is scheduled to be posted through Monday, Feb. 24, 2020. We will begin reviewing resumes as we receive them and may begin contacting qualified applicants prior to the posting’s closing date.
The HR officer will work closely with Ford School leadership, staff, and faculty, providing consultation and advice on staff and academic human resources matters. They will be committed to diversity, equity, and inclusion and actively contribute to the Ford School’s positive and inclusive work environment by building partnerships throughout the school. The HR officer will be directly responsible for managing staff recruitment & employment activity, employee and labor relations, staff professional development, and HR administration. The HR officer will also assist with compensation management and organizational design and strategy.
The Ford School Human Resources team provides a full complement of HR services to approximately 90 regular staff and approximately 70 regular faculty, including professors, lecturers and postdoctoral fellows. The HR officer intermediate, reporting directly to the chief administrative officer, will work very closely with our administrative specialist and HR officer sr.
The Gerald R. Ford School of Public Policy is one of the nation’s top policy schools. Our mission is to offer outstanding education for leadership in public policy analysis and public management and to excel in social science research that illuminates public policy issues and promotes better public policy. To learn more about the Ford School’s mission and activities—including our academic programs and research —please visit www.fordschool.umich.edu.
The HR officer will administer existing HR programs and design, develop, and implement new programs and services in support of the Ford School’s mission and diversity, equity, and inclusion strategic plan. The HR officer fosters a positive work environment, collaborating with management, staff, and faculty by providing guidance, coaching, interpreting policies, conflict resolution, and implementing best practices in the following areas:
With an emphasis on promoting a high performing and diverse workforce, provide guidance to hiring managers in the recruitment of new staff, which will include assisting in developing job descriptions and qualifications, preparing job postings, advising on recruitment strategies, and interviewing candidates. Oversee the Ford School’s comprehensive interview process, advising staff interview committees and assisting with interview question development. Manage the interview debriefing process, collecting information from interview teams and advising the hiring manager, assisting them with their decision process. Provide guidance to hiring managers on initial salary offers and negotiations in accordance with the Ford School’s compensation philosophy.
Actively collaborate with managers and employees to promote positive work relationships, build morale, promote engagement, and effectively resolve conflicts. Serve as the primary labor relations representative for the LEO contract, working closely with the Dean, Associate Dean for Academic Affairs, and Academic HR to resolve any labor relations issues. Serve as the secondary labor relations representative for the GEO contract, working closely with the administrative specialist as needed.
Develop and manage programs and strategies to support the growth and development of Ford School staff. Lead the staff professional development committee and serve as an advisor to all Ford School staff-led committees. Assess staff developmental needs to determine training and development initiatives and training opportunities for staff. Utilize creativity and strategic thinking to develop methods to enhance overall staff performance and staff recognition programs. Collect feedback, data, and relevant metrics to evaluate staff development programs.
Manage staff appointments, position funding changes, staff and faculty disability and leave situations, including FMLA, ADA, parental leave, extended sick, long term disability and worker’s compensation in partnership with Work Connections. Manage ADA compliance and accommodation requests; working directly with institutional disability experts. Provide recommendation based on analysis and help with the implementation of accommodations following University consent decree and other federal regulations. Manage LEO appointments, reappointments, reviews and layoff guidelines as noted in the LEO contract.
In collaboration with the HR officer sr. and chief administrative officer, provide guidance to managers in the use and application of salary ranges, salary increase guidelines, job evaluations, job analysis, classifications for new positions, changes in exemption status, promotions, and any other compensation adjustments. Help coordinate the annual evaluation process and annual merit salary program for staff and faculty.
In collaboration with the HR officer sr. and chief administrative officer, develop and analyze strategic options and opportunities to continue to position Ford School staff and faculty in the best possible environment to achieve our mission, objectives, and diversity, equity, and inclusion strategic plan. This will include providing regular recommendations and support to Ford School senior staff and research leadership in the areas of workforce planning, workforce climate, coaching, and conflict resolution that helps them make informed decisions that positively impact their departments.
Represent the School on University-wide committees, such as the Human Resources Communications Group (HRCG), Unit Academic HR Group, and Small Schools HR Group.
Bachelor’s degree in human resources, business administration, or equivalent combination of education and experience.
A minimum of three to five years professional experience in human resources and organizational development, with significant experience actively partnering with managers and staff to promote an inclusive, positive, and high-performing work environment.
Extensive experience interpreting and implementing HR policies and procedures.
Proven proficiency with HR enterprise software and data query tools and conceptual understanding of how to leverage technology to provide analysis.
Experience managing collaborative projects between university or business units.
Demonstrated ability to lead teams, integrate activities and manage change.
Exceptional organizational, problem solving and communication skills (written, oral and interpersonal).
Ability to exercise good judgment in handling complex, confidential matters.
Master’s degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration or a related field will be strongly preferred.
Previous experience with MPathways HR and administrative systems, including Business Objects ad-hoc queries.
Knowledge of University of Michigan policies and procedures related to both academic and staff human resource management.
The University of Michigan is an equal opportunity/affirmative action employer.
Internal Number: 183792
About University of Michigan - Ann Arbor
A great university is made so by its faculty and staff, and Michigan is recognized as one of the best universities to work for in the country. The Michigan culture is known for engaging faculty and staff in all facets of the university to create a workplace that is vibrant and stimulating.For two consecutive years, the Chronicle of Higher Education has placed U-M in its "Great Colleges to Work For" survey. In particular, the university earns high marks for strong relations between faculty and administrators, a collaborative system of governance, strong pay and benefits, and a healthy work/life balance.