HUMAN RESOURCES PARTNER

The University of Missouri System (UM System) consists of system administration and four universities: The University of Missouri-Columbia, the University of Missouri-Kansas City, the Missouri University of Science and Technology, the University of Missouri-St. Louis, and all of their component parts, including MU Health, MU Extension and UM Engagement. It has a unique mission to advance the opportunities for success and well-being for Missouri, the nation, and the world through transformative teaching, research, innovation, engagement, and inclusion.
The MU School of Medicine employs over 2,000 faculty and staff dedicated to improving the health of all people through exemplary education, research, and patient-centered care. We educate more than 2,000 medical students, residents, fellows, and undergraduate students each semester. Our students have access to one of Missouri's most comprehensive health care networks with MU Health Care's multi-hospital enterprise.
The University of Missouri School of Medicine seeks dynamic and collaborative HR professional to provide high level consultative services and leadership.  The role provides high quality, business focused and strategic level advice, guidance and support of human resources (HR) initiatives.  The role assists in the execution of HR programs and processes relative to workplace planning and design, recruiting and on-boarding, career development and performance management, employee relations, compensation and classification, HR programs and policy implementation, and organizational effectiveness, culture and change management execution. Each Senior HR Consultant, working title of HR Partner, is assigned to, and will serve as the HR point person for, a designated department(s) of the School of Medicine.
The position will be housed in the School of Medicine to facilitate a consultative role and will participate in special projects and initiatives in conjunction with the Office of Human Resources and MU Healthcare (MUHC) HR. The role is part of an HR team that provides central services to all of the business units of the School of Medicine.  This position will report to the School of Medicine Human Resources Director and it will be essential to work collaboratively and in partnership with the Office of Human Resources Partners and Centers of Expertise (COE), as well as, MUHC HR.   

Workforce Planning & Design  
• Proactively evaluates both current and future workforce needs and coordinates with leadership and recruiters to develop a strategy/plan to mitigate issues or risks 
• Utilizes data analytics (e.g. diversity & inclusion and turnover metrics) to drive conversations with departments around forecasting and planning for staffing needs (partner with HR Analytics COE) 
• Provide education, coaching and counsel for leaders on organizational design methods, opportunities and processes 
• Proactively incorporate D&I initiatives into workforce planning strategy and perform underutilization analysis 

Recruiting & Onboarding  
• Serves as liaison between Recruitment COE and/or MU Health Recruitment team and Hiring Manager, when needed 
• May participate in the screening / interview / selection process 
• Partners with Recruitment COE & Hiring Manager to drive business unit accountability for department orientation 

Career Development & Performance Management  
• Provides leadership & development coaching (faculty, staff and managers) 
• Conducts talent and skill gap evaluations 
• Oversees annual performance review/appraisal process and facilitate calibration sessions for assigned business unit(s). 
• Trains and communicates with employees and managers on the performance review process 
• Works with leadership and managers on performance improvement plans, as needed 
• Facilitates succession planning discussions to build people pipeline 

Employee Relations 
• First line conflict resolution and investigations 
• Counsels managers/employees on job performance, compliance, university policy & practices matters  
• Advises leaders/supervisors on corrective action based on fact finding and evaluation of risks associated with specific actions 
• Recommends and implements alternative courses of action (e.g., involuntary terms) 
• Plans, executes and advises managers on transitions, terminations and off-boarding 
• Proactively identifies and creatively problem solves to address complicated people related issues 
• Monitors the "pulse" of the employees to ensure a high level of employee engagement. Collaborates as an inclusive and enthusiastic team player with a strong drive to create a positive work environment.  

Compensation and Classification  
• Conducts job audits / analysis in conjunction with COE; Develops position descriptions 
• Coaches and evaluates requests for pay changes and promotions (partner with Total Rewards COE and SSC, as needed to execute / process transactions) 
• Partners with Total Rewards COE to proactively conduct market analysis / equity reviews 

HR Programs & Policy Implementation    
• Advises leadership on applicable federal/state regulations and University CRRs to improve policy literacy 
• Identifies / implements workflow changes and process improvements  
• Monitors, reports on, and is accountable for HR metrics to ensure service targets are met 

Org Effectiveness, Culture, Change Management Execution  
• Advises leadership on change management & org effectiveness opportunities, methods and tools 
• Identifies and implements culture transformation / org effectiveness initiatives to enhance org & team effectiveness 
• Coordinates and oversees local execution of employee engagement and recognition initiatives (e.g., climate survey results and intervention strategy, real-time recognition, peer / upward feedback) 
• Proactively works with leadership, managers and staff councils to promote employee engagement and cascade communications 
• As with all positions, involvement with other duties and responsibilities may be expected in order to support the mission and purpose of the University of Missouri System. 
Leadership Skills 
• Exhibits a strong focus on customer service and ability to create and maintain trusted relationships with key faculty and staff leaders 
• Ability to work collaboratively across department units and HR functions to drive business objectives 
• Excellent leadership, communication, interpersonal, and management skills 
• Effectively delegates ownership of tactical / administrative tasks while still managing results 
• Commits to development of HR talent, through coaching, mentoring and creating targeted experiences to accelerate growth 

Technical Skills 
• Demonstrates higher education, academic programs, business & financial acumen along with the ability to analyze, synthesize, and present information at the appropriate level for various stakeholder groups (preferred) 
• Demonstrates strong understanding of HR analytics, and is able to use data to draw meaningful conclusions to drive workforce planning and decision-making for the institution 
• Ability to provide support on various employee relations matters in conjunction with the COE 
• Understanding of change management to drive adoption of change initiatives throughout assigned departments. 
• Understands current and emerging regulatory requirements as it relates to HR programs and policies 
• Ability to facilitate, coach and guide leaders & staff to drive team and organizational effectiveness 

Operational Knowledge 
• Demonstrates knowledge of higher education operations and campus operating structures (e.g., college, school, department, etc.) 
• Understands how to navigate complex employee populations and organizational systems, while taking a consultative approach to providing insights on how best to manage people-related needs 
• Demonstrates understanding of key HR trends / leading practices and when to leverage COEs for expertise 
• Demonstrates and ensures compliance with human resources policies, procedures, laws, standards and government regulations for employee relations, equal employment opportunity, inclusion and retention programs.