Minnesota Carlson HR Consultant

Please apply by 6/10/2026 for consideration.

OVERVIEW:

The Carlson School of Management at the University of Minnesota is excited to recruit a Human Resources Consultant. The Human Resources Consultant provides strategic, high-level HR consultation to all Minnesota Carlson stakeholders. This role is responsible for strategic human resource management, performance and talent management and development, employee and labor relations, all staff recruitment, hiring, workforce management, and organizational effectiveness. This position reports to the Human Resources Director.

JOB DESCRIPTION:

Human Resource and Employee Relations Consultation (45%)

• Consult and coach supervisors on HR policies, procedures, and practices on employee and labor relations that govern each employee group; contract interpretation, performance management, layoffs, non-renewals, and grievances.
• Interpret, document, and systematize communication of HR policy and processes for Minnesota Carlson staff. Assist the HR director in new policy creation to ensure compliance with University policy, and state and federal laws. Maintain an ongoing and current knowledge of significant employment laws.
• Serve as a liaison with employee groups in the college to ensure effective communication between employees and college leadership regarding human resource goals, policies, and procedures.
• Interpret and advise on P&A, Civil Service, and Labor-Represented rules and contracts.
• Ensure units adhere to policies, rules, and procedures to mitigate risk to the institution through consistent policy application and standardization.
• Initiate and respond to inquiries concerning routine and non-routine issues, conducting research, analyzing data, and problem-solving to identify potential approaches and solutions for the unit
• Partner with the HR Director to respond to concerns and complaints related to discrimination, harassment, or policy violations by reviewing available information, talking to parties involved, and advising unit leadership on possible approaches.
• Investigate complaints and grievances thoroughly, conduct investigations as necessary, and recommend appropriate course of action. Refer complex issues as appropriate.
• Advise and consult on performance and discipline issues; Provide consultation on writing letters of expectations, improvement plans, disciplinary action, letters of termination, and other related documents.
• Advise supervisors and leaders on process steps per employee contracts and rules, conduct investigations, and recommend next steps or discipline. Review and make recommendations on performance improvement plans.
• As needed, work closely with OHR, Disability Resource Center, and the Office for General Counsel as needed to provide leadership on resolving employee issues.
• Train and coach supervisors on how to communicate with employees to address issues and provide ongoing training and development on employee performance management, conflict resolution, discipline, misconduct, dispute resolution, and ensuring equitable treatment of employees across the college. Consult with supervisors and staff on best practices, policy compliance, and risk mitigation.

Performance and Talent Management (20%)

• Performance Management
  • Provide consultation and coaching to supervisors, managers, and employees on issues related to performance management, including annual performance reviews.
  • Coach supervisors in goal setting, performance management, employee development, and leadership development.
  • Lead the annual performance review process for Minnesota Carlson staff members, ensuring compliance and equity.
  • Provide periodic training and development on Minnesota Carlson performance management processes (e.g., goal setting, ongoing conversations, etc.)
  • Ensure the annual pay-for-performance process is equitable and distributed to all eligible Minnesota Carlson staff.
• Talent Management
  • Consult supervisors and staff on career progression, promotional opportunities, professional development, and diversity and inclusion development. Identify opportunities to grow and improve employee engagement.
  • Provide support for staff professional development; provide HR-related training for both large and small groups, as well as one-on-one on HR topics including (but not limited to): staffing, performance evaluation, and the annual performance review process; coordinate professional development sessions at staff meetings, retreats, or training sessions.

Compensation and Classification (15%)

• Advise hiring authorities on the appropriate classification of positions to include new positions, replacement hires, and reclassification requests.
• Consult with hiring authorities on initial job design, reporting, and departmental organizational structure; review and recommend changes to job descriptions for posting.
• Research, analyze, prepare, and recommend salary analysis/compensation for job reclassifications, promotions, in-range adjustments, augmentations, and transfers. Present recommendations to the HR director and college review committee.
• Review JEQs and job reclassification requests, and advise employees and supervisors.

Workforce Planning, Recruitment & Hiring (15%)

• Advise supervisors and leaders on organizational structure and/or reorganization efforts to ensure proficient and efficient team structures. Make recommendations and work with the HR director to facilitate change planning efforts as needed.
• Develop and manage recruitment efforts for the college. Regularly review processes and procedures and make changes to improve efficiencies and create a more diverse workforce.
• Consult with leadership and provide strategic planning for workforce management. Make recommendations for succession planning and improvements.
• Manage recruiting process and advise search committees, ensuring compliance with established policies, applicable state and federal laws, and procedures related to enhancing recruitment of underrepresented populations.
• Advise and consult hiring managers on the appropriate classification of positions on initial job design.
• Recommend effective recruitment strategies that will help meet department objectives.
• Conduct salary analysis and provide recommendations to the HR director for salary recommendations and offer negotiations.
• Ensure college compliance for recruitment and hiring purposes.

General Responsibilities (5%)

• Partner with the HR Director and Executive Director of Wellbeing, Empowerment, and Belonging to recommend specific wellbeing objectives, measurements, and other processes to ensure effective HR systems and practices that provide a sense of belonging and community.
• Represent the College's HR Director at meetings as appropriate.
• Serve as a backup to the HRMS/Payroll Lead as needed.
• Apply University & campus policies & procedures to the college to ensure compliance.
• Perform other duties as assigned such as special projects, committee service, and other assignments as needed.

** The employer reserves the right to change or assign other duties to this position **

This position is not eligible for H-1B or green card sponsorship.

MINIMUM / ESSENTIAL QUALIFICATIONS:

• BA/BS degree in Human Resources or related field plus six years of professional HR-related work experience.

PREFERRED QUALIFICATIONS:

• Master's degree in human resources or a related field
• Experience in higher education or similar setting
• Demonstrated ability to establish and maintain effective working relationships with a wide range of constituencies (staff, faculty, students, and external partners) in a diverse community.
• Demonstrated commitment to wellbeing, equity, belonging and accessibility.
• Experience working with Union-Represented employee groups.
• Demonstrated experience consulting on employee relations and/or labor concerns in a professional setting.

Pay Range: $97,000 - $115,000; depending on education/qualifications/experience

Time Appointment: 100% Appointment

Position Type: Faculty and P&A Staff

Location and Work Environment: This is a hybrid position and will require 3 days on campus (potentially more, depending on business need). Any in-person work will be located on the UMN Twin Cities campus.

Please visit the Office of Human Resources website for more information regarding benefit eligibility.

The University offers a comprehensive benefits package that includes:

• Competitive wages, paid holidays, and generous time off
• Continuous learning opportunities through professional training and degree-seeking programs supported by the Regents Tuition Benefit Program
• Low-cost medical, dental, and pharmacy plans
• Healthcare and dependent care flexible spending accounts
• University HSA contributions
• Disability and employer-paid life insurance
• Employee wellbeing program
• Excellent retirement plans with employer contribution
• Public Service Loan Forgiveness (PSLF) opportunity
• Financial counseling services
• Employee Assistance Program with eight sessions of counseling at no cost
• Employee Transit Pass with free or reduced rates in the Twin Cities metro area

While our salary ranges provide a framework, it is important to note that most of the time, the initial pay may not reach the maximum of the range. This approach ensures that compensation reflects the value and unique contributions of each candidate while maintaining equity within our organization. As part of our commitment to fair and equitable compensation, please be aware that the salary offered to incoming candidates will be based on their individual credentials and experience.

Applications must be submitted online. To be considered for this position, please click the Apply button and follow the instructions. You will be given the opportunity to complete an online application for the position and attach a cover letter and resume.

Additional documents may be attached after application by accessing your "My Job Applications" page and uploading documents in the "My Cover Letters and Attachments" section.

Required application materials: Resume and Cover Letter

To request an accommodation during the application process, please e-mail employ@umn.edu or call (612) 624-8647.

The University recognizes and values the importance of diversity and inclusion in enriching the employment experience of its employees and in supporting the academic mission. The University is committed to attracting and retaining employees with varying identities and backgrounds.

The University of Minnesota provides 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. To learn more about diversity at the U: http://diversity.umn.edu

Any offer of employment is contingent upon the successful completion of a background check. Our presumption is that prospective employees are eligible to work here. Criminal convictions do not automatically disqualify finalists from employment.

The University of Minnesota, Twin Cities (UMTC)

The University of Minnesota, Twin Cities (UMTC), is among the largest public research universities in the country, offering undergraduate, graduate, and professional students a multitude of opportunities for study and research. Located at the heart of one of the nation's most vibrant, diverse metropolitan communities, students on the campuses in Minneapolis and St. Paul benefit from extensive partnerships with world-renowned health centers, international corporations, government agencies, and arts, nonprofit, and public service organizations.

At the University of Minnesota, we are proud to be recognized by Forbes as a Best Employer for Company Culture (2026), Best Employer for Women (2023), and Best Employer by State (2022-2026). In 2026, we also received Culture Excellence & Industry Awards recognition for employee appreciation and work-life flexibility.