HR Business Partner

About the Job

This HR Business Partner position serves as the operational lead for the full life cycle of graduate student employment within the BioGen Administrative Center, as well as supporting faculty with staff employment needs. The primary purpose of the role is to bridge the gap between departmental needs and University policy by managing complex recruitment, compensation analysis, and the intricate appointment processes for a large graduate student population. Additionally, the position provides expert guidance on labor relations and policy interpretation, ensuring that the departments remain compliant with collective bargaining agreements and institutional standards. Ultimately, this role acts as a strategic partner to leadership, driving organizational efficiency through process improvement, performance management, and dedicated HR support.

This position is mostly remote work, with occasional on-site time as requested by supported units.

Responsibilities:

35% Graduate Assistant HR:

• Manage the end-to-end appointment lifecycle for Research Assistants across Fall, Spring, and Summer terms, including complex transitions between fellowship funding and salaried assistantships.
• Ensure strict adherence to federal regulations by monitoring I-9 and visa compliance for a diverse international graduate student population.
• Serve as the primary bridge between the Graduate School and Central HR to troubleshoot and resolve intricate payroll discrepancies and benefit enrollment hurdles.
• Manage and deliver new graduate student orientation and on-boarding.
• Provide expert guidance to faculty and students on graduate labor policies, including the interpretation and application of collective bargaining agreements.
• Perform biweekly payroll audits and maintain precise appointment records in PeopleSoft, validating job classifications, stipend rates, and appointment types to ensure 100% data accuracy.
• Act as the central point of contact for departmental stakeholders regarding graduate employment policy and best practices.\

35% Recruiting, Compensation and Classification:

• Recommend effective recruitment strategies that will help meet department objectives for hard to fill and under-represented positions; screen, interview, and refer candidates for staff, research and research support positions
• Performs detailed compensation analysis for current and incoming faculty and staff
• Research and prepare salary analysis for job offers, draft employment letters (when appropriate)
• Manage new employee orientation and on-boarding process
• Work with OHR Compensation and Classification consultants on difficult position descriptions to ensure all requirements are met and positions are appropriately classified.
• Review and submit documents for staff reclassification/promotions, in-range adjustments, retention, merit and equity salary increase requests
• Serves as main point of contact for candidates regarding recruitment and onboarding status

15% Employee Relations:

• First point of contact for faculty, staff and supervisors for HR questions from assigned groups..
• Advise on employee relations issues and provide guidance on policies and procedures in partnership with HR Manager.
• Provide first level guidance and coaching to individual managers on employee performance and recommend steps to improve performance issues.
• In partnership with HR Manager, meet with senior management and faculty to investigate and recommend solutions to workplace behavior issues; offering resolution of complex issues regarding policies, procedures and HR issues.
• Provide first level interpretation of P&A, Civil Service and Labor-Represented rules and contracts.
• Assure compliance with Labor Represented agreements, Civil Services rules, P&A, Post Doc and faculty policies, layoff/non-renewal, overtime, FMLA, COBRA and termination policies.
• Keep up to date on employee rules, contracts and policies.
• Support HR Manager with investigations and provide formal responses to UReport, EOAA and OCR investigations/complaints.

15% HR Operations:

• Establishes and maintains working relationships with key University partners in Payroll, benefits, employee relations, etc
• Understands department/unit strategic priorities and tailors HR support to align with organizational need in order to develop solutions
• Develop and deliver training to both managers, faculty and staff on applicable HR tools and services to include recruiting/hiring practices, performance appraisal administration, employee relations issues, etc.

Qualifications

Required Qualifications:

• BA/BS degree plus at least two years of experience, or a combination of education and/or experience to equal at least six years.
• Previous experience working closely with labor-represented employee groups.
• Previous experience working with payroll entry and data validation.

Preferred Qualifications:

• Advanced skills with Microsoft Office Suite (i.e. data manipulation, pivot tables, queries, etc.)
• High level experience with time management skills and attention to accuracy/details.
• Bachelor's degree in HR management or related HR or business coursework.

About the Department

The BioGen Administrative Center provides administrative services to the Department of Biochemistry, Molecular Biology, and Biophysics and the Department of Genetics, Cell Biology and Development, unique because they are shared departments between the Medical School and the College of Biological Sciences. Finance, human resources, and grant pre-award staff members work in teams to support faculty, staff, and students in these areas.

Pay and Benefits

Pay Range: $36.00 - $40.00/hour ; depending on education/qualifications/experience

Time Appointment: 100% Appointment

Position Type: Civil-Service & Non-Faculty Labor Represented Staff

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.

How To Apply

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.

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

Diversity

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

Employment Requirements

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.

About University of Minnesota

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 nations 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.