Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity &...

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Office of Human Resources Courage. Compassion. Commitment. Michelle Lamb Moone, SPHR Assistant Vice Chancellor and Chief Human Resources Officer [email protected] ; (336) 334-5167

Transcript of Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity &...

Page 1: Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity & Inclusion CENTERS OF EXCELLENCE— Benefits HR Service Center HR Operations HRIS Program

Office of Human ResourcesCourage. Compassion. Commitment.

Michelle Lamb Moone, SPHRAssistant Vice Chancellor and Chief Human Resources Officer

[email protected]; (336) 334-5167

Page 2: Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity & Inclusion CENTERS OF EXCELLENCE— Benefits HR Service Center HR Operations HRIS Program

Agenda for Today

• 90-Day Assessment

• The Role of the Human Resources Organization

• Restructuring the HR Organization

• Defining our Mission, Vision and Values

• Establishing our 3-Year Strategic Framework

• Developing Strategic Initiatives

• Measuring our Success

OFFICE OF HUMAN RESOURCES

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90-Day Assessment

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To get to know US

To assess OUR STATE

To implement CHANGE

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Observations

• One-size-fits-all talent practices not relevant

• Decentralized HR model causes conflicts

• Silos and lack of collaboration impacts the entire enterprise

• HR must add more value in terms of strategic management

• Compliance issues are at risk

• Departments lack opportunity to focus on core competencies

• HR only has limited resources and capacity; strategy suffers

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Supporting UNCG’s Strategic Priorities and Achieving Student Success

Two critical ingredients:

1. Attract, recruit and hire every single time and on time the

highest-quality, most talented and well-prepared faculty

and leaders.

2. Ensure a system of practices, processes and

relationships to effectively and consistently engage top

talent.

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Strategic vs. Operational

People, talent, and human capital need to be

placed on strategic agendas and linked

vertically to UNCG’s programs and linked

horizontally across all the specific HR

elements.

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The Human Resources Organization

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What We Do (on the surface)

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Integrated

Human

Resources

Solutions

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The “Real” Role of Human Resources

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10 Best Practices for High-Impact HR Organizations

1. Formal Governance Model and Business Case Development

Process

2. Business-Relevant Workforce Planning

3. Enduring and Relevant HR Philosophy and Mission

4. Correct Implementation of HR Business-Partner Roles

5. Flexible HR Structures

Bersin & Associates © January 2011

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10 Best Practices for High-Impact HR Organizations

6. Interactive HR Systems

7. Effective HR Measurement Strategy

8. Development of Internal HR Team Members

9. Strategic Outsourcing

10.Support for Line Managers

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Bersin & Associates © January 2011

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The Case for Change

Create a strategy, processes and culture to

support talent management

Anticipate and respond to workforce and

organizational changes

Manage legal, financial and organizational risk

through compliance

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Page 13: Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity & Inclusion CENTERS OF EXCELLENCE— Benefits HR Service Center HR Operations HRIS Program

Critical Success Factors

• Focus on continuous improvement, not radical HR

transformations

• Get the basics right before pursuing strategic HR agenda

• Collaborate with other leaders when making in operational and

strategic decisions

• Place the right people in the right jobs at the right time

• Assess talent in context with UNCG business strategy

• Move now to avoid losing momentum!

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Future State HR

TALENT MANAGEMENT & ENGAGEMENT—

HR StrategyTalent Acquisition

Learning and DevelopmentLeadership Development

Classification & Compensation

COMPLIANCE—

EEOAffirmative Action

Compliance & PolicyDiversity & Inclusion

CENTERS OF EXCELLENCE—

Benefits

HR Service Center

HR Operations

HRIS

Program Management

HR Communication

HR CLIENT PARTNERS—

HR Liaisons

HR Advisory Council

Staff Senate

Faculty Senate

Research Administrator’s Network

Research Advisory Council

The New UNCG HR Operating

Model

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Overview of OHR Staff Changes

• Re-branded the HR organization

• Re-organized the HR structure

• Revised the HR Strategic Business Partner responsibilities

• Created a Talent Acquisition function and HR Strategy

• Enhanced Learning and Development, Comp and Class, and

Employee Relations

• Realigned and consolidated HR Compliance

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Page 16: Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity & Inclusion CENTERS OF EXCELLENCE— Benefits HR Service Center HR Operations HRIS Program

Overview of OHR Staff Changes

• Consolidated all operational transactions

• Added Program Management and HR Communications

• Created an HR Dashboard

• Developed a Change Management Approach

• Broadened Staffing Services to become Talent Acquisition

• Expanded Benefits and Retirement Services

• Became leaner, more strategic, and more aligned with campus’ requirements

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What We Do…

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We Strive To…

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Deliver the strategic talent and cultural framework to…

drive employee inspiration, student success, and talent solutions to…

become the leading employer of choice.

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We Believe In…

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University-wide

Framework

Division and Department Goals and Objectives

Cohesive Set of Outcomes and Metrics

Implementation of Strategic Initiatives

Ongoing Assessment

UNCG Strategic Planning Implementation Framework

Page 21: Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity & Inclusion CENTERS OF EXCELLENCE— Benefits HR Service Center HR Operations HRIS Program

Office of Human Resources FY17-19 Strategic Priorities—The Execution Framework

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Stabilize The Core:Compliance, Operational Efficiency & Talent Management

FY17

Enhance The Core:

Process Reengineering, Culture Transformation, Programs and Policy

FY18

Advance The Core:

Succession Planning & Leadership Development

FY19

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KEY

STRATEGIESFY17 FY18 FY19

Talent

Management

Hire and develop

the best,

brightest, and

most talented

• Talent Outreach

and Acquisition

• Learning and

Development

Programs

• Supervisor

Certification

• Compliance

Programs

• Onboarding and

Induction

• Compliance

Training

• Faculty Dual

Employment

Program

• Executive Search

Consulting Services

• Temporary Staffing

Services

• HR Liaison

Certification

• eLearning

• Succession

Planning

• Leadership

Academy

• Faculty Phased

Retirement

Program

Enhancement

• Employment Law

Training

Office of Human Resources FY17-19 Strategic Initiatives

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KEY

STRATEGIESFY17 FY18 FY19

HR Operations &

Development

Enhance HR

Capability, Efficiency,

and Service

Excellence

• HR Structure and

Business Strategy

• HR Dashboard—

Business

Intelligence

• Compliance

• Position Control

Improvement

• Hiring Process

Improvement

• Position Management

& Hiring Standards,

Policies and Practices

• Business Process

Improvement &

Reengineering

• Online Performance

Management Program

• Applicant Tracking

• LEAN

• Supervisor’s

Toolkit

• Workforce

Planning

• Policy

• Diversity and

Inclusion

Initiatives

• HR Services

Distribution

Office of Human Resources FY17-19 Strategic Initiatives

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KEY

STRATEGIESFY17 FY18 FY19

Employee

Engagement

Foster an

Environment for

Engagement and

Optimized Climate

and Culture

• Performance

Management

• Pay for

Performance

• Employee Relations

Programs

• HR

Communications

• Employee

Concerns Group

• University-Wide

Employee Climate

Survey

• HR Service Center

• Employee Handbook

• Rewards &

Recognition

• Cross-Campus

Career Paths

• Wellness

Programs

• Communities of

Practice

Office of Human Resources FY17-19 Strategic Initiatives

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OHR

STRATEGIC

GOALS Tale

nt

Man

ag

em

en

t

Infr

astr

uctu

re

Tech

no

log

y

an

d T

oo

ls

Clim

ate

an

d

Cu

ltu

re

Fis

cal

Reso

urc

es

Talent Management √ √

HR Operations and

Development√ √ √ √

Employee Engagement √ √ √

Mapping to University Implementation Plan

UNCG Implementation Plan

Page 26: Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity & Inclusion CENTERS OF EXCELLENCE— Benefits HR Service Center HR Operations HRIS Program

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Measuring Our Success Using Business Intelligence

Employee Engagement and Climate Surveys

Workforce Metrics

HR Metrics

Key Performance Indicators

Service Level Agreements

Memorandum of Understanding

Quality Audits

Page 27: Office of Human Resources...COMPLIANCE— EEO Affirmative Action Compliance & Policy Diversity & Inclusion CENTERS OF EXCELLENCE— Benefits HR Service Center HR Operations HRIS Program

Desired Outcomes

These Core Values

• Efficiency

• Service delivery

• Strategic orientation

• Manager empowerment

• Standardization

=

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Courage. Compassion. Commitment.