The Talent Strategy Center of Expertise (TSCOE) consultant is a strategic business partner who collaborates with University of Minnesota clients, providing coaching and consulting support to administrative and academic leaders at the highest level of their respective organizations, including but not limited to Vice-Chancellors, Deans, VPs, Department Administrators, HR Directors across all system campuses, colleges, and units. Coaching and consultation services may be delivered virtually or in person. Our delivery model ranges from one meeting with a client to multi-semester engagements. Essential functions include:

Leadership Assessment & Development

The consultant is part of a team that collectively, with the direction and guidance of the leadership development manager, develops strategies, approaches, and programs that are all designed to maximize individual, team, and organizational effectiveness. This includes the creation and facilitation of leadership development programming for academic and administrative leadership teams within units and at the enterprise level for in person and online delivery. May include experiential and cohort approaches and programs that encompass a range of learning and development strategies.

The successful use of applying our leadership assessment and development tools to situations includes:
 

• In-role leadership capacity and skill enhancement: Effectively use assessment results (e.g. Hogan Assessments, UMN 360 tool, other relevant tools), and data to coach staff and faculty at all levels on leadership behaviors and competencies
• Future role readiness and discernment: Facilitate the process to identify potential successors for senior administrator and manager roles by providing leadership coaching, tools, processes, programs, and training to enable identification and development of high-potential faculty and staff. 
• Demonstrating exceptional customer service skills to guide all clients through the consulting and coaching experience with professionalism, clarity, and ethical integrity.

Organizational Assessment &  Development

Assess client work requests to determine the scope, impact, feasibility, resources, timing and financial implications of organizational interventions, all to which will determine how best to respond to the leadership and organizational development needs in an academic institution. Respond to routine inquiries regarding organizational effectiveness processes (e.g. upward feedback, mentoring, sponsorship). Advise and coach leaders to diagnose, design, and plan interventions that facilitate organizational changes. Consult with or coach leaders regarding the people implications of institutional issues and decisions. Evaluate intervention impact through multiple methods to determine effectiveness. Develop strategies, approaches, programs, and new initiatives for organizational development. These strategies are often based on employee engagement survey data of 18,000+ faculty and staff across the system campuses. Employee engagement is a core part of our organizational development strategy. As a result, consultants will:

 

• Work in consultation with the Employee Engagement Manager to develop and execute programs and other interventions that support employee engagement
• Provide reports about the feedback to staff and faculty audiences
• Analyze survey data, focus groups, and interviews to interpret implications, challenges, and opportunities
• Pose potential actions or interventions to increase engagement
  
   

Collaboration within the Office of Human Resources (OHR) and the Talent Strategy Center of Expertise (TSCOE)

Work collaboratively within OHR, TSCOE, and with relevant cross-functional teams, employee and governance groups, committees and task forces, and other groups to create and sustain a system-wide dialogue and understanding around the work of a consultant (e.g. leadership development and succession management; organizational assessment and development; talent management). Support the design of onboarding programs or policies as needed in partnership with other TSCOE work streams or OHR efforts (e.g. in determining the tools or processes to support staff and faculty  development). 

Professional development

For optimal effectiveness with UMN clients, the TSCOE consultant commits to engaging in professional development (e.g. conferences, research, case consultation, giving and receiving feedback, certifications) to best understand:

• Trends, best practices, and workforce needs associated with fields and industries relevant to client needs, including Higher Education, Human Resources, Psychology, and other related fields
• UMN client needs and strategic priorities, including leadersâ™ development needs, changes in the organizational structures, and changes in leadership, campus, or college
  
   

Required Qualifications:

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

Preferred Qualifications:

• At least three years developing resources and experiences for multiple, diverse audiences, including multiple levels of leaders
• 2+ years with executive/professional coaching experience
• 3+ years experience delivering training, consulting and/or coaching services to leaders
• Experience using assessment inventories, such as 360s and a variety of other professional and organizational development tools and processes
• Proven experience building strong relationships with HR partners and all levels of management, including executive leaders and other stakeholders
• Excellent verbal and communication skills
• Proven ability to cultivate relationships, build consensus, and work effectively as a team member to accomplish organizational objectives within a large organization
• 2+ years within roles requiring group facilitation in organizational development topic
• Demonstrated commitment to promoting inclusive and equitable work environments
• Ability to coordinate multiple and changing priorities, remaining calm and poised under pressure and staying positive and resilient during times of change
• Masterâ™s degree in psychology, human resource development, or related field
• Experience in the science and practice of employee engagement
•  Experience in an academic setting working with faculty and/or staff
• Coaching certification or equivalent degree/experience
• Relevant certifications such as the Hogan assessments, or other assessment tools for leadership development

About University of Minnesota Twin Cities

The University of Minnesota, founded in the belief that all people are enriched by understanding, is dedicated to the advancement of learning and the search for truth; to the sharing of this knowledge through education for a diverse community; and to the application of this knowledge to benefit the people of the state, the nation, and the world.

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