HR NOW...BUILDING A BETTER TOMORROW, TODAY!
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PHASE 3: IMPLEMENTATION
- EXPANDED HR SERVICES
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EMPLOYEE ENGAGEMENTIn ProgressCULTURE AND ORGANIZATIONAL DEVELOPMENTUpdate:Central HR has added an employee engagement unit to its office, the purpose of this unit will be to work with departments and managers/supervisors on ways to encourage teamwork and collaboration as well as the best practices to express appreciation in a manner that is meaningful and continuous. The new Director, Culture & Organizational Development begins on September 11, 2023.TRAINING & ORGANIZATIONAL DEVELOPMENTIn ProgressCULTURE AND ORGANIZATIONAL DEVELOPMENTUpdate:Central HR is reintroducing training and professional development to the West Campus, SOM and HSC.The overall mission of the TOD unit is to provide opportunities to enhance the skills, knowledge, and professional development of our faculty and staff. The re-introduction of training to the campus is part of the HR Now initiative and is also one of the key objectives of the University’s strategic plan…. Growing and Recognizing Our People to foster a culture of innovation and performance excellence, expand professional development opportunities, and create capacity for our staff and faculty to thrive.WORKFORCE PLANNINGIn ProgressWORKFORCE PLANNING & INITIATIVESUpdate:The purpose of workforce planning is to ensure that the organization has the right people, with the right skills, in the right roles, at the right time to meet its strategic objectives. It's a proactive approach that aligns the workforce with the organization's goals, enabling it to operate efficiently and adapt to changes in the business environment.In creating a Workforce Planning space within HR we seek to assist departments in this effort by creating mentorship and leadership development opportunities. We also seek to create succession planning strategies that support career development and pathing.
- REDESIGN HR PROCESSES
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STAFF RECRUITING & HIRINGIn ProgressTALENT ACQUISITION MODELUpdate:Central HR is moving from a traditional recruitment format to a talent acquisition model to make hiring top talent, especially for hard-to-fill roles, more efficient. The staff recruiting and hiring processes were mapped and documented, and a detailed set of recommendations and plans were developed for streamlining these process and making them more efficient. The implementation of this model is underway.FACULTY RECRUITING & HIRINGIn ProgressFACULTY PROCESSUpdate:The recruiting and hiring processes for faculty is currently being worked on.
- HR TECHNOLOGY
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myTIMEIn ProgressWolfieOne ProjectUpdate:After consultation with leadership, and in response to feedback from stakeholders, we have decided to focus our efforts on bringing time and attendance functions within the WolfieONE project scope.Sunsetting of Biz LibraryIn ProgressTraining and Professional DevelopmentUpdate:Effective close of business today, Monday, June 30, we sunset BizLibrary. While BizLibrary has served us well, we’re excited to strengthen the tools we use to support you in doing your best work. Stay tuned — we’ll be sharing more details about what’s ahead soon. Until then, continue leveling up with Wolfpack Learning!
- HR SERVICE DELIVERY MODEL
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NEW HR Business PartnersIn ProgressHRBPUpdate:The general structure for enhancing the delivery of HR services has been designed and features an expanded HR Business Partner role in Colleges and Divisions. This includes a network of dedicated, full-time HR professionals that are connected to Central HR and will directly support Colleges and Divisions. This structure supplements the good work that is already taking place to support HR needs, and represents a commitment and investment in new and expanded HR services and support to meet our growing workforce needs. In this implementation phase, the detailed structures and roles for the HR Business Partners and supporting HR roles and specific HR services and workflows will be finalized, and the structure will start being implemented in Divisions and Colleges.