The Office of Human Resources An Overview Brenda Richardson Malone, Vice Chancellor for Human Resources March 2012
The Office of Human Resources (OHR) is a service organization composed of roughly 72 full-time staff who are responsible for helping managers throughout the University recruit and retain an effective workforce, and for making the University a desirable and attractive workplace. OHR also plays a critical role in ensuring that UNC- Chapel Hill is accountable and compliant in terms of Federal, State, and UNC System human resources practices.
Main Areas of Responsibilty (For services covering primarily EPA Non-Faculty and SPA Employees) Employment and Staffing Compensation and Salary Administration Employee Relations, Dispute Resolution and Performance Management Employee Training and Talent Development Benefits Administration, Recognition, and Employee Programs Human Resources Administration, Planning, and Systems
For a complete listing of OHR Organizational charts, visit: http://hr.unc.edu/about-ohr/index.htm
Organizational Structure The current structure relies on HR specialists assigned to each of these areas who have deep expertise in the subject matter and who can provide specific services to our campus constituencies. This structure allows us to focus on service delivery and providing the best possible customer experience. In addition to staff in the Office of Human Resources, we rely on support and assistance from an extended community of roughly 350 HR Facilitators throughout campus.
UNC-Chapel Hill Employees The University of North Carolina at Chapel Hill EMPLOYMENT AS OF MARCH 1, 2012 Total Employment: 11,920 EPA Non Faculty, Full Time, 1,761 (15%) SPA, Part Time, 270 (2%) EPA Non Faculty, Part Time, 130 (1%) Faculty, Full Time, 3,268 (27%) Faculty, Part Time, 275 (2%) SPA, Full Time, 6,216 (52%) Information is Based on Total Headcount
OHR Goals and Initiatives I. Brand and Enhance the Employee Experience: Focused efforts to ensure that our employees appreciate the inherent value of working at Carolina. This will include programs and activities that clearly communicate University policies and employment terms, as well as the many benefits of working at UNC. II. Supervisory and Leadership Development: Continued focus on training for supervisors and managers in a targeted fashion with the goal of enhancing leadership quality across the institution, including a series of required and optional courses for front-line supervisors, e-learning opportunities, and the continued enhancement of the recently launched ULEAD program.
OHR Goals and Initiatives (continued) III. IV. ConnectCarolina: Participate and provide functional leadership for the Human Resources/Payroll portion of the University s ERP project, which will replace all existing legacy HR/Payroll Systems Service Enhancement: Continue to review, refine, and streamline University policies and procedures. Engage new strategies for communication with the University community to facilitate knowledge and understanding of HR policies and practices, meet emerging needs and enhance service delivery. V. Data Collection: To further align OHR activities with broader institutional goals and improve efficiency, we will collect more HR data to drive decisions and support institutional initiatives such as Carolina Counts
OHR Goals and Initiatives (continued) VI. Competitive Benefits: Continue efforts to make our benefits program more competitive with peers; make our Optional Retirement Program (ORP) contribution levels more competitive, and make dependent health insurance more affordable. VII. HR Flexibility: Actively support UNC General Administration s efforts to create a differentiated personnel system for UNC campuses under the authority of the UNC Board of Governors that would grant UNC campuses greater flexibility with HR practices and policies VIII. Budget Challenges: Meet the increased demands resulting from the significant budget challenges facing the University, including the need for expanded services related to staff reductions and employee relations
..Some Things to Remember ASK FOR HELP as early as possible when you have a problem or concern. Disclose all the facts so that the best possible solution can be achieved. HR Connect is an excellent tool to help you identify who within the Office of Human Resources can address your particular inquiry. It can be accessed through the OHR Website: http://hrconnect.unc.edu/public/search-main.cfm ENSURE OVERSIGHT of personnel actions and processes to ensure that they are handled in a timely, accurate, and thoughtful way. REMEMBER: YOUR DOCUMENTS AND FILES ARE PUBLIC INFORMATION with some limited exceptions TAKE ADVANTAGE OF PROGRAMS AND SERVICES offered through Training and Development, especially Supervisory Resources. Offer professional development opportunities to your faculty and staff. RECOGNIZE CONTRIBUTIONS AND ACHIEVEMENTS of your faculty and staff.
OHR Contact List (For a complete listing, refer to the HR directory at http://hr.unc.edu/hrdir) Name Title Phone Email Brenda R. Malone Vice Chancellor for Human Resources 962-1554 brenda_malone@unc.edu Matt Brody Associate Vice Chancellor for Human Resources 843-0594 matt_brody@unc.edu Don Jones Interim Executive Assistant to Brenda Malone 962-1553 don_jones@unc.edu Don Jones Executive Assistant to Matt Brody 962-3554 don_jones@unc.edu Vicki Bradley Sr. Dir., ConnectCarolina 962-3898 vicki_bradley@unc.edu Kathy Bryant Sr. Dir., HR Communications & Talent Development 962-0266 kathy_bryant@unc.edu Gena Carter Sr. Dir., Emp. & Mgmt. Relations 843-9887 gena_carter@.unc.edu Noreen Montgomery Sr. Dir., Employment & Staffing 843-9883 noreen_montgomery@unc.edu Jessica Moore Sr. Dir., Classification & Compensation 962-8099 jessica_moore@unc.edu Vanessa Ragland Dir, EPA Non-Faculty HR 962-1456 vanessa_ragland@unc.edu Dave Turner Sr. Dir., HR Administration & Systems 843-5698 dave_turner@unc.edu Ashley Nicklis Sr. Dir., Benefits Services 962-6255 anicklis@unc.edu