GME Human Resources Administrator

• Job
• Location:
  
  Twin Cities
• Job Family:
  Human Resources
• Full/Part Time:
  Full-Time
• Regular/Temporary:
  Regular
• Job Code: 8182GT
• Employee Class:
  Civil Service

Reporting directly to the Senior HR Business Partner (Sr. HRBP) in Graduate Medical Education (GME), the GME Human Resources Administrator drives administrative excellence, process innovation, and operational leadership across the department's HR ecosystem. While the Sr. HRBP focuses on high-level strategy and complex consultations, this role serves as a vital operational anchor‑leading administrative workflows, optimizing tracking systems, overseeing visa compliance, and proactively guiding performance management, labor relations, and leave processes.

This role offers an exciting opportunity for a proactive HR professional to champion innovative workforce solutions, optimize key HR workflows, and demonstrate functional leadership within a dynamic academic medicine environment.

This position requires a highly organized professional with experience in unionized workforce environments, strong discretionary judgment, and exceptional attention to process and detail.

40%:
Employee and Labor Relations

• Serve as a first-level HR resource to GME Program Directors, Program Administrators, and other stakeholders regarding the interpretation and application of established labor agreements, HR policies, and employee relations procedures affecting residents and fellows.
• Independently review routine labor and employee relations matters, assess relevant collective bargaining agreement provisions and University policies, identify appropriate procedural requirements, and recommend next steps within established guidelines.
• Manage the operational administration of collective bargaining agreement provisions, including monitoring contractual obligations, identifying compliance requirements, tracking deadlines, and advising stakeholders on established processes.
• Provide consultation and procedural guidance to Program Directors and administrators regarding routine employee relations matters, identifying issues requiring escalation to the Sr. HRBP, Labor Relations, or other University partners.
• Support formal workplace investigations and grievance processes by independently gathering and organizing relevant records, reviewing documentation, identifying missing information, preparing case materials, and monitoring required procedural timelines.
• Identify emerging employee and labor relations concerns, recurring issues, or potential contractual risks across GME programs and recommend appropriate follow‑up or process improvements.
• Develop and maintain tools, resources, and standardized procedures to support consistent application of labor agreements and employee relations processes across GME programs.

25%:
Performance Management & Leave Support

• Independently administer established performance management processes for trainees on Performance Improvement Plans (PIPs), probation, and other formal performance actions, ensuring compliance with applicable policies, contractual requirements, and procedural timelines.
• Evaluate performance documentation for completeness, consistency, and alignment with established policies and procedures; identify required milestones and follow‑up actions; and independently advise Program Directors on appropriate procedural next steps, escalating complex or sensitive matters to the Sr. HRBP.
• Draft high‑quality performance communications and formal records, utilizing professional judgment to engage the Sr. HRBP when high‑risk or novel legal/employee relations issues emerge.
• Independently administer established trainee leave processes, review applicable policy and contractual requirements, identify…