University at Buffalo - The State University of New York

Strategic HR Team

• Training - Key Functions
  • build a campus wide curriculum for professional training and development courses
  • create course content, either directly or through external providers
  • deliver the training, either directly or through external providers
  • regularly assess campus wide training needs
  • identify and manage external providers
  • perform training administration (registration, tracking, reporting, etc.)
  • use a small internal staff, develop a network of external developers and trainers

• Individual Development - Key Functions
  • create a standard process and system for an institution-wide employee performance management plan
    • Individual Performance Plans (IPP) for each employee
      • develop and track individual skills, competencies, and behaviors and provide an outline for career development
      • use new technology to automate the process
  • provide training and other support services to foster high levels of participation and quality of IPP’s
  • provide career support through workshops, internships and informal learning opportunities
  • offer career counseling about development paths or other topics of interest

• Organizational Development – Key Functions
  • create a scaleable succession and workforce planning process and methodology
  • create an internal consulting capability focused on improving organizational productivity
    • organizational design
    • skill and competencies improvement
    • process improvement
    • future staffing demands linked to succession and workforce planning
  • offer professional facilitation
    • departmental meetings
    • retreats
    • off-site

• Compensation and Classification – Key Functions
  • create and maintain a campus-wide compensation and classification plan
    • establish salary guidelines based on market and other comparative data
    • create standard classification guidelines
    • create compensation and classification policies
  • conduct regular salary surveys and market reviews
  • serve as the repository for all campus compensation and classification data
  • create appropriate tools and processes to access compensation and classification levels and guidelines
  • conduct benefits and retirement planning, auditing, and marketing
  • provide compensation and classification advice and data to Divisional HR Units

• Recruiting – Key Functions
  • fully implemented Divisional HR model will determine whether Strategic Recruiting in Central HR is needed
  • if not performed within Divisional HR, the following services will be provided after the first year
    • develop campus-wide recruiting policies and standards
    • provide external partner placement services
    • serve as an expert in sourcing strategies
    • provide strategic recruiting advice
    • candidate cultivation
    • enable shared candidate pools
    • manage external search firms
    • perform background checks (policy development, external vendor, legal compliance, etc.)