To deliver innovative human resource services that recognize, value and enhance people and the University of Michigan Health System.
Partners for Workplace Solutions that Create a Better Tomorrow.
The UMHS Human Resources Department is responsible for the administration of the University's comprehensive personnel programs in four major units:
- The University of Michigan Hospitals and Health Centers
- The University of Michigan Medical School
- University Health Service
- Michigan Health Corporation
These units employ approximately 19,000 of the University's approximately 32,000 regular faculty and staff.
The role of Human Resources (HR) is to provide a full range of professional personnel services including recruitment, employment, affirmative action and diversity, salary administration, training and development, human resources information, human resources planning, management, information, organizational effectiveness, employee relations, union relations, and payroll. A knowledge of the unique operations of the four units serviced provides the basis for representing and reflecting their specific needs in the formulation of University-wide policies and procedures.
HR ensures that the personnel programs are consistently administered in conformity with federal and state laws, University policies, procedures, practices and agreements with labor organizations.
Primary among the many concerns of HR are the recruitment, development and retention of a highly competent and stable work force and the creation and maintenance of a positive working environment.
In order to add value, we are preparing managers and supervisors to handle the regular Human Resources decisions, and the Human Resources department will provide leadership in the ongoing development of policy, procedures, and programs.
Therefore, the Human Resources staff will be either generalists or specialists who:
- Coach, facilitate, and train individuals and teams on effective HR practices;
- Serve as change agents;
- Analyze data; identify patterns and trends, measure impact and provide recommendations;
- Develop systems;
- Efficiently and effectively process transactions;
- Identify creative alternatives and models for HR decision making;
- Anticipate future conditions and take action to minimize problems and capitalize on opportunities;
- Influence HR policy development on a local, regional, and national level;
- Promote effective conflict resolution models including serving as "third party" mediator;
- Continue to influence all UMHS systems;
- Promote continuous improvement in all policies and practices;
- Help build a highly productive work environment by cultivating and affirming employee diversity.