Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Human Resources topic
No spam. Unsubscribe anytime.
University HR Office Reports Faster Hiring, Push for a '1 HR' Systemwide Model
Summary
Vice President for Human Resources Ken Horstman presented a systemwide '1 HR' vision and said OHR reduced time‑to‑hire for leadership searches by roughly 40% (from about 150 to 90 days), described new competency frameworks, onboarding and leadership development programs, and increased use of data and AI in HR operations.
Ken Horstman, vice president for human resources, outlined the office’s strategy to align local HR leads, six centers of expertise and a new '1 HR' vision intended to standardize the employee experience across the University of Minnesota system.
Horstman said the university has created an HR generalist competency map and expanded training programs, including an annual HR summit attended by roughly 300 participants at the first two events. "We've intentionally created a vision called 1 HR to reflect an integrated approach between local college, campus and unit human resource functions and the central office," he said.
On operational performance, Horstman said the office’s process changes reduced time to hire by 40% for OHR staff leadership searches, moving from about 150 days to an OHR average of 90 days. He tied that improvement to a higher range placement tool, selection assessments, compliance guidance and a 'peak staffing ops' implementation that enabled faster searches.
Horstman also described other ongoing work: standardized performance appraisal tools (PATH), expanded contact center capabilities using AI to take notes during calls, advanced HR analytics for predictive indicators such as turnover, and expanded benefits and well‑being programs (including a transition for Medicare‑eligible retirees to individual marketplace coverage with navigator support).
Regents commended communication improvements and asked follow‑up questions about succession planning and where to prioritize investments; Horstman said leadership development for HR leads and market refinement work (more precise wage data) will continue through 2026.
The presentation was informational; no committee action was taken.
