Building a Collaborative HR Community

Design and implement an HR Organization Delivery Model and Structure that meets customer needs.

Updates

• September 2016
  • Brand Strategy Workshop held with IU Communications.
    1. Brainstorm the strategic brand pyramid outlining the brand personality, brand assets, functional benefits, and emotional benefits
    2. Develop an effective and meaningful brand position strategy
    3. Identified core brand promises and proof points for each promise
• July 2016
  • New HR Organization Redesign finalized and rolled out.
• April 2016
  • New HR Delivery Model finalized and rolled out.  The new organization is based on a customer-centric model that builds HR capabilities. There is a critical link between the HR organization and Indiana University’s strategy and the individual strategy for each unit / campus. The core work of HR will be driven by the strategic priorities of the university. Every aspiration we have for Indiana University’s future has a critical people component associated with it.
    1. HR Business Partners (HRBP): Defining Needs/Leading Action
    2. Centers of Expertise (COE): Designing Solutions
    3. HR Operations: Delivery/Execution
• October—December 2015
  • HR Activity Survey administered to staff across the university who perform HR activities.
  • HR Customer Survey administered to all HR employees and select clients from all divisions.
  • Focus groups held to determine what HR does well and what HR can do to improve.
  • HR Strategy Workshop held to determine strategic priorities and goals.

Develop and implement an HR Competency Framework to be used in all aspects of HR talent management, specifically hiring, training and development, career path progression, and succession planning.

Updates

• April 2021
  • Career Planning at IU was launched. The project breaks down career planning and personal development into a manageable step-by-step process. Each step has helpful templates, tools, and development opportunities to help staff achieve their unique goals. The project incorporates IU-specific tools such as the IU Staff Competencies, the IU Job Framework, and the IU Career Navigator while supporting employees in building their careers, expanding their professional network, and developing professional skills. All staff at IU learned more about the resources available through a series of five targeted emails. Virtual training sessions and recordings were also made available to staff who wanted to learn more about the tools or how to plan career growth and personal development.
• March 2019
  • The first HR initiative aligned with the IU Staff Competencies arrived with the launch of the core competency-based behavioral interview guides to be used in university-wide recruitment. Initial core competency-based behavioral interview training for HR Business Partners began and was completed by the end of April, 2019. Training includes usage of related tools and behavioral interview best practices. This process helps ensure a more consistent interview practice where competencies are assessed and a consistent candidate experience where competencies are communicated as expectations.
  • Core competency-based behavioral interview training for Authorizer 2’s in the PeopleAdmin system was introduced. All who attended were given secured web access to the interview guides and additional resources.
• February 2019
  • Announced IU Staff Competencies to all appointed staff and launched an accompanying educational website.
• January 2019+
  • Communicate core competencies university-wide and begin connecting competencies to recruitment, development, and performance-related HR projects.
• April 2018
  • Shared core competencies with the university-wide HR community to create a broad understanding of staff core competencies.
• January 2018
  • Developed a set of core competencies to set a standard for employee performance. These are applicable to all staff positions and will be integrated into many HR projects.
• July 2016
  • To further guide individual development planning, five key HR competencies were identified across all HR jobs and defined by each of the levels of career progression in each tier of jobs. These competencies provide consistent evaluation and requirements across all jobs and transparency of what is required at all levels for career development.

Define and implement initiatives at fostering a strong, more collaborative culture within HR.

Updates

• April 2022
  • Semi-annual in-person HR Community Meetings are set to resume in the spring of 2022 following a two-year hiatus of in-person meetings due to the COVID-19 pandemic.
• March 2020—March 2022
  • In-person HR Community Meetings were replaced by more frequent online meetings during the COVID-19 pandemic to share essential news and instructions for the HR Community. Frequent special guests addressed current topics to keep HR professionals up-to-date on the university’s response to COVID and the many other pivotal events that affected the university and its staff.
• April 2016—March 2020
  • Semi-annual HR Community Meetings brought HR professionals from across the university together for professional development, education, and networking.
• April 2016
  • First HR Community Meeting held on the IU Bloomington campus. Semi-annual meetings were established for the entire HR community across the university to come together to provide professional development, continuing education and an opportunity to network with colleagues from other departments, units and campuses. Visit the Meetings page for archived presentations, videos, and more.

Create and implement an HR Professional Development Program.

Develop and implement an HR Mentoring Program.