University Human Resource Modernization Services

The Vendor is required to provide an agency who will work with the University to modernize Human Resources operations by conducting a targeted assessment of HR functions.
- The assessment will include interviews, workflow and departmental structure reviews, technology analysis, and metrics evaluation.
- The initiative is designed to improve HR systems and service delivery in ways that enhance instructional continuity and support the University’s workforce needs for high-quality teaching and learning.
- The resulting HR Assessment Report will serve as the foundation for a prioritized improvement roadmap, forward-looking HR Strategic Plan, and comprehensive training program.
- Objectives
•    Improving the hiring, onboarding, and support of faculty and instructional personnel.
•    Strengthening HR processes that affect academic departments and student-support units.
•    Enhancing the effectiveness of HR services provided to advising, tutoring, academic coaching, research support, and other student-facing functions.
•    Building the institution’s capacity to plan, recruit, and retain an academic and student-support workforce that meets instructional and student-success needs.
- Faculty and Instructional Personnel Processes
•    Recruitment and search support
•    Hiring and credentialing
•    Appointment and contract processing
•    Onboarding and instructional-readiness workflow
- Student-Facing Academic Support Roles
•    Advisors
•    Academic coaches
•    Tutoring and supplemental instruction staff
•    Research and instructional support personnel
- Assessment Activities
•    Interviews and focus groups with deans, department chairs, academic support leaders, faculty, and student-support staff.
•    Review of policies, standard operating procedures, process maps, and technology platforms supporting academic HR functions.
•    Identification of bottlenecks, delays, and service gaps that hinder academic program delivery or student services.
•    Analysis of current-state performance metrics (e.g., hiring timelines, onboarding cycle times, vacancy durations).
- Prioritized Roadmap for HR Improvements
•    Prioritized recommendations focused on strengthening faculty and academic-support hiring, onboarding, and service delivery.
•    Identification of quick wins and longer-term initiatives.
•    Implementation timelines, resourcing needs, change considerations, and anticipated impact.
•    Metrics and performance indicators tied to academic and student-support outcomes.
- HR Strategy Supporting Academic Programs and Student Success
•    Academic workforce planning
•    Recruitment and retention strategies for faculty and student-support roles
•    Streamlined credentialing and onboarding for instructional personnel
•    Improved HR responsiveness for academic departments
•    Organizational capabilities needed to support instruction and student services
- Design of Improved HR Processes
•    Standardization of workflows for faculty and academic-support hiring, onboarding, and employment actions
•    Creation of clear, efficient credentialing and instructional-readiness processes
•    Recommendations for technology-enabled improvements supporting academic HR functions
•    Design of an HR service model that more effectively supports academic departments and advising/tutoring units
•    Development of a change management plan tailored to academic stakeholders
- Comprehensive HR Assessment
•    Review HR structure, operations, workflows, policies, staffing, technology platforms, and service delivery models.
•    Interview stakeholders across the institution to gather qualitative and quantitative insights.
•    Benchmark HR practices against peer institutions and best practices in higher education.
•    Identify institutional strengths, gaps, risks, and opportunities for improvement.
- Assessment Report and Modernization Roadmap
•    Create an actionable improvement plan with timelines, milestones, resource requirements, and implementation sequencing.
•    Identify high-impact quick wins and long-term strategic improvements.
- HR Strategic Plan
•    Develop a future-focused HR strategy that reimagines HR services, operations, and structure.
•    Address employee lifecycle improvements in recruitment, onboarding, development, retention, and retirement.
•    Recommend structural changes that elevate HR’s capacity for strategic decision-making.
- Redesign of the HR Operating Model & Change Management Plan
•    Standardize HR processes and strengthen internal controls.
•    Identify technology, policy, staffing, and process needs.
•    Develop a complete change management plan with communication, risk mitigation, and stakeholder engagement strategies.
•    Establish KPIs aligned with annual performance reporting requirements.
- KPI Framework to Evaluate HR Improvements
•    Develop a comprehensive Key Performance Indicator (KPI) framework to assess the effectiveness of HR improvements related to academic programs and student success services.
•    Include defined indicators, data sources and collection methods, baselines, targets, and alignment with institutional goals.
- HR Service Excellence Training Program
•    Design and deliver a training program that strengthens communication, responsiveness, and service quality.
•    Include workshops, modules, toolkits, and a train-the-trainer model for sustainability.
•    Evaluate training effectiveness and incorporate continuous improvement strategies.