Human Resources - Executive Vice Chancellor & Provost - The ...

The Office of Human Resources
An Overview
Brenda Richardson Malone, Vice Chancellor for Human Resources
March 2012

The Office of Human Resources (OHR) is a service
organization composed of roughly 72 full-time staff who are
responsible for helping managers throughout the University
recruit and retain an effective workforce, and for making the
University a desirable and attractive workplace.
OHR also plays a critical role in ensuring that UNC-
Chapel Hill is accountable and compliant in terms of Federal,
State, and UNC System human resources practices.

Main Areas of Responsibilty
(For services covering primarily EPA Non-Faculty and SPA Employees)
• Employment and Staffing
• Compensation and Salary Administration
• Employee Relations, Dispute Resolution and
Performance Management
• Employee Training and Talent Development
• Benefits Administration, Recognition, and Employee
Programs
• Human Resources Administration, Planning, and
Systems

For a complete listing of OHR Organizational charts,
visit: http://hr.unc.edu/about-ohr/index.htm

Organizational Structure
• The current structure relies on HR specialists assigned to each of these
areas who have deep expertise in the subject matter and who can
provide specific services to our campus constituencies.
• This structure allows us to focus on service delivery and providing the
best possible “customer experience.”
• In addition to staff in the Office of Human Resources, we rely on support
and assistance from an extended community of roughly 350 HR
Facilitators throughout campus.

UNC-Chapel Hill Employees
The University of North Carolina at Chapel Hill
EMPLOYMENT AS OF MARCH 1, 2012
Total Employment: 11,920
EPA Non‐Faculty, Full Time,
1,761 (15%)
SPA, Part Time,
270 (2%)
EPA Non‐Faculty, Part Time,
130 (1%)
Faculty, Full Time,
3,268 (27%)
Faculty, Part Time,
275 (2%)
SPA, Full Time,
6,216 (52%)
Information is Based on Total Headcount

OHR Goals and Initiatives
I. Brand and Enhance the Employee Experience: Focused efforts to
ensure that our employees appreciate the inherent value of working at
Carolina. This will include programs and activities that clearly communicate
University policies and employment terms, as well as the many benefits of
working at UNC.
II.
Supervisory and Leadership Development: Continued focus on
training for supervisors and managers in a targeted fashion with the goal of
enhancing leadership quality across the institution, including a series of
required and optional courses for front-line supervisors, e-learning
opportunities, and the continued enhancement of the recently launched
ULEAD program.

OHR Goals and Initiatives
(continued)
III.
IV.
ConnectCarolina: Participate and provide functional leadership for the
Human Resources/Payroll portion of the University’s ERP project, which
will replace all existing legacy HR/Payroll Systems
Service Enhancement: Continue to review, refine, and streamline
University policies and procedures. Engage new strategies for
communication with the University community to facilitate knowledge and
understanding of HR policies and practices, meet emerging needs and
enhance service delivery.
V. Data Collection: To further align OHR activities with broader
institutional goals and improve efficiency, we will collect more HR data to
drive decisions and support institutional initiatives such as Carolina
Counts

OHR Goals and Initiatives
(continued)
VI.
Competitive Benefits: Continue efforts to make our benefits program
more competitive with peers; make our Optional Retirement Program
(ORP) contribution levels more competitive, and make dependent health
insurance more affordable.
VII. HR Flexibility: Actively support UNC General Administration’s efforts to
create a differentiated personnel system for UNC campuses under the
authority of the UNC Board of Governors that would grant UNC
campuses greater flexibility with HR practices and policies
VIII. Budget Challenges: Meet the increased demands resulting from the
significant budget challenges facing the University, including the need for
expanded services related to staff reductions and employee relations

…..Some Things to Remember
ASK FOR HELP as early as possible when you have a problem or concern.
Disclose all the facts so that the best possible solution can be achieved.
HR Connect is an excellent tool to help you identify who within the Office of
Human Resources can address your particular inquiry. It can be accessed
through the OHR Website: http://hrconnect.unc.edu/public/search-main.cfm
ENSURE OVERSIGHT of personnel actions and processes to ensure that
they are handled in a timely, accurate, and thoughtful way.
REMEMBER: YOUR DOCUMENTS AND FILES ARE PUBLIC
INFORMATION with some limited exceptions
TAKE ADVANTAGE OF PROGRAMS AND SERVICES offered through
Training and Development, especially Supervisory Resources. Offer
professional development opportunities to your faculty and staff.
RECOGNIZE CONTRIBUTIONS AND ACHIEVEMENTS of your faculty and
staff.

OHR Contact List
(For a complete listing, refer to the HR directory at http://hr.unc.edu/hrdir)
Name Title Phone Email
Brenda R. Malone Vice Chancellor for Human Resources 962-1554 brenda_malone@unc.edu
Matt Brody Associate Vice Chancellor for Human Resources 843-0594 matt_brody@unc.edu
Don Jones Interim Executive Assistant to Brenda Malone 962-1553 don_jones@unc.edu
Don Jones Executive Assistant to Matt Brody 962-3554 don_jones@unc.edu
Vicki Bradley Sr. Dir., ConnectCarolina 962-3898 vicki_bradley@unc.edu
Kathy Bryant Sr. Dir., HR Communications & Talent Development 962-0266 kathy_bryant@unc.edu
Gena Carter Sr. Dir., Emp. & Mgmt. Relations 843-9887 gena_carter@.unc.edu
Noreen Montgomery Sr. Dir., Employment & Staffing 843-9883 noreen_montgomery@unc.edu
Jessica Moore Sr. Dir., Classification & Compensation 962-8099 jessica_moore@unc.edu
Vanessa Ragland Dir, EPA Non-Faculty HR 962-1456 vanessa_ragland@unc.edu
Dave Turner Sr. Dir., HR Administration & Systems 843-5698 dave_turner@unc.edu
Ashley Nicklis Sr. Dir., Benefits Services 962-6255 anicklis@unc.edu