Dr. Monique Smith

• Oversee Human Resources for the Michigan Supreme Court (MSC), State Court Administrative Office (SCAO), and Michigan Court of Appeals (COA)
• Collaborate closely with justices/judges to spearhead the development and implementation of strategic HR initiatives and best practices.
• Lead employee investigations and labor relations matters
• Lead recruitment and talent management, compensation, training and development and human resource policy development and implementation.
• Oversees the interface between the courts and the State of Michigan to provide benefits to judicial employees
• Consults with trial court judges and administrators regarding human resources issues
• Conduct human resource training for trial court judges and staff
• Develop and implement employee policies and practices to support the operating needs of the MSC & COA
• Communicate and train court leadership on the use of human resources polices
• Oversees the development and implementation of selection processes to attract high quality candidates
• Oversees the development and implementation of talent management processes to retain and develop high performing employees
• Develops and implements compensation system(s) that support the strategic needs of the MSC & COA
• Interface with the State of Michigan to provide court employees with health, welfare and retirement benefits
• Oversee payroll activities for MSC, COA and the elected trial court judiciary.
• Consult with trial court judiciary and administration on human resources issues such as employee relations, federal regulations (i.e FMLA, FLSA, ADA, etc.), human resources policy development, etc
• Facilitated cross-functional collaboration for improved decision-making processes within the organization.
• Works with organizational leaders on implementation of human resources practices that promote diversity, equity, and inclusion
• Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system
• Develop and present training at judicial and court administrative conferences and meetings on topics such as human resources management, leadership, etc.

As needed:

Current faculty member providing HR related presentations and trainings for court administrators and judicial officers.

• Supervises and coordinates the administration of human resources functions, including supervision of Human Resources Assistants, and other office support staff
• Effectively managed HR functions within a unionized environment, fostering collaborative relationships and ensuring adherence to collective bargaining agreements.
• Participated in negotiations and resolution of labor disputes while upholding organizational policies. I
• Introduced HR processes for increased efficiency and reduced administrative workload.
• Provides guidance to human resources support staff regarding implementation of human resources policies and procedures to ensure fair human resources practices
• Serviced 1600 employees in a region of nearly 61,000 students, 8,500 educators, 21 public school districts, and 15 public school academies.
• Conducted thorough investigations into employee grievances, ensuring fair resolution of conflicts or concerns.
• Maintained human resources regulatory compliance with local, state and federal laws.
• Coordinates the annual benefit open enrollment process with insurance brokers and various third- party vendors to ensure that employee’s needs are secured
• Supervises and/or facilitates employee benefit and leave administration
• Participates in recruitment efforts for certified and non-certified personnel; facilitates and guide the placement and use of temporary employees in accordance with School Board policy
• Advises and assists human resources support staff to find solutions to problems in support of personnel needs of the organization and disseminates information as needed
• Supports, provides training for, and may facilitate the district’s selection process, internship program, and third-party selection process
• Assists and oversee the timely coordination of the orientation and onboarding process
• Works with building/program administrators to ensure that vacant positions are posted, advertised and filled in accordance with board policy, administrative guidelines and master agreement language
• Assists in the district’s exit interview process, including but not limited to creating surveys, collecting data and producing reports and/or other graphic representations of exit survey findings
• Verifies employment as required to qualify individuals for employment within the district
• Monitoring a wide variety of human resources policies and programs regarding employees (e.g
• Advertising positions, processing applications, placement, transfers, separation, verifying employment, orientation, onboarding etc.) for conforming to district policies, relevant laws, and contract agreements
• Ensures effective and efficient daily operations within the human resources department; coordinates and monitors workflow and suggests adjustments to ensure maximum productivity
• Assists in performing criminal records review for current staff, new hires, contracted services employees, Genesee County substitute teachers, student teachers/interns and district volunteers, in accordance with board policy and state and federal regulations
• Recommends employment/termination based on criminal records review to the Executive Director of Human Resources
• Works with Technology and Media and Business/Management Services staff to maximize the use of the software and imaging for maintaining and accessing employee personnel records
• Collaborative work with Executive Director of Human Resources with investigations and resolving complaints, as requested
• Represents the Human Resources Department at Contract Administration and Problem-Solving Committee (CAPSC), subcommittee and negotiations meetings as assigned by the Deputy Superintendent for Human Resources and Operations

• Manage recruitment process for university clerical-technical, police, and service/maintenance/trades staff, working directly with hiring supervisors on training, placement of ads, review and qualifications of all resumes
• Responsible for staff recruitment and hiring processes, overseeing four-tier hiring process
• Oversee recruitment and advertising budgets
• Create, review, track requisitions and recruitment process from initial submission to filled
• Identify and assess recruitment strategies
• Academic HR (Faculty) lead/ liaison
• Work with labor relations on grievance filings for union positions
• Effectively managed HR functions within a unionized environment, fostering collaborative relationships with union leadership.
• Facilitated resolution of labor disputes while upholding employee rights and organizational policies. Implemented strategies to promote constructive labor-management relations, resulting in enhanced productivity and minimized conflict
• Delivered supportive and knowledgeable counseling to HRM/HRD students with academic or personal concerns.
• Diversity reviewer/approver, ensuring diverse applicant pools and EEOC compliance
• Develop, test, implement and maintain web based HRIS online recruiting system which includes applicant tracking, position management, performance management, onboarding, reporting and analytics used by all university employees
• Project manager responsible for implementation of the university’s online applicant tracking, position description and performance management system – PeopleAdmin including the implementation of the onboard process of the online system
• Responsible for all system reporting needed for compliance
• HRIS system trainer
• Administrator for PeopleAdmin system, including all forms and workflows
• Respond to internal requests, diagnose issues, and react with technical knowledge
• Interact with the PeopleAdmin support team to quickly resolve matters
• Manage recruitment process for unionized employees, working directly with hiring supervisors on training, placement of ads, review and qualifications of all resumes
• Supervises staff members in the Employment Office by instructing and assigning work
• Served as a member of various university process improvement teams such as Lean Process Improvement, Lean Performance Management Process and Faculty Streamlining
• Work on various PeopleAdmin projects such as electronic onboarding, faculty hiring streamlining, analytics, testing
• Benefits administration

• Training facilitator for campus wide events, professional development, and department specific trainings
• Benefits Training for all staff and faculty
• HR training, learning, and organization coordination
• Conduct orientations and training (onboarding, benefits, group session, surveys)
• Develop creative trainings to increase interest and departmental exposure
• Coordinate trainings for staff (in person, web based, and software applications)
• Provide one on one customized trainings for employees across all employee groups
• Work on various PeopleAdmin projects such as electronic onboarding, faculty hiring streamlining, analytics, testing
• Develop, test, and maintain HR website and newsletter
• Run analytical reports to identify training needs to identify strategies to increase participation
• Measure and assess implemented trainings
• Create, maintain, and develop all updates and changes to UHR website using software Percussions
• Involved with numerous Learning & Development projects such as Leadership Academy, Performance Management, etc
• Liaison with ASE to introduce and collaborate training
• Advanced knowledge of Banner, used in many capacities (data entry, queries, research)
• High level of customer service to assist with questions and concerns relating to policies and benefits
• Coordinator of career development (process, budgetary, and project lead)
• Coordinator of Shared Data Committee- Testing, role assignment, database integrity
• Enhanced employee performance by developing and implementing comprehensive training programs.
• Collaborated with department managers to identify skill gaps and develop targeted training interventions.
• Designed interactive e-learning modules for remote employees, expanding access to training resources and fostering a culture of continuous learning.
• Developed customized training materials including presentations, job aids, and facilitator guides for effective knowledge transfer.
• Managed budgets for multiple training projects, optimizing resource allocation and maximizing return on investment.
• Conducted regular needs assessments to ensure alignment of training initiatives with organizational goals and objectives.
• Partnered with external vendors to source specialized training content when necessary while ensuring cost-effective budget strategies were achieved.
• Coached employees on various topics including conflict resolution, goal setting, and career planning to foster individual growth.
• Developed training handbooks, computer tutorials and reference materials.
• Coordinated with department leaders to identify training needs and develop targeted solutions.
• Created and maintained detailed training records and reports for management review.
• Monitored training reports within learning management system for respective roles to promote initial and annual training completion.
• Selected, developed and delivered classroom and online training materials to meet program needs.
• Facilitated virtual, in-person and blended learning sessions.

● Served as the generalist for all student, faculty, and part time employee hiring.

• Maintained effective relationships with schools, colleges, and other HR units to maintain strong relationships and communication

● Processed all employee and faculty hiring paperwork and conducted onboarding to hire casual and student employments

● Used databases and university software to maintain student and staff employment files, job requisition, hiring forms, letters of offer

● Prepared various types of employment paperwork such as change of status form, I-9, change of status, and job requisitions, tax forms, etc.

● Posted positions, screen applications, and conduct interviews for casual and student employees

● Tracked hiring progress through databases to ensure efficient turnaround time

● Managed all faculty hiring within SEHS

● Processed all new hire paperwork for all lecturers, special lecturers, tenured faculty (overload), field supervisor, summer

camps, (letters of offer, I-9, requisitions, oath cards, visas, etc.)

● Managed payroll for students, casuals, lecturers, and faculty, field supervisors

● Created all contracts and letters of offer for faculty each semester

● Handled confidential information such as HR personnel files, contracts, social security information, etc.

● Contracts required precise review of course load info, fringes, budgetary info, and level of pay in compliance with AAUP contract language

● Worked collaboratively with SEHS academic units to implement lean hiring processes for faculty

• Oversaw budget for multiple offices (over 1 million)

● Supported an office staff of fourteen main campus

● Liaison for OU Macomb location

● Trained new staff/faculty unfamiliar with the departmental processes (Banner, SAIL, grading)

●Maintain accounting for faculty overload contracts

Review faculty hiring budget in system prior to submission to Academic Human Resources

● Conducted periodic I9 audits, and faculty course load audits to identify benefit eligible faculty

● Processed maternity leave paperwork and temp replacements for employee