Meet the HR Leadership Team - June 30, 2019

Joy Patton, MHRD Director of Staff and Faculty Relations As director of staff and faculty relations for Clemson University’s Office of Human Resources, Joy Patton serves as the primary resource and contact for faculty members and the Provost’s Office in addressing concerns that touch both academic and employment areas. Joy also leads a team of employee relations managers who work with staff and their leadership on an ar- ray of issues, including Employee Assistance Program services. The Staff and Faculty Relations unit’s primary goal is to foster a positive and productive working environment that aligns with the University’s Clemson Forward strategic plan. Joy has decades of experience in the human resources field in generalist roles, policy development and employee relations. Joy came to Clemson in 2002 and has worked in both the Office of Human Resources and University Facilities. Prior to joining Clemson, Joy worked for a trade association in Alexandria, Virginia. Joy and her husband, Chad, are Clemson graduates, and they both work at Clemson. They have one son. Joy earned both her bachelor’s degree in psychology and her master’s degree in human resource development from Clemson. Joy also holds a Society for Human Resources Management certification (SHRM-CP). H R esponsibilities: Administer Employee Assistance Progam Administer Random Drug Testing Program Deliver training on employee relations topics Interpret policies Lead conflict management Manage and remedy performance and misconduct concerns Oversee intake process for employee complaints Provide internal assessments and consultations 864.656.9403 joyj@clemson.edu Clemson, SC Major HR Projects in FY20 The Office of Human Resources moves Clemson Forward by moving HR Forward. To do this, we set and meet goals that align with the University’s strategic plan. For this fiscal year, we’ve selected five major HR projects that will help us do the following: • Attract, retain, reward and develop a high performing workplace to support the health, wealth, and lifestyle of the Clemson Family • Deliver innovative, customer-centric and efficient procedures that help foster a great place to work • Ensure proactive compliance with state and federal regulations and University policies • Provide timely, exceptional customer service in all HR functions HR Compliance Review OHR compliance with federal and state laws and regulations as well as compliance with Clemson Uni- versity policies to mitigate risk (e.g., I-9s, employment posters, OFCCP, etc.). Team will generate a compre- hensive list of current compliance related tasks and processes owned by OHR, while cross-referencing audits currently in progress, to prioritize projects based on level of risk (priorities to be presented to HRLT). Team will create tools to share with COEs to facilitate mock audits of top 2-3 tasks. Enhanced Customer Service Identify customers’ perceptions and expectations of OHR; identify goals and priorities for upcoming fiscal years; strategize to appropriately allocate HR resources. Recommend improvements and develop implementation strat- egy for priority recommendations. Quality Employee Data Identify opportunities for improvement to kickstart innovative solutions related to data. Improved data helps HR make better decisions, provide more accurate data to campus, and improve processes related to recruitment and job information. Gaining Efficiencies Through Business Process Review Review and improve HR and payroll processes. Deliver innovative, customer-centric, and efficient procedures including: business process modeling; criteria for determining gaps and/or risks to prioritize improvement activ- ities; templates, standard nomenclature, and a shared repository; and measures of impactful success developed through collaboration between COEs and the HRSC. Equipping Supervisors for Success Identify and create an innovative job architecture for Clemson supervisors. With supervisory levels clearly identi- fied, supervisor training can be better targeted to those managing similarly sized teams, and tools and processes can be created to help Clemson supervisors manage their employees. Other Important HR Projects to be Tackled in FY20 • Career progression/job title ladder (Level 1, 2, 3) • Improve hiring statuses to identify where candidates are in the hiring process • Launch employee benefits self-service platform • Re-design and implementation of CU Grow (formerly known as the Staff Development Program) • Self-service offer letter generator • Standardize departmental onboarding process • Standardize position descriptions with defined FLSA criteria • Temporary employment criteria and compliance • University bonus plan criteria