UM employees standing outside in various groups drinking coffee and chatting

People and Culture

People and Culture Client Partners

Client partners are your primary point of contact for expertise and guidance on your People and Culture-related needs. These experienced human resources professionals serve as strategic consultants to help develop solutions that are responsive to the needs, responsibilities, and objectives of your unit.  They also serve as liaisons between your unit and the People and Culture team, and can facilitate connection with any number of subject matter experts. 

Kelly Gardner
Kelly Gardner
Brenna Love
Brenna Love

Contact Your Client Partner

    • Athletics
    • Enrollment Management
    • Marketing Communications, Experience and Engagement
    • Research and Creative Scholarship
    • Operations and Finance
    • Student Affairs
    • Academic Affairs

What to Expect from your Client Partner

You should expect regular and consistent engagement with your client partner. They can help you identify your unit's People and Culture needs and goals, design solutions for your unit's needs, and create comprehensive plans to help your unit reach its goals.  Client partners can help:

    • Identify and analyze employee relations situations.
    • Recommend and guide employment actions in support of a productive work environment.
    • Analyze workplace concerns, problem-solve, and counsel employees.
    • Advise managers on the progressive disciplinary process, including the legal and policy-based requirements and ramifications.
    • Advise employees and managers on benefits, workplace accommodations, Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) compliance, injury reporting, and offboarding.
    • Ensure legal compliance with Affordable Care Act (ACA) and related employment laws.
    • Support employee transitions and leave procedures.
    • Ensure fair and compliant compensation practices.
    • Facilitate position audits and compensation assessments.
    • Apply policies and collective bargaining agreements to prevent wage and hour issues.
    • Help strategize on reporting and organizational structure during unit reorganizations.
    • Connect with the Office of Organizational Learning & Development (OOLD) to
      • promote professional growth,
      • share onboarding best practices and training opportunities, and
      • implement development plans.
    • Recognize and refer civil rights, academic and institutional conflict matters to the Office of Conflict, Resolution & Policy (CRP).
    • Educate employees on reporting obligations and available CRP resources.
    • Collaborate on investigations and policy interpretation when appropriate.