- Master’s Degree 2009
Human Resources and Industrial Relations University of Minnesota Carlson School of Management
- Juris Doctorate 1997
University of Minnesota Law School
- Bachelor of Arts 1994
History University of Minnesota
Stacy Doepner-Hove is the Director of the Master's Program in Human Resources and Industrial Relations at the University of Minnesota’s Carlson School of Management. In this position, she is charged with overall program development and management for the master's degree. Stacy works closely with students and student groups, as well as faculty and staff, to build and enhance the program and the degree. She also teaches courses in the area of Employee Engagement and Development and serves on committees throughout the college and University. Prior to coming to the Carlson School, Stacy worked for the central office of Human Resources and the Law School - both at the University of Minnesota. She is also an active member of Minnesota's non-profit community, serving on various boards and committees.
Recent speaking engagements and publications include:
A New View on Personalizing Onboarding (June 18-19, 2015)
University of Kentucky Institute for Workplace Innovation: Innovative Employer Roundtable Meeting
Making the Onboarding Experience Personal and System-wide (May 15, 2014)
The Conference Board: Onboarding Talent Technology and Integration
Making the Onboarding Experience Personal and System-wide (December 5, 2013)
HR Tomorrow Conference - The Changing Face of HR: Navigating in the ‘New Normal’
A New NEO - 1400 New Employees, 90 Days, 2 Employees, 1 Big Change (April 16, 2010)
University of Minnesota Human Resources Research Institute – Spring Partner Meeting
Strategic Onboarding of Talent into New and Higher Level Positions and Why it Still Matters in this Tough Economy (May 28, 2009)
Creative Onboarding Programs – Doris Sims, editor
Onboarding Employees in a University Workplace (Book published in October 2010)
- Article details the process used to create an effective onboarding program, the program here at the University of Minnesota, and tips to duplicate the work in other organizations
Oxford Handbook of Socialization – Connie Wanberg, editor
The Development of a Comprehensive Onboarding Program at a Big Ten Research University (Spring 2012)
- The chapter will outline the University’s need for a stronger onboarding process, the strategy used to develop an improved process, the process that was developed, and how it is working.
Senate Committee on Educational Policy (2015-present)
- Works with faculty, staff, and students across the University to strengthen the quality of education at the University of Minnesota
University of Minnesota Senate Committee on Educational Policy
Senate Committee on Committees Chair (2012-2015)
- Lead the annual committee review process
- Worked with faculty, staff, and students across the University to make the best appointments and nominations to University Senate committees.
University of Minnesota Senate Committee on Committees
League of Women Voters Minnesota President (2011-2015)
Voter Service Chair and Vice-President (1999-2007)
- Worked with the board and staff to lead the organization in its work to educate citizens on elections and voting, advocate on issues of importance, and reform government to work better for its people.
- Lead overall strategy of the organization and represents the organization to the public.
League of Women Voters Minnesota
P&A Senate Vice-Chair (2006-2008)
Chair of Representative and Governance Committee and Executive Committee Member (2005, 2012, 2013)
Representative (2003-2007, 2011-2015)
Senator to the University Senate (2005-2008, 2011-2015)
- Worked on governing documents to bring P&A and Civil Service bodies into the University Senate
- Helped lead the P&A Senate in its first year as a formal voice in the University Senate
- Worked with faculty, staff, and students across the University to build consensus on issues of concern
University of Minnesota Academic Professionals and Administrators Senate
HRIR 6801 involves collaborating with students from QUT Business School, Brisbane, Australia. This class is an active learning environment co-facilitated by instructors in the United States and Australia that combines the best of two great business schools. It brings together top students from the two programs to work on a real-world problem. Working with a global corporation, virtual student teams apply their related knowledge, concepts, and methods to a practical problem in human resources/industrial relations.
Teams work together to create an applied evidence-based solution for a real-world problem that considers ethical issues and practical implementation considerations. The course takes full advantage of the MA-HRIR education, benchmarking of related best practices, and class discussion of both research and practice. Students learn about international HRM by doing international HRM!
HRIR 6801 - HRIR In Practice: Strategy, Execution, and Ethics
HRIR 6304 is designed to provide an overview of employee development from a practitioner's perspective as well as a theory and research perspective. The course looks at what current practice is for employee development within organizations, as well as what the research says about best practices and theoretical underpinnings. This course is taught with a substantial component of corporate presentations, class discussion and case dissection. The purpose of this case work is to give students the chance to analyze, evaluate, and determine the best course of action for a given employee development need. As every organization, and every employee, will face different development challenges this course allows students to try out ideas and understand the needs and realities facing employee development situations in the workplace.
HRIR 6304 - Employee Development: Creating a Competitive Advantage
IBUS 3021 introduces human resources management as a way to achieve high levels of organizational performance and focuses on employment practices in the United States and Australia.
Using a comparative U.S./Australian perspective, the course evaluates the strategic importance and organizational impact related to international HR. This includes: strategic HR practices; talent acquisition and talent management; employment law; and compensation. Topics are presented and discussed within their larger organizational context, with particular attention paid to the legal environment and the rights of both employers and employees.
Additional benefits to students participating on this program include:
• Partnering with students and faculty from Queensland University of Technology (QUT) in Brisbane, Australia.
• Gaining valuable insights from HR practitioners during Australian company visits.
• Experience working as part of a cross-cultural, global team.
• Developing lifelong friendships with fellow students at Carlson and at the program partner schools.
IBUS 3021 - Human Resources Management in Australia