University of Arkansas Seeks to Be 'Employer of Choice;' McLoud to Lead in New Role

University Relations

Debbie McLoud

The U of A is launching a strategic campaign that aims to establish the university as an Employer of Choice through programs and policies designed to recruit and retain excellent employees. Vice Chancellor of Finance and Administration Ann Bordelon explained the need for the initiative by acknowledging that the pandemic, technology changes and the economy are presenting challenges to university employees.

"We know that the university's success requires us to set the conditions for our employees to thrive and grow with us," Bordelon said. "We're taking action to ensure we're a competitive and sought-out employer."  

To launch the Employer of Choice campaign and lead its foundational classification and compensation study project, Bordelon has named Debbie McLoud as chief transformation officer, Human Resources, a new role designed to lead the university's evaluation of the U of A employee experience. In this position, McLoud will continue to report to Bordelon and be a key member of the VCFA office.

McLoud has worked at the university for more than 30 years and has served the last five years as associate vice chancellor for human resources. Her experience and insight into the employee experience are key to the campaign's success. McLoud will also continue to serve as associate vice chancellor for human resources until her successor is named. A national search will begin in the coming months for her replacement.

"Rarely does an organization have the opportunity for a thoughtful transition in HR leadership while utilizing such a valuable leader like Debbie to advance growth for our staff in the capstone project of her career," Bordelon said. "Debbie is a trusted advocate on this campus and has decades of institutional knowledge that will be an advantage in her new role."

McLoud's initial project will be leading a 24-month study on employee classification and compensation to examine how the university creates, defines and associates jobs that perform related work. The study also will provide data allowing the university to review its compensation structure, making sure it is fair and competitive. This project's request for proposal (RFP) will open soon, and the contract is anticipated to be awarded by late summer.

"If we expect to recruit and retain the highest quality employees," McLoud said, "we must do the work to provide the best environment in which those employees work — including this type of study on job classifications, compensation, career growth and information about all the opportunities the university can provide."

The university also plans to review additional ideas and policies related to workplace satisfaction, including a support team for Workday, review of remote and flex work policies, and other conversations on both practical and intangible aspects of work at the U of A.

"We are taking proactive steps to evaluate and improve the framework for our employees on many issues," Bordelon said, "and in the process, we will make our staff more equipped to succeed both individually and as a campus."