Assistant Dean Of Human Resources And Faculty Affairs

Job Description

POSITION OBJECTIVE

The Assistant Dean of Human Resources and Faculty Affairs will provide strategic leadership, management, and oversight of all areas related to human resource and faculty affairs for all departments in the Case School of Engineering, delivering guidance to school staff, faculty, and leadership on multiple levels. The assistant dean will be responsible for leading the school's office of Human Resources and Faculty Affairs and will oversee the school's strategy for both staff and faculty resources in collaboration with the Case Western Reserve University's central Human Resources Department and the Office of the Provost.

The assistant dean will proactively promote strong and effective school human resource practices and a productive and engaging work environment; develop internal policies and ensure compliance with both internal and external policies, laws, and regulations; and manage human resources and faculty affairs-related activities with sensitivity and confidentiality. The assistant dean will be considered the resident expert for all policies, handbooks, protocols, and bylaws applicable to either staff or faculty. It seems important to mention here the stewardship of high-value endowed funds related to faculty support is critically important to Case School of Engineering.

The assistant dean serves as content expert in parameters of endowed support and responsible for appropriate use of high-value endowed funds such as professorships. The assistant dean will advise school leadership on all matters related to the school's approximately 525 (and growing) employees (comprised of 365 faculty, 115 staff, and 45 appointed staff; ensure the school's human resources strategy is responsive to the labor market and drive optimal recruitment and retention strategies for staff and faculty. The assistant dean will also be charged with leading robust faculty recruitment efforts and the creation and execution of programs to improve faculty and staff retention and professional development.

ESSENTIAL FUNCTIONS

• Strategic Leadership Provide strategic leadership, guidance, and recommendations to school leadership to maximize the workforce by balancing the competitive landscape and evaluating the needs and resources of the school and the departments. Continually assess the job market and the school's needs to ensure a long-term strategic plan for the workforce and to guide proactive response to market change. Work with the department chairs and directors to determine the appropriate faculty and staff composition to achieve goals. Approve and oversee the employment process of all staff and faculty positions within the departments to provide a level of consistency and equity across the school and ensure optimal work output across the enterprise. Oversee the faculty compensation analysis and guide the school's overall compensation strategy to appropriate benchmarks. Advise compensation for individual faculty (new hires and retentions) that maximizes the marketability of the school and balances the financial elements. Develop a plan for aggressive and diverse recruitment strategies in collaboration with central human resources and the office for Diversity, Equity, and Inclusive Engagement, acting as liaison between the hiring manager and central human resources for all faculty and staff. Oversee the appointed staff (research associates and senior research associates) job family and develop policies to ensure that it is responsive to the needs of the research and provides fair compensation and a career path for the employees and is consistent with any applicable university policies. Develop/implement a life-cycle management approach to all staff and appointed research staff positions across the school; ensure the framework for staff and appointed research staff recruitment maximizes the efforts to achieve the best workforce; and monitor the associate metrics and benchmarks to continuously improve. Maintain accurate and current statistics to respond to all requests for survey information submitted to the school and to advise leadership on opportunities and areas for investment. Represent the school at university-wide human resource meetings and committees, as well as national human resource events and conferences. Gather and share best practices from other management centers and universities. (25%)
• Workforce Management: Oversee compensation reviews with the University's Human Resources Office. Establish guidance and recommendations for compensation and policies in situations involving hiring, retention, equity, extraordinary duties, and leaves of absence for both staff and faculty. Strategize corrective adjustments as required. Working with the Associate Dean of Finance and Administration, manage the merit pool for staff and appointed staff including defining the school's approach and expectations as well as the implementation of the merit increases in conjunction with the annual review process. Oversee the annual review process for staff and appointed staff including the implementation of an electronic review tracking system to ensure reviews are completed in a timely and consistent manner that aligns with the university staff review policies and procedures. Ensure a systemic framework for retention of staff including oversight of advising on coaching of supervisors and expectation-setting in conjunction with the University Human Resources Offices. Collaborate closely with and advise the Associate Dean of Finance and Administration, the Assistant Dean for Strategic Initiatives, Department Chairs and Managers on departmental and center workforce planning including performance-improvement, reorganizations, terminations, and other human resources activities related to unique operating units within the Case School of Engineering. Consult with legal counsel as appropriate. (25%)
• Faculty Affairs: Provide leadership and counsel on all things related to the Faculty Handbook and the Case School of Engineering Faculty Bylaws to the dean, associate dean, and department chairs/ center directors as it relates to faulty appointments, reappointments, reviews, and faculty activities. Recommend revisions to Case School of Engineering Bylaws as needed. Advise the dean and associate deans on faculty hiring and attrition planning, as well as tracking of salary and start-up offers. Benchmark policies and practices of peer institutions and remain apprised of legal issues and rulings related to this area. Supervise the processing of all new faculty appointments, annual reappointment for continuing faculty, terminations, retirement incentives, emeritus appointments, endowed chair appointments, and requests for leaves and sabbaticals. Develop school policies related to these actions, as needed. Lead and administer the faculty evaluation processes, including submission of annual faculty activity reports, the third-year review process, and the promotion and tenure process. Evaluate process gaps and inefficiencies and create solutions to ensure continuous improvements to these processes. Lead the school's Committee on Appointments in partnership with a rotating faculty chair of the committee, providing a consistency and continuity of policies and protocols and ensuring successful execution of the appointments process by determining when committee needs to meet, establishing meeting agendas, crafting the committee's recommendations, providing guidance on the interpretation of the school Bylaws and Faculty Handbook and ensuring that the committee functions in accordance with those guidelines. Liaise with the Provost's Office for all functions related to the implementation of new systems to assist with faculty appointments, promotion and tenure, review, reporting, etc. such as the Faculty Information System and Interfolio, as well as on all appointments and actions requiring approval by the provost and/or the university's Board of Trustees. (25%)
• Employee Development: Working with central university human resources department, assess the needs for training and development to enhance the effectiveness of employee performance in achieving the goals and objectives of the institution. Ensure school supervisors understand their responsibilities for workforce management including compliance, diversity, and best practices; develop and manage the onboarding and orientation processes for school faculty and staff. Lead activities and information sharing to promote faculty and staff awareness of professional development initiatives, employee engagement, benefits, retirement planning, leaves of absence guidelines, and other policies. Oversee development of staff surveys and training sessions on various human resources topics. (10%)
• Supervise the school human resource department. Ensure the school human resources delivers exemplary customer service to the supervisors and the school. Proactively address problems and deploy staff to best meet the goals of the school. Maintain review of compliance issues and spearhead resolution of both short-term and long-term issues through planning and implementation of new processes as needed. (10%)

NONESSENTIAL FUNCTIONS

• Perform other duties as assigned (2.5%)
• Attend university training sessions to keep up to date with policies and procedures (2.5%).

CONTACTS

Department: Daily contact with the dean, associate deans, and others in the dean's office.

University: Daily contact with department chairs, business managers, faculty and staff of the School of Engineering. Regular contact with staff in Human Resources, the Provost's Office, the Office of Counsel, and the Compliance Office.

External: Occasional contact with individuals in funding agencies and other institutions to negotiate and process IPA and faculty leave agreements. Occasional contact with peers at other universities.

SUPERVISORY RESPONSIBILITY

Supervise the Director of Human Resources. Joint supervisor of the research and administrative manager positions based in school departments.

QUALIFICATIONS

Experience: 10 or more years of progressively responsible experience in human resources required. Experience in a university setting highly preferred. Administration and human resources (academic or non-profit preferred).

Education: B.A., B.S. required. MBA or JDA preferred.

REQUIRED SKILLS

• Proven ability to lead, train, manage, and effectively supervise.

• Ability to develop, plan, and implement short and long-range goals, and formulate policy consistent with school and university priorities and strategies.

• Strong consultation skills and ability to assess situations and recommend appropriate plan/response.

• Strong skills in project management and data analyses.

• Ability to multi-task and respond to multiple, often conflicting deadlines.

• Excellent written and oral communication skills.

• High level of accuracy and professionalism.

• Extraordinary care in maintaining confidentiality and handling sensitive information.

• Commitment to working with diverse groups of individuals.

• Computer proficiency including Microsoft Office programs and the ability to learn new programs.

• Ability to meet consistent attendance.

WORKING CONDITIONS

General office working environment. Occasional travel. This position is eligible for the staff hybrid work program.

Hybrid Eligibility

This position is eligible for hybrid work arrangement up to two remote days per week at the discretion of the department. New employees may begin a hybrid schedule upon approval from the supervisor, successful completion of an orientation period and signing the remote work checklist certification form.

Diversity Statement

In employment, as in education, Case Western Reserve University is committed to Equal Opportunity and Diversity. Women, veterans, members of underrepresented minority groups, and individuals with disabilities are encouraged to apply.

.

Reasonable Accommodations

Case Western Reserve University provides reasonable accommodations to applicants with disabilities. Applicants requiring a reasonable accommodation for any part of the application and hiring process should contact the Office of Equity at 216-368-3066 to request a reasonable accommodation. Determinations as to granting reasonable accommodations for any applicant will be made on a case-by-case basis.

.