Director Of Human Resources, School Of Medicine

Job Description

POSITION OBJECTIVE

The Director of Human Resources will be responsible for leading the School of Medicine Office of Human Resources.

This position will establish and execute the School of Medicine¿s human resources strategy in collaboration and coordination with the central University Office of Human Resources.

The director will proactively promote strong and effective school human resources practices and a productive and engaging work environment for staff; ensure compliance with internal and external policies, laws, and regulations; and manage human resource related activities with sensitivity and confidentiality. The director will advise the medical school leadership on human resource matters related to the school¿s approximately 1,500 employees (comprised of ~500 faculty, ~500 staff and ~500 appointed staff); ensure the school¿s human resources strategy is responsive to the labor market and drive an optimal recruitment and retention strategy and collaborate with the Office of Faculty as needed regarding faculty and staff. The director will interface with the University Department of Human Resources to develop and implement these strategies while ensuring the school is compliant with university policies and practices. The director will be responsible for providing centralized leadership, management, and guidance to the medical school staff, and leadership at multiple levels on matters that relate to employment within the school.

ESSENTIAL FUNCTIONS

1.Strategic Leadership: Provide recommendations and guidance to the medical school leadership to maximize the workforce by balancing the competitive landscape, needs of the school and its departments, and the resources of the school. Continually assess the job market and school's needs to ensure a long-term workforce strategic plan to guide proactive response to market change. Work with the dean's office, vice deans, and department chairs and directors to determine appropriate staffing to achieve the school's goals. Oversee the employment process for all staff positions within the departments to provide a level of consistency and equity across the medical school and ensuring optimal work environment. Oversee the faculty compensation analysis and guide the school's overall compensation strategy to appropriate benchmarks and advise compensation for individual faculty (new hires and retentions) that maximizes the marketability of the medical school and balances the financial elements. Develop a plan for aggressive and diverse recruitment and retention strategies with the chief of staff and school recruiting manager in collaboration with central human resources, acting as liaison between the hiring manager and central human resources to enhance and build medical school engagement. Oversee the appointed staff (research associate, senior research associate, and research scientist) job family framework. React quickly and positively to the needs of the research, while providing fair compensation recommendations and a career path for the employees. Develop/ implement a life-cycle-management approach to all staff and appointed staff positions across the school; ensure the framework for staff and appointed staff recruitment maximizes the efforts to achieve the best workforce; and monitor the associated metrics and benchmarks to continuously improve. Represent the school at university-wide human resources meetings. (30%)

2.Workforce Management: Oversee compensation reviews with the university department of human resources. Establish guidance and recommendations for compensation and policies in situations of hiring, retention, equity, extraordinary duties, and leaves of absence. Oversee the review of staff and appointed staff salaries for equity in relation to performance rating/length of service. Strategize corrective adjustments as required. Working with the office of Finance and Planning, 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 maintaining and updating electronic review reminder and tracking system to ensure reviews are completed in a timely and consistent manner that aligns with the university staff review policies and practice. Know when to elevate if reviews are delayed. Ensure a systematic framework for retention of staff including oversight of advising on coaching by supervisors and expectation setting in conjunction with the university department of human resources. Collaborate closely with and advise the chief of staff, vice deans, chairs. and departmental administrative directors, on workforce planning including performance-improvement, reorganizations, terminations, and other HR activities relating to unique operating units within the medical school. Consult with legal counsel as appropriate, or as directed. (30%)

3.Employee Development: Work with the dean's office and central university HR, to assess the needs for training and development and enhance the effectiveness of employee performance in achieving the goals and objectives of the school and institution. Ensure school supervisors both faculty and staff, understand the responsibilities for workforce management including compliance, diversity, and best practices; Manage and revise/update school staff onboarding and orientation process on annual basis or as new initiatives are implemented by the dean's office and school leadership. Lead activities and information sharing to promote supervisor and staff awareness of professional development initiatives, employee engagement, benefits, retirement planning, leave of absences guidelines, and other policies. Conduct staff surveys, and conduct training sessions on various HR topics as appropriate. (15%)

4.Supervise the school of medicine's office of human resources. Ensure the medical school office of 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- and long-term issues through planning and implementation of new processes as needed. (15%)

NONESSENTIAL FUNCTIONS

1.Perform other duties as assigned. (5%)

2.Attend university training sessions to keep up to date with policies and procedures. (5%)

CONTACTS

Department: Frequent interaction with the dean, vice deans, chairs/center directors, faculty, and staff.

University: Regular contact with university offices including Office of General Counsel, Office of Diversity, Equity and Inclusive Engagement, Office of Equity and the University Office of Human Resources.

External: Moderate contact with University Hospitals and MetroHealth System for university-employed staff and faculty.

Students: Limited contact with student workers.

SUPERVISORY RESPONSIBILITY

Supervise two HR specialists and liaise with the recruitment manager.

QUALIFICATIONS

Experience: 8 or more years of progressive experience in human resources required. Experience in a university setting highly preferred.

Education: Bachelor's degree required; Master's degree preferred.

REQUIRED SKILLS

1.Excellent interpersonal and communication skills, both written and oral.

2.Superb conflict resolution skills to identify and resolve problems in a timely manner.

3.Ability to maintain a high degree of confidentiality.

4.Demonstrate aptitude to manage competing demands.

5.Ability to work independently and with minimal supervision.

6.Flexible with capacity to respond quickly to frequent changes in priorities.

7.Strong interpersonal skills and a demonstrated ability to develop relationships with different types of stakeholders.

8.Strong presentation skills.

9.Adept with a variety of multimedia training platforms and methods.

10. Proficiency to evaluate and research training options and alternatives.

11. Expertise in human resources laws and policies and the ability to interpret and apply HR policies and regulations while exercising sound judgment.

12. Ability to meet consistent attendance.

13. Ability to interact with colleagues, supervisors and customers face to face.

14. Proficient in the use of Word, Excel, PowerPoint, FileMaker Pro, Tableau, and HCM (or other HR management system). Strong data management skills.

15. Ability to learn new software programs.

16. Read and follow guidelines as stated in the Case Western Reserve University Faculty Handbook.

17. Understand and enforce Case Western Reserve University human resources policies, practices, systems and reports.

WORKING CONDITIONS

General office working environment.

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.

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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.

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