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Job Description
POSITION OBJECTIVE
The Director, Human Resources will be responsible for leading the School of Medicine (SOM) 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 SOM human resources practices and a productive and engaging work environment; ensure compliance with internal and external policies, laws, and regulations; and manage HR-related activities with sensitivity and confidentiality.
The Director will advise SOM leadership on all 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. The Director will interface with the University Office of Human Resources to develop and implement these strategies while ensuring the school is compliant with university policies and practices.
The successful Director, Human Resources will be responsible for providing centralized leadership, management, and guidance to SOM staff, faculty, and leadership at multiple levels on matters that relate to employment within CWRU SOM.
ESSENTIAL FUNCTIONS
- Strategic Leadership (30%)
- Provide recommendations and guidance to SOM leadership to maximize the workforce by balancing the competitive landscape, needs of the SOM and its departments, and the resources of the school. Continually assess the job market and SOM’s needs to ensure a long-term workforce strategic plan to guide proactive response to market change;
- Work with Department Chairs and Directors to determine appropriate staffing to achieve the department’s goals. Oversee the employment process for all staff positions within the departments to provide a level of consistency and equity across SOM and ensuring optimal work output across the enterprise;
- Oversee the faculty compensation analysis and guide the SOM’s overall compensation strategy to appropriate benchmarks and advise compensation for individual faculty (new hires and retentions) that maximizes the marketability of the SOM and balances the financial elements.
- Develop a plan for aggressive and diverse recruitment strategies in collaboration with central human resources, acting as liaison between the hiring manager and central human resources.
- Oversee the appointed staff (research associate, senior research associate, and research scientist) job family framework is managed, responsive to the needs of the research, and providing fair compensation 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.
- Workforce Management (30%)
- Oversee compensation reviews with the University Human Resources Office. 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 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 practices.
- Ensure a systematic framework for retention of staff including oversight of advising on coaching by supervisors and expectation setting in conjunction with the University Human Resources Office. Collaborate closely with and advise the Assistant Dean, Administrative Operations and SOM Department Administrative Directors on departmental workforce planning including performance-improvement, reorganizations, terminations, and other HR activities relating to unique operating units within the SOM.
- Consult with legal counsel as appropriate, or as directed.
- Employee Development (15%)
- Working with Central University HR, assess the needs for training and development to enhance the effectiveness of employee performance in achieving the goals and objectives of the institution. Ensure SOM supervisors understand their responsibilities for workforce management including compliance, diversity, and best practices; Develop and manage a SOM staff onboarding and orientation process.
- Lead activities and information sharing to promote faculty 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;
- Supervise the SOM Human Resource Department (15%)
- Ensure the SOM Office of Human Resources delivers exemplary customer service to the supervisors and the SOM. Proactively address problems and deploy staff to best meet the goals of the SOM;
- Maintain review of compliance issues and spearhead resolution of both short- and long-term issues through planning and implementation of new processes as needed.
NONESSENTIAL FUNCTIONS
- Perform other duties as assigned. (5%)
- 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 the Provost’s Office, Office of General Counsel, Office of Inclusion, Diversity and Equal Employment Opportunity, University Office of Human Resources.
External: Moderate contact with University Hospitals and MetroHealth System for CWRU employed staff and faculty.
Students: Contact with student workers.
SUPERVISORY RESPONSIBILITY
Supervise two HR specialists and Manager of Research Recruitment.
QUALIFICATIONS
Experience: 8 or more years of progressive experience in human resources required. Experience in a university setting highly preferred.
Education/Licensing: Bachelor’s degree required; Master’s degree preferred.
REQUIRED SKILLS
- Excellent interpersonal and communication skills, both written and oral.
- Demonstrated ability to identify and resolve problems in a timely manner.
- Demonstrated aptitude to manage competing demands.
- Ability to maintain high-degree of confidentiality.
- Ability work independently and with minimal supervision.
- Must have the ability to respond quickly to frequent changes in priorities.
- Strong interpersonal skills and a demonstrated ability to develop relationships with different types of stakeholders.
- Strong presentation skills.
- Adept with a variety of multimedia training platforms and methos.
- Ability to evaluate and research training options and alternatives.
- Strong conflict resolution skills.
- Strong knowledge of human resources laws and policies and the ability to interpret and apply HR policies and regulations while exercising sound judgment.
- Strong knowledge of Case Western Reserve University Faculty Handbook, in advance or learned as part of onboarding.
- Familiarity with Case Western Reserve University human resources policies, practices, systems and reports, in advance or learned as part of onboarding.
- Ability to meet consistent attendance.
- Ability to interact with colleagues, supervisors and customers face to face.
- Proficient in the use of Word, Excel, PowerPoint, FileMaker Pro, Tableau, and HCM (or other HR management system). Strong data management skills.
- Ability to learn new software programs.
WORKING CONDITIONS
General office working environment.
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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COVID Vaccination
Case Western Reserve University has implemented a COVID Vaccination policy requiring evidence of COVID-19 vaccination for all students, faculty and staff with an on-campus presence. Religious and medical exemptions may be provided in accordance with applicable federal and state laws. For more information go to: https://case.edu/equity/covid-19-accommodations. Applicants may contact the Office of Equity at 216-368-3066 /[email protected] for information regarding religious or medical exemptions as an accommodation.
