Description
POSITION OBJECTIVE
The Director of Organizational Development and Human Resources will provide strategic leadership, management and oversight of all human resources activities and organizational development initiatives for the College of Arts and Sciences. The director will proactively promote strong and effective human resource practices, fostering a productive and engaging work environment. The director will develop internal policies and ensure compliance with both internal and external policies, laws, and regulations. The director will manage human resources-related activities with sensitivity and confidentiality. This position will serve as the primary expert on policies, handbooks, protocols, and bylaws applicable to staff and faculty. The director will advise school leadership on matters related to the school’s approximately 600 employees (comprised of 507 regular and special faculty, and 110 staff) across 21 departments, ensuring the college’s human resources strategy responds to labor market trends and supports effective recruitment and retention strategies.
The director oversees the following areas: special faculty reappointments and appointments; employment process for all college staff positions; organizational development, performance management, retention initiatives, terminations, employee relations, benefits and leave of absences, immigration, and human resources administration, records, and processes. The director serves as the primary liaison with central human resources.
ESSENTIAL FUNCTIONS
1. Lead the needs assessment and develop initiatives for process improvement, training and staff development to enhance employee performance in achieving the goals and objectives of the college and Case Western Reserve University. Proactively design and develop relevant training programs for chairs and staff. Serve as a trusted resource for the chairs, department administrators, and associate deans on performance, organizational and leadership matters. Conduct needs assessments to determine measures required to improve employee job performance and overall department or college performance. Oversee the employment process for all staff positions at the college, including strategizing with the Associate Dean of Strategic Initiatives, on department and college needs, working with chairs or administrators on job descriptions or needed revisions, developing a plan for recruitment strategies in collaboration with central human resources, acting as liaison between the hiring manager and central human resources for salary negotiations, and creating, and managing, the college’s onboarding and offboarding documentation and processes. (25%)
2. Oversee the efficient and accurate management of the annual College of Arts and Sciences faculty reappointment process using the designated software, currently Faculty Information System (FIS). This includes preparing and finalizing contracts for all regular, adjunct, and secondary appointments. Manage the annual faculty salary recommendation process in coordination with department chairs. Oversee faculty summer pay and non-regular appointment coverage of courses for fall and spring semesters. Manage the appointment process (both new and continuing) for all special faculty appointments, including postdoctoral scholars and fellows and all research and senior research associates using the designated software. In collaboration with the VISA office and HR Services, evaluate and make determinations on immigration requests and facilitate the immigration approval process in conjunction with chairs and department administrators. (25%)
3. Proactively develop and deliver training, and recommendations to department chairs and supervisors throughout the performance review process to promote timely and meaningful goal setting, performance assessment, productive dialogue, and staff development planning. Approve all staff reviews; negotiate with chairs and supervisors on appropriate merit increases for staff. Counsel department chairs and supervisors on employee relations matters and guide them through the Positive Corrective Action process, grievance process, and termination activities to resolution. (15%)
4. Develop and plan morale building initiatives at the college. Create, plan, train, evaluate, and refine best practices among department and center administrators and their direct reports through engaging best practices, developing learning materials, guides and plans and directly training, mentoring and collaborating with administrators. Lead college 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. Develop and implement strategies for staff development and training. Conduct staff surveys, develop training curriculum, and conduct training sessions on various topics. (15%)
5. Collaborate with the Director of Budget and Financial Planning and the Associate Dean of Strategic Initiatives to provide guidance and recommendations on compensation guidelines and policies related to hiring, retention, extraordinary duties, and leaves of absence. Analyze staff salaries to maintain fairness based on performance and service duration. Develop strategies for corrective adjustments as necessary. Oversee payment requests, as needed. (10%)
6. Maintain oversight of compliance issues and lead the resolution of both short- and long-term challenges by planning and implementing new processes as needed. Lead all human resources and provost office projects that support the college and university’s strategy and compliance requirements (annual report to the provost on appointments and approvals). Consult with legal counsel as appropriate, or as directed. Represent the college at university-wide human resources meetings. (9%)
NONESSENTIAL FUNCTIONS
Perform other duties as assigned. (1%)
CONTACTS
Department: Frequent interaction with the dean, associate and assistant deans, directors, department chairs, department administrators, faculty, and staff regarding activities and initiatives for the College of Arts and Sciences to conduct business.
University: Regular contact with the Provost’s Office, Office of General Counsel, VISA Office, and Human Resources to exchange information.
External: Minimal contact with external partners.
Students: Minimal contact with students.
SUPERVISORY RESPONSIBILITIES
Oversee 2 or 3 dean’s office staff as they complete tasks for the faculty/special faculty appointment process or other needs as directed. Provide indirect supervision to business managers, department administrators, and department assistants.
QUALIFICATIONS
Experience: 7 or more years of progressive experience in human resources required. Experience in a university setting is highly preferred.
Education: Bachelor’s degree required; Master’s degree preferred.
REQUIRED SKILLS
1. Excellent interpersonal and communication skills, both written and oral.
2. Demonstrated ability to identify and resolve problems in a timely manner.
3. Demonstrated aptitude to manage competing demands.
4. Ability to maintain a high degree of confidentiality.
5. Ability to work independently and with minimal supervision.
6. Must have the ability 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 conflict resolution skills.
9. Strong knowledge of human resources laws and policies and the ability to interpret and apply HR policies and regulations while exercising sound judgment.
10. Strong knowledge of Case Western Reserve University Faculty Handbook, in advance or learned as part of onboarding.
11. Strong presentation skills.
12. Adept with a variety of multimedia training platforms and methods.
13. Ability to evaluate and research training options and alternatives.
14. Familiarity with Case Western Reserve University human resources policies, practices, systems and reports, in advance or learned as part of onboarding.
15. Proficient in the use of Word, Excel, PowerPoint, FileMaker Pro, Business Objects, and HCM (or other HR management system). Strong data management skills.
16. Ability to learn new software programs.
17. Demonstrated history of successful support, education, and advocacy for all students, aligned with the values, mission, and messaging of the university, while adhering to the staff policy on conflict of commitment and interest.
18. Ability to meet consistent attendance.
19. Ability to interact with colleagues, supervisors and customers face to face.
WORKING CONDITIONS
General office working environment. Short lead times and conflicting priorities may create stress in the office.
SALARY:
Case Western Reserve University is committed to providing a transparent estimate of the salary range available for this position at the time of its posting. The salary range is between $60,906 and $77,047, depending on qualifications, experience, department budgets, and industry data.
Employees receive more than just a paycheck. University employees enjoy a comprehensive benefits package that includes excellent healthcare, retirement plans, tuition assistance, paid time off, and a winter recess.
EEO STATEMENT
Case Western Reserve University is an equal opportunity employer. All applicants are protected under federal and state laws and university policy from discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, national or ethnic origin, protected veteran status, disability, age and genetic information.
REASONABLE ACCOMODATIONS
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.
