Director of Organizational Development and Human Resources

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Job Description

POSITION OBJECTIVE

The Manager, Organizational Development and Human Resources will provide strategic leadership, management and oversight of all human resources activity and organizational development initiatives for the College of Arts and Sciences.

The manager will proactively promote strong and effective college 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-related activities with sensitivity and confidentiality.

The manager will be considered the resident expert on policies, handbooks, protocols, and bylaws applicable to either staff or faculty.

The manager will advise school leadership on matters related to the school's approximately 600 employees (comprised of 507 regular and special faculty, and 110 staff) spread over 21 departments and ensure the school's human resources strategy is responsive to the labor market and drives optimal recruitment and retention strategies.

The manager has oversight for 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 manager serves as the primary liaison with central human resources.

ESSENTIAL FUNCTIONS

Manage the needs assessment and develop initiatives for process improvement, training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the college and 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 enhance employee job performance and overall department or college performance.

Oversee the employment process for all staff positions at the college which includes strategizing with the Associate Dean of Strategic Initiatives, Finance, and Administration, on the needs of the department and college as a whole, working with chairs or administrators on job descriptions, or needed revisions, developing 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 in the negotiation of salary, and creating, and planning the college's onboarding and offboarding documentation and overseeing the onboarding and offboarding processes. (25%)

Oversee the process for the efficient and precise management of the annual College of Arts and Sciences faculty reappointment process using the designated software (currently Faculty Information System (FIS)), including preparation and finalization of contracts for all regular, adjunct, and secondary appointments.

Manage annual faculty salary recommendation process in coordination with department chairs. Manage faculty summer pay. Oversee non-regular appointment coverage of courses for fall and spring semesters.

Oversee the appointment process (both new and continuing) for all special faculty appointments, including all 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%)

Proactively develop and provide training, and recommendations to department chairs and supervisors throughout the performance evaluation process to promote timely and meaningful goal setting, performance assessment, productive dialogue, and development planning for staff.

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%)

Develop and plan morale building initiatives at the college. Create, plan, train, evaluate, and refine best practices among the department and center administrators and among their direct reports through engaging best practices, developing learning activities, materials, guides and plans and directly training, mentoring and working 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. Conduct staff surveys, develop training curriculum, and conduct training sessions on various topics. (15%)

Work in collaboration with the Director of Budget and Financial Planning and the Associate Dean of Strategic Initiatives, Finance, and Administration, to provide guidance and recommendations on compensation guidelines and policies in situations of hiring, retention, equity, extraordinary duties, and leaves of absence.

Review staff salaries for equity in relation to performance rating / length of service. Strategize corrective adjustments as required.

Oversee payment requests, as needed. (10%)

Maintain review of compliance issues and spearhead resolution of both short- and long-term issues through planning and implementation of 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, Office of Diversity, Equity and Inclusive Engagement, 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 highly preferred.

Education : 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 a 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 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.
• Strong presentation skills.
• Adept with a variety of multimedia training platforms and methods.
• Ability to evaluate and research training options and alternatives.
• Familiarity with Case Western Reserve University human resources policies, practices, systems and reports, in advance or learned as part of onboarding.
• Proficient in the use of Word, Excel, PowerPoint, FileMaker Pro, Business Objects, and HCM (or other HR management system).

Strong data management skills.

• Ability to learn new software programs.
• 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.
• Ability to meet consistent attendance.
• 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.

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.

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