Director of Organizational Development and Human Resources

at  Case Western Reserve University

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.
• Ability to meet consistent attendance.
• Ability to interact with colleagues, supervisors and customers face to face.

ESSENTIAL FUNCTIONS

• Direct 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 staffDirect 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%)

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.