POSITION OBJECTIVE

The Senior Director, Human Resources, will be responsible for leading the Human Resources (HR) activities for the Office of the Provost. This position will establish and execute the human resources strategy in collaboration and coordination with the central University Office of Human Resources. The senior director will proactively promote strong and effective 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 senior director will advise leadership on all matters related to the divisions employees to ensure the human resources strategy is responsive to the labor market and drive an optimal recruitment and retention strategy. The senior director will interface with the University Office of Human Resources to develop and implement these strategies while ensuring the division is compliant with university policies and practices. The successful senior director will be responsible for providing centralized leadership, management, and guidance to staff, faculty, and leadership at multiple levels on matters that relate to employment within the Office of the Provost.

ESSENTIAL FUNCTIONS

1. Strategic HR Leadership: Provide recommendations and guidance to leadership in the division to maximize the workforce by balancing the competitive landscape, needs of the Office of the Provost and its departments, and the resources. Continually assess the job market and the divisional needs to ensure a long-term workforce strategic plan to guide proactive response to market changes. Work with the Deputy Provost to determine appropriate staffing to achieve the divisions goals. Oversee the employment and onboarding process for all staff and appointed staff positions within the departments to provide a level of consistency and equity across all units. 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. Develop/implement a life-cycle-management approach to all staff and appointed staff positions across the division; ensure the framework for staff recruitment that 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. (15%)
2. Workforce Management: 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, to manage the merit pool for staff and appointed staff as well as the implementation of the merit increases in conjunction with the annual review process. Monitor expenses related to compensation and HR programs. 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 Deputy Provost, on departmental workforce planning including performance-improvement, reorganizations, terminations, and other HR activities relating to unique operating units within the division. Foster positive employee relations by addressing concerns, resolving conflicts, and promoting a respectful workplace in consultation with The University Human Resources experts. Consult with legal counsel as appropriate, or as directed. (15%)
3. Employee Development: Work 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 supervisors in the division understand their responsibilities for workforce management including compliance, diversity, and best practices; collaborate with hiring managers to ensure smooth onboarding experiences. 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. (15%)
4. Supervise: Directly supervise one HR Specialist. Ensure the delivery of exemplary customer service to the supervisors. Proactively address problems and deploy staff to best meet the goals of the Office of the Provost. Maintain review of compliance issues and spearhead resolution of both short- and long-term issues through planning and implementation of new processes as needed. (10%)
5. Facilities and Space Management Responsible for management of the space and facilities, including the implementation of the capital budget and planning, directing renovation and refurbishment projects, and serving as a liaison with Plant Services, Security, and Construction Administration. Responsible for the scheduling and day-to-day activities of space planning and needs; includes design and scope of projects, identification of funding sources and constraints. Collaborate on the planning of space issues and future projects. Identify future improvements and space needs to be incorporated into the strategic space plan. Provide cost/benefit information when required. Participate in all aspects of the development, implementation and evaluation of the university master planning process as it relates to the interests of the Provost Office. (10%)

NONESSENTIAL FUNCITONS

1. Attend university training sessions to keep up to date with policies and procedures. (<1%)
2. Perform other duties as assigned. (<1%)

CONTACTS

Department: Frequent interaction with the deputy Provost, Associate Provost, Vice Presidents and staff.

University: Regular contact with the Provosts 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 Case Western Reserve University employed staff and faculty. Occasional contact with other peer institutions.

Students: Occasional contact with student workers.

SUPERVISORY RESPONSIBILITIES

Direct supervisory responsibility for one HR specialist.

QUALIFICAITONS

Experience: 10 or more years of progressive experience in human resources required. Experience in a university setting highly preferred.

Education: Bachelors degree required; Masters degree preferred.

REQUIRED SKILLS

1. Excellent interpersonal and communication skills, both written and oral.
2. Superior ability to lead, train, manage and effectively supervise other staff. Commitment to working with diverse groups of individuals.
3. Demonstrated ability to identify and resolve problems in a timely manner.
4. Demonstrated aptitude to manage competing demands.
5. Ability to maintain a high degree of confidentiality.
6. Ability to work independently and with minimal supervision.
7. Ability to multi-task and respond to multiple, often conflicting deadlines. Ability to respond quickly to frequent changes in priorities.
8. Strong interpersonal skills and a demonstrated ability to develop relationships with different types of stakeholders.
9. Strong presentation skills.
10. Adept with a variety of multimedia training platforms and methods.
11. Ability to evaluate and research training options and alternatives.
12. Strong conflict resolution skills.
13. Strong skills in project management and data analyses.
14. High level of accuracy and professionalism.
15. Strong knowledge of human resources laws and policies and the ability to interpret and apply HR policies and regulations while exercising sound judgment.
16. Strong knowledge of Case Western Reserve University Faculty Handbook, in advance or learned as part of onboarding.
17. Familiarity with Case Western Reserve University human resources policies, practices, systems and reports, in advance or learned as part of onboarding.
18. Ability to meet consistent attendance.
19. Ability to interact with colleagues, supervisors and customers face to face.
20. Proficient in the use of Word, Excel, PowerPoint, FileMaker Pro, Tableau, and HCM (or other HR management system). Ability to learn new software programs.

WORKING CONDITIONS

General office environment.

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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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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