HR Manager / Director

CASE WESTERN RESERVE UNIVERSITY – Director of Organizational Development and Human Resources (College of Arts and Sciences) 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 promote strong and effective human resource practices, fostering a productive and engaging work environment. The director will develop internal policies and ensure compliance with internal and external policies, laws, and regulations. The director will manage HR-related activities with sensitivity and confidentiality. This position serves as the primary expert on policies, handbooks, protocols, and bylaws applicable to staff and faculty, and will advise school leadership on matters related to the school’s approximately 600 employees (507 regular and special faculty, and 110 staff) across 21 departments, ensuring the college’s HR 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 HR administration, records and processes. The director serves as the primary liaison with central human resources. Essential Functions 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 resource for 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 revisions, developing a recruitment plan in collaboration with central HR, acting as liaison between hiring managers and central HR for salary negotiations, and creating and managing onboarding and offboarding documentation and processes. (25%) Oversee 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 regular, adjunct, and secondary appointments. Manage the annual faculty salary recommendation process with department chairs. Oversee faculty summer pay and non-regular appointment coverage of courses for fall and spring semesters. Manage the appointment process 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 determine immigration requests and facilitate the immigration approval process with chairs and department administrators. (25%) 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 merit increases for staff with chairs and supervisors. Counsel department chairs and supervisors on employee relations matters and guide them through Positive Corrective Action, grievance, and termination activities to resolution. (15%) 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 learning materials, guides and plans; directly train, mentor and collaborate with administrators. Lead college activities and information sharing to promote awareness of professional development initiatives, employee engagement, benefits, retirement planning, leave guidelines, and other policies. Develop and implement strategies for staff development and training. Conduct staff surveys, develop training curricula, and conduct training sessions on various topics. (15%) Collaborate with the Director of Budget and Financial Planning and the Associate Dean of Strategic Initiatives to provide guidance 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%) Maintain oversight of compliance issues and lead the resolution of short- and long-term challenges by planning and implementing new processes as needed. Lead HR 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. Represent the college at university-wide HR 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 HR 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 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 to 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 HR laws and policies and ability to interpret and apply HR policies and regulations with sound judgment. Strong knowledge of the Case Western Reserve University Faculty Handbook, on onboarding or in 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 CWRU HR policies, practices, systems and reports, on onboarding. Proficient in Word, Excel, PowerPoint, FileMaker Pro, Business Objects, and HCM (or other HR systems). Strong data management skills. Ability to learn new software programs. Demonstrated history of successful support, education, and advocacy for all students, aligned with the university values and policies while adhering to 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. Salary Case Western Reserve University is committed to providing a transparent estimate of the salary range available for this position at the time of 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 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 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 to request a reasonable accommodation. Determinations will be made on a case-by-case basis. Employment Type: Full Time Salary: $60,906 - $77,047 Annual Bonus/Commission: No

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