Director of Staff DEI and Engagement

Opening Full Time 40 hours Grade 055 University HR at Med Ctr Schedule 8 AM-5 PM Responsibilities GENERAL PURPOSE: The Director for Staff DEI & Engagement is responsible for providing organizational-level leadership, development, coordination, and implementation of employee policy, system, environment, resources, and programmatic strategies to support, enhance and improve the culture of engagement and inclusion by fostering evidence-based practices and continuous improvement across URMC. Critical to this role is the development and execution of strategies and processes to ensure a robust model of employee engagement where a culture of innovation is fostered and facilitated across the organization to enhance a more inclusive culture. This position will identify, evaluate, and implement solutions for key functional priorities while benchmarking external methodologies of current and future trends, and creative solutions towards desired strategic outcomes and goals.

The director aligns objectives and plans with URMC's Equity and Anti-Racism Action Plan and ensures that our initiatives enhance URMC's presence and service in the communities in which we operate. This individual will work collaboratively with the Institutional Office of Equity and Inclusion and URMC's Office of Equity and Inclusion, and Human Resources leaders by providing leadership, guidance and support for the employee engagement and DEI efforts outlined in our Equity and Anti-racism Action plan. Focus areas include: Talent Acquisition and building the diversity of our applicant pools; The development of career pathways across job categories; The promotion of available learning and development education among leaders and staff that embraces cultural humility; Identify and close DEI gaps to cultivate a fair and just climate, culture and community where everyone belongs; Utilize engagement insights to inform decisions and equip managers and leaders with the insights and guided actions to focus, sequence and implement programs and efforts that enhance the employee experience.

Collaborate with Employee Relations regarding EDI Crisis Interventions to address micro and macro aggressions that do not rise to Harassment & Discrimination; Collaborate with HR/DEI leaders and staff to implement and track actions that support the DEI Action Plans. SPECIFIC RESPONSIBILITIES: Planning and Implementation The Director has a critical role in working with Working with the VP for HR, the URMC VP for the OEI, and other leaders with on-going development, implementation and communication of a holistic Equity and Anti-Racism plan to include programs and initiatives for URMC and University-wide EDI action plans and strategic framework. Develops organization-wide employee engagement strategy and efforts using benchmarking and internal data to foster innovation and wellbeing of our diverse workforce.

Consults with and connects all stakeholders to identify changes to programs, processes, technology to improve employee engagement. Leadership Establish and ensure successful, productive, collaborative partnerships with key stakeholder groups to shape and drive strategy related to employee engagement. Provides day-to-day operational leadership regarding staff equity and inclusion policies, programs, practices and accountability for URMC with a goal of achieving progress through structural and systemic transformational change Stays well informed of trends and innovative practices related to equity, inclusion, and engagement.

Employs strong data analytics skills to assess a range of diversity, equity, inclusion, and engagement effectiveness and develop targeted interventions. Presents data in an effective manner to senior leaders to lead critical systems initiatives and develop processes that align competing priorities and opportunities Enhancing Climate & Engagement Collaborates with the Director for Employee Relations and Engagement to advance the coordination of employee listening strategy to uncover insights and recommendations to promote an equitable and inclusive culture for the URMC community Works with URMC HR leaders to embed E&I into the overall evolution of the employee experience and helps guides leaders on priorities and how their work comes together to support the overall engagement of a diverse and culturally humble workforce. Other duties as assigned REQUIREMENTS: Bachelor's degree required in Human Resources, Business or other related field preferred Minimum of five (5) years in progressive leadership, including three (3) years in Diversity, Equity and Cultural Competence leadership, as well as proven leadership and experience in advancing Equity and Inclusion programs as-well-as data to drive real change.

Transformational Change Management. Experience in working in organizations with diverse populations and cultures is required. Preferred Experience: Five (5) years of related experience in Diversity, Equity and Inclusion areas; Experience in the healthcare industry or Higher Education/Academy; Master's degree in Human Resources, Business or other related field Demonstrated mastery of E&I concepts Strong leadership skills Ability to manage relationships throughout the organization, coordinating time and resources according to shifting priorities Demonstrated experience translating vision into strategy and delivering against the plan Experience leveraging data and analytics to develop insights and drive decision-making Enjoy problem-solving and taking on challenges Project development and oversight Must possess basic computer skills to use a variety of electronic or online systems for communication and administrative purpose The University of Rochester is committed to fostering, cultivating, and preserving a culture of equity, diversity, and inclusion to advance the University's mission to Learn, Discover, Heal, Create - and Make the World Ever Better.

In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation, citizenship status, or any other status protected by law. This commitment extends to the administration of our policies, admissions, employment, access, and recruitment of candidates from underrepresented populations, veterans, and persons with disabilities consistent with these values and government contractor Affirmative Action obligations. How To Apply All applicants must apply online.

EOE Minorities/Females/Protected Veterans/Disabled