HR DEPARTMENTAL DIRECTOR

School of Medicine Established in 1930, Duke University School of Medicine is the youngest of the nation's top medical schools. Ranked sixth among medical schools in the nation, the School takes pride in being an inclusive community of outstanding learners, investigators, clinicians, and staff where interdisciplinary collaboration is embraced and great ideas accelerate translation of fundamental scientific discoveries to improve human health locally and around the globe. Composed of more than 2,500 faculty physicians and researchers, more than 1,300 students, and more than 6,000 staff, the Duke University School of Medicine along with the Duke University School of Nursing, Duke University Health System and the Private Diagnostic Clinic (PDC) comprise Duke Health. a world-class academic medical center. The Health System encompasses Duke University Hospital, Duke Regional Hospital, Duke Raleigh Hospital, Duke Primary Care, Duke Home and Hospice, Duke Health and Wellness, and multiple affiliations.
HR Departmental Director | Duke School of Medicine

Work Summary:

Serve as the HR Departmental Director for multiple units within the School of Medicine. This position will be responsible for all aspects of human resources, including, but not limited to, recruitment, classification and compensation, training and development, employee relations, policy interpretation, and consulting with leadership on the needs of the organization and its employees. This position will serve as the HR go-to resource for the department(s) this position supports. While this position will support multiple School of Medicine units, this position will report through the School of Medicine HR Management Center with a dotted line to the Chief Administrative Officers in Head & Neck Communication Sciences, Emergency Medicine, and Urology.

Work Performed

Manage staff recruitment process including preparing job descriptions, posting positions, screening and interviewing candidates, coordinating salary offers, and onboarding new hires. Determine budgetary impact of salary actions and assist management with salary budget planning and staffing requirements. Make recommendations to ensure the creation of a work environment that is diverse and equitable. Oversight of onboarding and offboarding activities.

Provide guidance and assistance with corrective action, reduction in force, and address potential employee relations issues, serving as primary interface with School and University central offices. Facilitate the annual performance review process. Interpret HR policies; make recommendations and implement solutions. Prepare reports and analyses reflecting progress, adverse trends and appropriate recommendations or conclusions; ensure maintenance of appropriate personnel records. Supervise designated employee(s).

Review and screen job classification requests and coordinate with Rewards and Recognition. Assist departmental leaders/managers in the development of job descriptions. Responsible for salary administration, including salary determinations and annual merit increase processes. Provide guidance on organizational structure.

Primary liaison between the department(s) and the School of Medicine Management Center, HR Service Center, Corporate HR, and other business partners. Demonstrate exceptional leadership and customer service skills. Drive continuous improvement and identify and implement system and process improvements. Ensure training requirements are for departmental team members. While not directly involved in the day-to-day responsibilities of the appointment, promotion, and tenure process for faculty, provide oversight for correlated processes.

Provide subject matter expertise and coordinates all HR activities including payroll, visas, vacancy management and recruitment, HR policies, etc.

Provide interim departmental HR Director support in absence of departmental HR Director/Manager. Represent department(s) in meetings. Complete projects as assigned including tier advancement processes, recognition initiatives, and flu vaccination policy requirements.

The above statements describe the general nature and level of work being performed by the individual assigned to this job classification. This is not intended to be an exhaustive list of all responsibilities and duties required of employees so classified. Employees may be directed to perform job-related tasks other than those specifically presented in this job description.

A PHR/SPHR or SHRM-CP/SHRM-SCP certification is preferred.

Education/Training:

Work requires a general business or personnel background generally equivalent to a bachelor's degree in a related field.

Experience:

Work requires five years of business and/or administrative experience, with exposure to human resources activities, to acquire knowledge of human resources policies and procedures necessary to manage the personnel activities of a major department or division.

OR AN EQUIVALENT COMBINATION OF RELEVANT EDUCATION AND/OR EXPERIENCE.

Skills:

N/A

Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.