Director of Organizational Development and Human Resources

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 proactively promote strong and effective human resource practices, fostering a productive and engaging work environment. The director will develop internal policies and ensure compliance with both internal and external policies, laws, and regulations.

The director will manage human resources-related activities with sensitivity and confidentiality. This position will serve as the primary expert on policies, handbooks, protocols, and bylaws applicable to staff and faculty. The director will advise school leadership on matters related to the school's approximately 600 employees (comprised of 507 regular and special faculty, and 110 staff) across 21 departments, ensuring the college's human resources 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 human resources administration, records, and processes. The director serves as the primary liaison with central human resources.

• 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 trusted resource for the 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 needed revisions, developing a plan for recruitment strategies in collaboration with central human resources, acting as liaison between the hiring manager and central human resources for salary negotiations, and creating, and managing, the college's onboarding and offboarding documentation and processes.
  
  (25%)
• Oversee the efficient and accurate management of 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 all regular, adjunct, and secondary appointments. Manage the annual faculty salary recommendation process in coordination with department chairs. Oversee faculty summer pay and non-regular appointment coverage of courses for fall and spring semesters.
  
  Manage the appointment process (both new and continuing) 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 make determinations on immigration requests and facilitate the immigration approval process in conjunction 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 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 department and center administrators and their direct reports through engaging best practices, developing learning materials, guides and plans and directly training, mentoring and collaborating 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 and training. Conduct staff surveys, develop training curriculum, and conduct training sessions on various topics. (15%)
• Collaborate with the Director of Budget and Financial Planning and…