DIR, Human Resources

Apply now Job no: 540480
Work type: Staff Full-Time
Location: Main Campus (Gainesville, FL)
Categories: Executive/Director/Management, Human Resources, Office/Administrative/Fiscal Support
Department:  - LS-DEANS OFFICE

Classification

Title:

DIR, Human Resources

Master’s degree in an appropriate area and six years of relevant experience; or a bachelor’s degree in an appropriate area and eight years of relevant experience.

Job Description:

The Director of Human Resources provides strategic leadership and operational oversight for human resources functions within the College of Liberal Arts and Sciences. This position works closely with college leadership, CLAS units, UF Human Resources, the Office of the Provost, the Office of the General Counsel, and other university offices to support consistent, compliant, and effective HR practices across the college.

• Direct and coordinate HR functions for CLAS and serve as the college’s chief HR advisor to the Dean and Associate Deans.
• Serve as the primary liaison to UFHR, the Office of the Provost, the Office of the General Counsel, and other university offices on HR policy interpretation, case management, and university-wide initiatives.
• Develop and maintain college-level HR procedures and guidance to support consistent, compliant processes across CLAS units.
• Review and approve designated HR and personnel transactions at the college level to ensure accuracy, funding alignment, and adherence to UF and CLAS requirements.
• Lead or participate in college wide HR projects, reorganizations, and business continuity or emergency planning as assigned by the Dean.
• Represent CLAS HR at university and, as appropriate, state or national HR forums.
• Create and sustain a culture that supports success through professional development, intentional career paths, internal advancement opportunities, collaboration, and service to the college and university.

• Oversee the development and review of position descriptions and recruitment materials for faculty, TEAMS staff, postdoctoral associates, and other employee groups in CLAS.
• Advise departments on titles, classification, starting salaries, equity or retention actions, special pay increases, and reclassifications.
• Support onboarding and orientation expectations for CLAS units to promote a consistent employee experience.
• Serve as an escalation point for CLAS units on benefits, leave, and personnel-process questions when interpretation or coordination with UFHR is required.
• Oversee college-level performance management processes, monitor completion, and follow up with units that have gaps.
• Serve as the senior HR resource to Associate Deans and the Dean on employee relations matters for the college.
• Conduct or coordinate fact-finding and investigations in partnership with UF Employee Relations and the Office of the General Counsel and prepare documentation and recommendations for college leadership.
• Lead or coordinate talent development, succession planning, and organizational development efforts for HR and administrative roles within CLAS.
• Support offboarding and separation processes that require college visibility or central coordination.
• Serve as a college-level approver or reviewer for personnel transactions.
• Partner with the Office of the Provost and UFHR on unique or complex academic personnel actions affecting CLAS faculty.
• Oversee CLAS effort-reporting items managed through the HR function and serve as liaison to central offices to resolve questions.

• Draft, update, and disseminate CLAS HR policies, procedures, and reference materials to operationalize university rules for the CLAS environment.
• Plan for and lead HR-related change management tied to university system or process changes so decentralized CLAS units can implement them effectively.
• Design and deliver training for administrators, office managers, chairs, and directors on HR processes, performance programs, academic HR timelines, and other personnel topics.
• Monitor HR-related compliance for the college, including I-9 and work authorization, remote or alternate work location approvals, and other regulatory requirements,…