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 2,600 faculty physicians and researchers, nearly 2,000 students, and more than 6,200 staff, the Duke University School of Medicine along with the Duke University School of Nursing, and Duke University Health System comprise Duke Health, a world-class academic medical center. The Health System encompasses Duke University Hospital, Duke Regional Hospital, Duke Raleigh Hospital, Duke Health Integrated Practice, Duke Primary Care, Duke Home Care and Hospice, Duke Health and Wellness, and multiple affiliations.
Sr. Director, SOM HR Operations| Duke School of Medicine
Work Summary:
Direct the activities of Duke University School of Medicine (SOM) centralized HR resources to ensure consistent and efficient HR operations. This position will provide reliable interpretation and application of human resources policies related to faculty and staff. Manage and coordinate personnel activities of a complex Shared Services Center to include recruitment, classification and salary administration, visa coordination, FMLA/PLOA, interpretation of personnel policies, and employee relations functions to meet University objectives. Plan, develop, and implement strategies to successfully support the objectives of customer service, efficiency, continuous improvement, and consistency.
Work Performed
Serve as the Sr. Director, SOM HR Operations and as a strategic partner and HR resource for participating department leadership, HR representatives, and staff, encompassed of 34 departments/units. Interpret HR policies; make recommendations and implement solutions, address potential employee relations issues. Support participating SOM departments with HR consultation and transactional support while driving exceptional service and quality deliverables.
25%
Manage and oversee 21-person HR team (13 HR Specialists, 3 HR Managers, 5 HR Dept. Directors), providing leadership, coaching, and guidance; complete performance reviews for each team member that directly reports (six total) to the Sr. Director, SOM HR Operations. Provide strategic leadership to HR staff; provide administrative and operational direction for day-to-day activities; hire and evaluate staff performance. Train, develop, coach, counsel, and mentor staff to ensure optimum performance, customer service, and development of HR competencies. Maintain high team morale and a positive work environment. Address and manage employee relations issues and/or coordinate with appropriate areas.
40%
Maintain appropriate staffing levels, including recruitment of additional and/or replacement staff while ensuring a seamless transition for participating departments. Ensure appropriate and pragmatic use of unit funds. Drive continuous improvement throughout the HRSC, identifying and implementing system and process improvements. Establish and implement metrics to evaluate the effectiveness of the HRSC and drive performance outcomes; identify, monitor, and measure progress and trends; make recommendations for improvement; analyze data and prepare reports to measure success. Track volumes by transaction type to help maintain appropriate staffing levels and inform future cost allocations for participation in the HRSC. Continue to develop and refine annual and long-term Human Resources plan, ensuring the SOM HR team remains aligned with the overall strategic plan of SOM Administration.
15%
Represent SOM HR in meetings with departments and other administrative meetings. Participate on committees to support the SOM, Duke University, and Duke Health System initiatives. Support the Assistant Dean/Assistant Chief HR Officer with Service Center and non-Service Center functions.
10%
Build effective business relationships with internal and external teams; coordinate onboarding of new departments, business development with SOM HR through engagement with prospective customers and department leadership.
5%
Provide, or delegate, interim departmental HR Director support in absence of departmental HR staff. Interpret HR policies; make recommendations and implement solutions; address employee relations issues; manage and coordinate Reduction-in-Force process when applicable. Serve as departmental approver for time worked and time off submissions; ensure all staff are paid accurately and on time. Process iForms, including but not limited to, hires, transfers, rate and schedule changes, cost distributions, manual salary cost transfers, bonus and incentive supplemental payments. Assist with recruitment, including SuccessFactors processes, candidate assessment, salary determinations, reference checks, job offers, and completing hires and transfers for faculty appointments, staff, and students. Assist with reclassification requests and position management recommendations.
5%
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.
Education/Training:
Work requires a general business or personnel background generally equivalent to a bachelor's degree in a related field.
Experience:
Work requires six 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
Minimum Qualifications
Education
Work requires a general business or personnel background generally equivalent to a bachelors degree in a related field.
Experience
Work requires six 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.
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.