Director of Library Human Resources

Location
Illinois, United States
Salary
Salary Commensurate with experience
Posted
Sep 18, 2020
Employment Level
Administrative
Employment Type
Full Time
About the Unit

At the center of an institution of intense intellectual inquiry, the University of Chicago Library aspires to be an integral partner in the most dynamic research and learning environment in the world, supporting the University’s commitment to research and teaching and to using its intellectual resources to help solve the world’s problems. Even as we continue to focus on building and preserving our renowned collections, the Library is assuming new roles that are vital to research, innovation, and learning at the University. In the process, we are leveraging the deep expertise of Library staff, developing services that support new avenues of research, and expanding access to and preservation of scholarly resources in ways that advance the goals of the University community and the needs of the next generation of scholars. In pursuit of this mission, the University of Chicago Library’s Human Resources team is committed to sustaining our excellent staff, providing ongoing support and outstanding services to all our employees. Through a range of human resources services and programs, we strive to develop and sustain expertise, skill, commitment, and an innovative spirit in our staff, and to foster a work environment that supports creativity, inclusion, belonging, growth, and collaboration.

Job Family

Human Resources

Designs and implements strategic human resource programs and policies for staff to ensure talent alignment with University mission and goals. Serves as strategic thought partners throughout campus to enable high performing talent. Collaborates with unit and divisional leadership on organizational strategy, talent acquisition, learning and development, performance management, compensation, benefits, and employee and labor relations.

Career Track and Job Level

Human Resources Generalist

Serves as generalist and strategic consultant to one or multiple units across the University in driving talent processes. Partners with unit and divisional leadership, and Central HR to ensure talent is high performing and driving unit and divisional short and long-term goals. Oversees full life cycle of employees (from onboarding through and including offboarding) within unit or division and oftentimes serves as the brand ambassador for Human Resources. Note: P4 and P5 limited to central roles only that have campus-wide impact. Unit and divisional roles are P1-P3. Some larger units or divisions may have M2-M4 if people management responsibility or complex divisional oversight (the five divisions are BSD, PSD, SSD, ARD and The College).

M2: Manages professional employees and/or supervisors. Is accountable for the performance and results of a team within own discipline. Adapts departmental plans and priorities to address resource and operational challenges. Decisions are guided by policies, procedures and business plan; receives guidance from manager. Provides technical guidance to employees, colleagues and/or customers.

Role Impact

People Manager

Responsibilities

The job manages a team of professional staff responsible for designing, implementing, and monitoring a variety of human resource programs. Develops department plans to address long-term human resource needs and trends.

1) Manages employees by establishing annual performance goals, allocating resources, assessing annual performance, and determining individual merit, incentive and/or promotional increases., 2) Stays abreast of federal, state and local employment laws and regulations and may advise unit management and professional staff in matters relating., 3) Ensures and may help develop short- and long-term human resources plans and operational policies for a unit. Develops and administers the HR budget for the unit and manages expenses., 4) May represent the unit in grievances, complaints, or legal issues, and works with the appropriate University offices to coordinate resolutions., 5) Performs other related work as needed.

Unit-specific Responsibilities

1) Strategic Direction and Leadership

a. Reporting to the Assistant University Librarian for Administrative Services, the Director of Library Human Resources (HR) leads a human resources program that supports the Library’s strategic goals.

b. As a senior member of the Library Administration team, this position frequently collaborates with and provides leadership and guidance to the Library Director and the Director’s Councils.

c. In coordination with Library Administration and division staff, sets policies and establishes and maintains goals, priorities, and programs for administrative services that are consistent with the Library’s mission, values, and strategic plan.

d. Provides a leadership role in working with Library Leadership, and the whole library, to recruit and retain a diverse staff, and to foster a workplace that centers diversity, equity and inclusion practices. Works closely with the Diversity, Equity, and Inclusion Team.

e. Assesses Library HR functions to ensure their effectiveness in supporting the Library’s goals.

f. Ensures compliance with University Human Resources and Provost’s Office policies and standards, as well as all relevant employment law. Advises and counsels supervisors and managers on federal, state and local employment laws and regulations.

g. Keeps abreast of changes affecting human resources and assumes an active leadership and advocacy role within the field.

h. Develops human resources operational policies, procedures, and workflows and oversees their implementation.

i. Represents the Library’s human resource needs to the Provost’s Office, University HR, and other University administrative units.

j. Participates in University and Library system-wide initiatives, committees, and task forces.

k. Represents the University of Chicago Library at professional conferences and meetings

l. Maintains professional networks and collaborative relationships with other libraries’ human resource directors.

m. Hires, trains, evaluates, and oversees the work of the Library’s HR Generalists, and provides leadership for the Library HR unit.

n. Identifies short and long-term human resources goals in consultation with Library leadership, and oversees the allocation of resources to meet departmental, Library, and University priorities.

2) Employee and Labor Relations

a. Represents the Library in all labor and employee relations matters, including grievances, complaints, and legal issues. Works with the appropriate University (Legal, Employee and Labor Relations) and external offices (union representatives) to coordinate effective handling of dispute resolutions.

b. Assists Library managers and staff in understanding of employment law, University and Library policies and procedures, and the collective bargaining agreement.

c. Leads and supports supervisors through disciplinary procedures, including coaching and other corrective action activities, and assists managers and staff in resolving personnel issues while ensuring compliance with guidelines and laws.

3) Academic and Staff Recruitment

a. In partnership with the Provost’s Office, manages recruitment, appointment, and promotion processes for librarians (Other Academic Appointees).

b. Oversees staff recruitment process and provides guidance for clerical, exempt, non-exempt, and IT searches.

c. Works to cultivate and support a diverse, inclusive workforce and create equal employment opportunities for underrepresented groups. Ensures that all Library recruitment adheres to the University’s EEO/affirmative action policies and best practices.

4) Performance Management and Compensation

a. Oversees the Library's performance management process, including the review and improvement of performance management tools.

b. Counsels/coaches employees and management, including advice on professional development alternatives and union relations.

c. Responsible for all staff classification and compensation activities including development, review, and maintenance of staff job descriptions and classification of the Library’s positions.

d. Reviews and evaluates internally consistent and externally competitive compensation programs; oversees salary adjustments, reclassifications, and promotions.

5) Professional Development

a. Works collaboratively with Library staff to provide Library-specific professional development and training programs that ensure organizational readiness.

b. Coordinates and monitors professional development programs and works to ensure their success.

6) Other

a. Manages all operations for the Library HR department and supervises 2 FTE staff, the HR Generalists.

b. Provides expertise and oversight for all Library HR functions, including recruitment, employee/labor relations, policy interpretation, compensation, payroll, orientation, staffing changes, performance management, and organizational development and training.

c. Provides HR support for approximately 70 librarians; 65 exempt and non-exempt supervisory, IT, and other staff; 90 bargaining unit staff; and about 200 student employees across the University of Chicago Library system.

d. Serves on the Library Leadership Council. May also serve on other Library committees and working groups as needed.

e. Manages leave administration process for librarians and staff employees.

f. Supports Library and University-wide diversity and inclusion initiatives.

g. Administers Library HR budget.

Unit-preferred Competencies

1) Demonstrates critical thinking and analytical skills.
2) Exceptional problem-solving skills.
3) Outstanding oral and written communication skills, with the ability to communicate effectively and professionally with individuals from diverse backgrounds and at various levels of the organization.
4) Excellent interpersonal skills, including the ability to build cooperative, effective working relationships with a range of stakeholders both on and off campus.
5) Strong organizational skills and attention to detail and accuracy.
6) Demonstrates effective facilitation, negotiation, and mediation skills.
7) Demonstrates commitment to customer-focused service and a record of effective leadership in the development and implementation of new programs.
8) Demonstrates commitment to diversity and inclusion.
9) Demonstrates commitment to professional development.
10) Demonstrates ability to handle sensitive information, exercise discretion, and maintain confidentiality.
11) Demonstrates ability to exercise diplomacy and interact with constituents with integrity, tact, and professionalism.
12) Demonstrates ability to effectively train and teach others
13) Demonstrates ability to counsel and advise a variety of constituents in HR matters, and to effectively manage through others, influence, and collaboration.

Working Conditions
Working Setting 
1) Office environment

Physical Demands
1) Ability to see, including color, depth perception, or clarity; must be able to visually focus on print and electronic material for long periods.
2) Ability to hear, including making fine discriminations in sound.
3) Ability to sit for 4 hours or more.
4) Ability to use computers extensively for 4 hours or more.
5) Ability to operate equipment necessary to perform job.
6) Effective audio-visual discrimination and perception.
7) Ability to use standard workstation equipment.
8) Ability to use standard office equipment.

Education, Experience, and Certifications

Minimum requirements include a college or university degree in related field.

Minimum requirements include knowledge and skills developed through 7+ years of work experience in a related job discipline.

Preferred Qualifications
Education
1) Bachelor’s degree
2) Master’s degree in related field
3) PHR/SPHR/SHRM-CP/SHRM-SCP certification

Experience
1) Minimum of five (5) years of human resources experience. Preference will be given to applicants with broad generalist experience in multiple HR functions.
2) Previous successful management and supervisory experience.
3) Experience in academic or library setting.
4) Experience working in HR at University of Chicago and/or a solid understanding of its administrative landscape.
5) Experience with academic hiring.
6) Experience serving as a strategic HR partner with organizational leadership.
7) Experience practicing HR in a union environment.
8) Experience with planning and assessment.

Technical Knowledge and Skills
1) Demonstrates proficiency with Microsoft Office (Word, Excel, PowerPoint, etc.) and Outlook.
2) Demonstrates experience working with human resources information systems (HRIS) and applicant tracking systems.
3) Experience with Workday HRIS.
4) Experience using meeting software and applications such as Skype, Goto meeting, Zoom, etc.
5) Working knowledge of relevant federal, state, and municipal employment laws and regulations (including those related to EEO/AA; FLSA; FMLA; ADA; and OSHA).

Required Documents
1) Cover Letter
2) Resume
3) Reference Contact Information
NOTE: When applying all required documents MUST be uploaded under the Resume/CV sections of the application.

Posting Statement The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.

 

Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.

 

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