Director, Academic HR

The mission of The University of St. Augustine for Health Sciences is the development of professional health care practitioners through innovation, individualized, and quality classroom, clinical, and distance education.

GENERAL SUMMARY

The Director, Academic Human Resources is a member of the University of St. Augustine for Health Sciences Human Resources team and will be charged with providing a strong service focus for the University’s academic leadership and faculty. In partnership with the Office of the Chief Academic Officer, the Director will be responsible for developing and executing HR strategies focused on talent management and development, organizational effectiveness, workforce planning, and employee engagement for our faculty population across five campuses. In addition, the role will support programs that run across the broader HR team to include performance management.

Success in this role will require influential partnership with executive and academic leadership within the University to execute the HR strategies that foster organizational efficiency and faculty effectiveness. The individual in this role must understand university priorities and translate them into meaningful initiatives to support the University as it grows.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Academic Policy and Compliance:

  • Recommend policies for Academic Affairs to Chief Academic Officer (CAO) and Vice President of Human Resources which are at the intersection of academics and HR; draft new policies for review and approval by Legal, HR, academic leadership, and other stakeholders, as necessary; lead discussions with management team and key stakeholders to understand policy implications and communicate decisions.
  • Serve as the Human Resources expert on the Faculty Handbook; provide input and guidance on employment related issues to ensure compliance and adherence to legal guidelines.
  • Provide guidance and counsel to academic leadership for academic HR matters, including guidance on faculty policy interpretation and application, USAHS HR policies, and state and federal regulatory requirements.
  • In partnership with local Campus HR Representative and Faculty Recruiters, ensure adequate records and accreditation files are developed and maintained to document particular faculty personnel actions, development needs, career progression goals, and the appropriate action and/or resolution.


Workforce Planning & Compensation:

  • Work closely with the academic departments to identify opportunities and challenges within the faculty workforce related to staffing levels, accreditation compliance requirements, internal equity, etc.
  • Identify needs and recommend strategies and modifications to current and future recruitment, retention, and engagement initiatives as well as identify appropriate individuals (i.e., Faculty) for nominations to faculty committees, University committees and other entities.
  • Provide strategic financial counsel and direction to the Chief Academic Officer and VP, Human Resources related to assessing structure and strategies to support academic leadership, core faculty, contributing faculty and support staff. This includes but not limited to coordinating on appropriate compensation packages, succession planning, retention plans, developing compensation model changes and strategies, salary increase options, adjustments and merit.
  • Responsible for ensuring fair and equitable faculty compensation across the University, including reviewing compensation at the time of hire, conducting monthly academic salary audit for internal equity purposes, considering performance, spot and special payments.
  • Work with HRIS, Human Resources and academic leadership to assist in building effective, competitive and comprehensive workload and compensation models for full-time faculty and contributing faculty.
  • Outline, analyze, and review special payments outside of normal job responsibilities to ensure equitable payment model across all departments, programs and campuses; responsible for the delivery of a finalized above and beyond structure and toolkit for academic compensation.


Faculty Engagement and Relations:

  • Proactively and in response to inquiries, provide leadership on particularly complex, challenging or disputed individual faculty personnel actions. Outcomes may include performance management, suspension, disciplinary action, termination, promotion, disability accommodation, leaves of absence and workplace safety concerns.
  • Provide support and coordination with local Campus HR Representative regarding faculty complaints or student complaints related to faculty, as needed.
  • Serve as the Engagement Survey subject matter expert for academic departments; provide training, guidance and strategies related to action planning, engagement drivers and priorities for specific programs and academic leaders.
  • Work closely with academic leadership to drive engagement for high potential talent; consider opportunities for rotational and/or stretch assignments, dual appointments, and other creative programs that allow for ongoing development and career progression.


Talent Management & Development:

  • In coordination with the Director, Talent Management and Development, design and deliver the talent development and career management strategies for faculty and academic leadership, including professional development planning, academic career ladders and integration of competency-based models.
  • Work collaboratively with academic leadership team to ensure individual development plans (IDPs) are in place for all key talent, high potentials, and succession candidates to enhance their ability to achieve goals and assume increased levels of responsibility.
  • Manage coaching, mentoring and executive transition programs for academic leaders and faculty.
  • In collaboration with academic and HR leadership, design and formulate the academic leadership academy; support identification of external programs and design and/or deliver innovative internal development programs to accelerate development of key talent and successor candidates utilizing contemporary communications methods and learning media, distance learning and online.



OTHER DUTIES AND RESPONSIBILITIES

May perform other duties and responsibilities that management may deem necessary from time to time.

  • Assess risk, evaluate strategic options, and lead strategic decision making to guide matters to resolution, considering the multiple processes, goals, and policy or regulatory requirements of different offices within USAHS.


POSITION IN ORGANIZATION



Reports to:
Vice President, Human Resources
Positions Supervised
: Requires coordination with Campus HR team, Faculty Recruitment, Compensation and Benefits departments as well as a matrixed reporting relationship into the Office of the Chief Academic Officer


TECHNICAL, MANAGERIAL & PEOPLE SKILLS REQUIRED


To perform this job successfully an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Incumbents will be evaluated, in part, based on performance of each essential function. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

  • Experience with HR Systems to include HRIS, ATS and other applicable resources.
  • Proficiency with MS Office to include strong command of PowerPoint and Excel for reporting and presentations.


EDUCATION and/or EXPERIENCE

  • Bachelor's degree in Human Resources or business-related field required and a combination of education and experience equivalent to a master’s degree in Business Administration, Human Resources or a related field of graduate study.
  • 7-10 years of progressive HR experience in a multi-site environment with proven capabilities in a high volume, yet strategic focused HR environment.
  • Experience in higher education, focusing on academic talent management and development, is highly desired.
  • Demonstrated dedication to equity, diversity and inclusion.
  • Experience in human resources and employment matters, particularly in the higher education environment.
  • Exhibit knowledge of and familiarity with laws, regulations and policies related to employment, labor relations and human resources.
  • Demonstrated success in the management of complex programs, activities, or units.
  • Outstanding interpersonal skills and communication skills (written and verbal).
  • Excellent analytical skills; ability to synthesize information and prepare presentations capturing analysis, recommendations and action items for delivery to a senior level audience.
  • Demonstrated ability exercising a high-level of confidentiality and working with sensitive information.
  • Healthcare and/or Health Sciences environment experience is highly preferred.


TRAVEL

Position may require travel to USAHS campuses; not to exceed 25%
BUSINESS COMPETENCIES

To perform the job successfully, an individual should demonstrate the following competencies:


  • Collaborates - Building partnerships and working collaboratively with others to meet shared objectives.

  • Being Resilient - Rebounding from setbacks and adversity when facing difficult situations.

  • Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.

  • Drives Results - Consistently achieving results, even under tough circumstances.

  • Innovation - Creating new and better ways for the organization to be successful.

  • Customer Focus - Building strong customer relationships and delivering customer-centric solutions.

  • Drives Engagement (People Managers Only) - Creating a climate where people are motivated to do their best to help the organization achieve its objectives.

  • People Leadership (People Managers Only) - Leads by example when it comes to finding and developing talent, with a focus on talent acquisition strategies, setting performance targets that raises standards and development of high potential talent.


WORK ENVIRONMENT

Work is performed primarily in a standard office environment but may involve exposure to moderate noise levels. Work involves operation of personal computer equipment for six to eight hours daily and includes physical demands associated with a traditional office setting, e.g., walking, standing, communicating, and other physical functions as necessary.

The University of St. Augustine for Health Sciences is an equal opportunity at will employer and does not discriminate against any employee or applicant for employment because of age, race, religion, color, disability, sex, sexual orientation or national origin.

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