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.
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
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:
Workforce Planning & Compensation:
- 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
- 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.
Faculty Engagement and Relations:
- Work closely with the academic departments to identify
opportunities and challenges within the faculty workforce related
to staffing levels, accreditation compliance requirements, internal
- 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
- 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
- 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
Talent Management & Development:
- 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
- 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.
OTHER DUTIES AND RESPONSIBILITIES
- 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
- 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.
May perform other duties and responsibilities that management may
deem necessary from time to time.
POSITION IN ORGANIZATION
- 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.
Vice President, Human Resources
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
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
EDUCATION and/or EXPERIENCE
- Experience with HR Systems to include HRIS, ATS and other
- Proficiency with MS Office to include strong command of
PowerPoint and Excel for reporting and presentations.
Position may require travel to USAHS campuses; not to exceed
- 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
- 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
- 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
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
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
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