HR Dept. Manager - Cell Biology & Biochemistry

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.

 

OCCUPATIONAL SUMMARY

 

Manage and coordinate personnel activities for Cell Biology and Biochemistry to include recruitment, placement, and termination of employees, classification and salary administration, interpretation of personnel policies, and employee relations functions to meet University and departmental objectives. This position reports to the Sr. Director, SOM HR Operations, with a dotted line to the Chief Administrative Officers in Cell Biology and Biochemistry.

 

WORK PERFORMED

 

• 30% - Coordinate and manage recruitment, screening, and interviewing of applicants for departmental positions; provide guidance on selection and placement of employees in positions to achieve departmental objectives; ensure departmental compliance with EEO and other applicable requirements. Design and implement departmental onboarding and orientation processes.
• 15% - Advise departmental management on pay issues, affirmative action requirements, classification issues, performance appraisal, employee relations and employee training and development issues; maintain liaison with Human Resources, Staff and labor relations and other appropriate offices and departments to respond to employee relations issues. Lead annual staff performance evaluations.
• 10% - Create employee recognition programs and events. Interpret personnel policy intent and/or acceptable management practices to ensure fair and consistent application of University policy; develop departmental policies in accordance with established University policy. Make recommendations to ensure the creation of a work environment that is diverse and equitable.
• 15% - Advise and assist management, faculty and staff in the handling of employee relations issues, complaints and/or grievances and determination of appropriate disciplinary actions; represent management at grievance hearings, dismissal conferences and arbitration.
• 10% - Manage process for new and replacement positions including review and screen requests; needs assessment for position reclassifications to determine appropriateness of submission; advise management on departmental organization. Strategically plan recruitment for the harder to fill positions. Draft, create, and review job offer letters in alignment with organizational policies and employment laws. Develop and conduct exit interview process.
• 5% - Determine budgetary impact of salary actions and assist management with salary budget planning and staffing requirements. Develop HR strategic planning to meet department’s needs.
• 10% - Serve as APT liaison; Prepare all necessary documentation for faculty and postdoc hires; follow-up with APT or responsible hiring School or Department, in the case of joint hire.
• 5% - Prepare reports and analyses reflecting progress, adverse trends and appropriate recommendations or conclusions; ensure maintenance of appropriate personnel records. Oversee work performed by School of Medicine HR Service Center. Recommend various personnel actions including, but not limited to, hiring, performance appraisal, disciplinary actions, and vacation schedules.

 

MINIMUM QUALIFICATIONS

 

Education

 

Work requires a general business or personnel background generally equivalent to a bachelor's degree in a related field.

 

Experience

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