Director of Human Resources, Duke Alumni Engagement and Development (AED)

Duke University

1mo ago

Job
Full-time
Senior Level
People, HR & Administration
Business, Operations & Strategy
Durham

AI generated summary

You need a bachelor’s degree or equivalent, plus 5 years of relevant business/admin experience, with knowledge of HR policies to manage personnel activities in a major department.
You will partner with leaders on HR policies, manage employee relations, develop strategies for talent acquisition, oversee HR data analytics, and ensure alignment with strategic goals.

Requirements

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

Responsibilities

Serve as Lead HR Generalist Business Partner
Serve as the subject matter expert for AED on HR-related issues (i.e. policy questions, pay issues, employee relations and benefits questions, etc).
Develop departmental HR policies in accordance with established University policy and interpret HR policy intent and/or acceptable management practices to ensure fair and consistent application of university policy.
Stay abreast of changing policies and state and federal laws pertaining to human resources, and serve as consultant and communicator of change in policies.
Help leadership and managers with the changing landscape of Human Resources trends and policies.
Assess departmental HR policy training needs and develop, conduct/lead and provide training sessions as appropriate for departmental employees.
Participate in union negotiations and administration of union contracts as appropriate.
Present in key staff meetings related to HR Policy Updates.
Serves as central designate in AED HR to drive initiatives with key stakeholders and groups, and is responsible for the design, communication, implementation, and evaluation of progress.
Manages the process of assessing and evaluating systems, processes, and workflows for HR.
Identify opportunities for continuous process improvement, standardization of systems and processes, automation and communication of changes.
Partner with BI Business Systems and Process Team to continually enhance service delivery for HR functions.
Manage small- and large-scale projects related to business operations performance and development of integrated delivery systems, across the AED infrastructure, fostering collaboration efforts among management and staff and ensures that each project’s timeline, deliverables, and customer satisfaction are consistent with our high-quality standards.
Spearhead initiative to improve web-based resources and tools, leads communication and roll-out with the goal of understandable, accessible information, policies, and clear resources for AED HR.
Participate in staff meetings across AED to serve as point resource for HR programs and initiatives.
Assist with communication of HR practices and policies.
Serve as Lead for Employee Relations Issues
Manage staff assisting with Employee Relations issues.
Advise and assist AED leadership and supervisors on employee/management relations issues, complaints and performance issues, while determining appropriate corrective-action plans.
Partner with Talent Management regarding performance issues as needed.
Represent AED management at grievance hearings, dismissal conferences and arbitration.
Lead HR Strategy
Leads, designs, develops, and organizes and manages the creation of organizational and individual initiatives, programs and services that result in a more effective overall client experience that maximizes organizational capabilities.
Develop HR strategy in support of the short and long-term AED Strategic Priorities and mission critical objectives.
Thinking beyond the tactics and solving for the future to support long-term business goals will be key.
Serve on leadership team for Organizational Performance and Business Operations to participate in projects and strategies to support Talent Management, Talent Development, Employee Engagement, and Culture and Climate Assessments.
Collaborate with the Senior Director of Talent Development, Director of Belonging, Equity and Inclusion, and AED leadership to grow diverse leadership, talent and technical capability pipelines for AED.
Partner with HR team responsible for Talent Acquisition to develop talent acquisition strategies to meet recruitment and staffing needs.
Develop strategies to support hiring managers in recruitment, development and retention of our key talent.
Work to identify “success profiles” and development plans to ensure retention of the key capabilities required in the future.
Collaborates with senior leadership, department clients, and project team members on complex AED-wide projects and initiatives to ensure alignment and integration of AED strategies and mission critical priorities, projects and programs for successful implementation and results.
Provide group and one-on-one coaching with AED leaders to support leadership development, business decision making, HR management, and problem solving and performance management.
Lead Efforts to Design and Disseminate HR Data
Develop and standardize human capital analytical reports that can create today and in future views.
Develop consistent metrics and dashboard to help AED leadership understand trends related to HR Analytics / Talent Acquisition Analytics / Retention Analytics.
Manage intranet AED / Information shared on quarterly basis.
Create and manage HR data dashboards.
Responsible for translating data, trends, and insights and results into a monthly Business Operations dashboard that tracks annual plan accomplishments and progress YTD.
Position Management and Compensation Process
Manage staff responsible for position management to approve the design and implementation of departmental reorganizations and improved culture that will drive employee engagement and retention.
Partner with leadership to ensure successful utilization of budgeted positions.
Advise and assist AED Leadership and managers on position classifications and pay issues as needed, assist in developing and/or reviewing new position requests, reclassifications and title changes.
Work closely with Rewards & Recognition on requests for position creation and reclassifications.
Make decisions as necessary regarding salary compensation process at time of hire, for position upgrades, and for annual salary setting.
Talent Acquisition
Manage staff responsible for talent acquisition to create and manage the AED talent strategy to include 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.
Determine budgetary impact of salary actions and assist management with salary budget planning and staffing requirements.
Manage HR Team to assist with providing the services listed above
Management Duties
Representation Duties - Appropriately represent Duke University as “employer” to direct reports and direct reports as “employees” to Duke University.
Programmatic Duties - Ensure alignment of given programmatic, departmental, vertical, and/or organization-wide activities with AED strategic goals, priorities, and expectations.
Financial Duties - Exercise fiduciary responsibility for given individual, programmatic, departmental, vertical, and/or organization-wide activities in accordance with Duke’s financial policies, procedures, and standards, and AED expectations.
Personnel Duties - Supervise direct reports in accordance with Duke’s human resource policies, procedures, and standards, and AED expectations.
Personnel Duties - Hire and onboard new employees (and offboard separating employees) in accordance with programmatic, departmental, vertical, and organization-wide priorities, Duke’s human resource policies, procedures, and standards, and AED expectations.

FAQs

What is the primary responsibility of the Director of Human Resources for Duke Alumni Engagement and Development (AED)?

The primary responsibility is to develop and manage the human resource strategy for AED, focusing on recruiting, assessing, selecting, developing, and retaining diverse talent to support AED's strategic goals.

Who does this position report to?

This position reports to the Associate Vice President of Organizational Performance & Business Operations.

What kind of team will the Director of Human Resources manage?

The Director will manage a team of HR Managers, HR Representatives, HR and Project Management Specialists.

How many years of experience in human resources is required for this position?

A minimum of five years of business and/or administrative experience with exposure to human resources activities is required, or an equivalent combination of relevant education and/or experience.

What is the anticipated pay range for this position?

The anticipated pay range for this position is between USD $76,628.00 and USD $153,254.00.

Is there any ongoing training required for employees in this role?

Yes, the Director will assess departmental HR policy training needs and develop, conduct, or lead training sessions as appropriate.

Will the Director of Human Resources participate in union negotiations?

Yes, the Director will participate in union negotiations and administration of union contracts as appropriate.

What does the role require regarding employee relations issues?

The role requires managing staff that assist with employee relations issues, advising AED leadership on performance issues, and representing AED management at grievance hearings and other related meetings.

Is diversity a focus in this role?

Yes, there is a strong emphasis on advancing diversity through talent acquisition strategies and developing a diverse leadership pipeline for AED.

What benefits does Duke University offer to employees?

Duke University offers comprehensive medical and dental care programs, generous retirement benefits, and a variety of family-friendly and cultural programs to eligible team members.

What educational background is required for this position?

A general business or personnel background equivalent to a bachelor's degree in a related field is required.

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Duke University is a leading academic institution dedicated to excellence in education, research, and community service. Their ultimate mission is to advance knowledge and develop leaders who can make a positive impact on society. Duke University aims to provide a transformative educational experience, fostering intellectual growth, critical thinking, and ethical leadership. By integrating rigorous academics with a commitment to social responsibility, Duke seeks to contribute to the global community and address pressing challenges through innovation and collaboration.