HR DEPARTMENTAL MANAGER III
HR DEPARTMENTAL MANAGER III
Pathology - General
Job code: 2007
Job Level: 14
Pathology - General
The Human Resource Manager III will guide the strategic development of and manage the daily Human Resource functions specific to operations, practices and processes for the Department of Pathology. These activities will include recruitment and staffing, compensation and benefits, employee and labor relations, policy and program administration, training and development, and direct supervision of assigned staff. We are a large academic medical department comprised of clinical faculty and research faculty engaged with research labs and centers, fellows, residents and staff.
This position will further advance the effort of putting the right people and the right skills together to fulfill our mission for excellence in pathology. Candidate should have a passion for people development and business competencies in analysis, reporting and organizational skills, excel at building relationships, possess enthusiasm, assume responsibility willingly, meet deadlines effectively, and be a positive catalyst for change. The HR Manager will be an important leader in developing and maintaining a professional and engaging culture for our entire department.
Core areas of responsibility will include:
Recruitment and Staffing Process: Coordinate and manage the process of staffing needs assessment and evaluation in the department. Review requests for new positions and reclassifications of positions to determine appropriateness. Assist with writing job descriptions, recruitment, screening and interviewing of candidates, to include both faculty (clinical and research) and staff. Provide counsel on the selection and placement process of candidates for alignment with needs assessment. Ensure all transactions are completed in a timely fashion so hire start dates are met. Establish an onboarding process for new faculty and staff to include an orientation program for all levels of positions in the department. Maintain compliance with EEO and other established requirements. Direct the management and maintenance of appropriate personnel records.
Compensation and Benefits Administration: Oversee the position classification process and participate in the oversight of the salary administration of the department, working in concert with School of Medicine and University Human Resource offices. Advise department leadership on compensation issues. Review job descriptions for appropriate salary ranges. Perform equity analysis for existing positions for salary and classification alignment and monitor pay practices to ensure equity within the department. Determine budgetary impact of salary adjustments and assist management with salary budget planning. Be a resource for benefit administration in the department and assist with benefit enrollment.
Employee and Labor Relations: Provide guidance and advise leadership, faculty and staff on matters of employee relations to include grievances, performance improvement plans and behavior and professional conduct issues, termination, incident reports and overall conflict resolution. Advise on determination of appropriate disciplinary actions. Represent the department at grievance, arbitration and /or mediation hearings. Direct all compliance with employment and labor laws.
Policy and Program administration: Interpret human resource policies and intent within acceptable best practices to apply equitable application of University policies to all department employees. Develop, implement and manage an employee recognition program within the department to reward various metrics of performance and provide focus on employee retention. Ensure the Performance Evaluation Process is conducted efficiently and on time annually. Recommend and develop personnel policies in the department in accordance with University policies.
Training and Development: Assess department training needs and develop, coordinate or perform training as needed. Provide necessary education and materials to managers and staff. Establish, communicate and execute an overall employee development program. Recommend easy to use, cost effective programs that provide fundamental skills and advanced competencies, both internally and externally as appropriate.
Supervision: HR manager will supervise administrative staff assistants that support the faculty. Manage the activities of the support staff with an emphasis on quality, accountability and results standards to align with performance goals of the department. Provide an atmosphere of employee-oriented teamwork and engage cross training and coverage for department needs.
Provide analysis by creating and producing reports showing progress, adverse and positive trends. Give recommendations and conclusions of data analysis and provide periodic assessments to adjust results toward goals and objectives.
2007 HR DEPARTMENTAL MANAGER III
Job Family Level
Full Time / Part Time
Regular / Temporary
Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, genetic information, gender, gender expression, gender identity, national origin, race, religion, sexual orientation, or veteran status. Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.
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.
Strong MS Office skills, familiar with HR applications such as SAP iForms, Brass Rings, Kronos time and attendance
Auto req ID
Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, genetic information, gender, gender expression, gender identity, national origin, race, religion, sexual orientation, or veteran status.
Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.