POSITION OBJECTIVE 

The Assistant Director of Human Resources will lead and execute all human resources activities and initiatives for the management school staff. This role includes oversight of recruitment for all staff positions, performance management, retention initiatives, terminations, employee relations, and the administration of benefits and leave of absences. The assistant director is responsible for managing the human resources administration, records, and processes within the management school. Collaborating with Case Western Reserve University¿s human resources department, the Assistant Director will promote effective HR practices, foster a productive and engaging work environment, and ensure compliance with internal and external policies, laws, and regulations. Additionally, the assistant director will provide guidance and advice while managing highly sensitive and confidential HR-related information.

ESSENTIAL FUNCTIONS

Oversee the employment process for all staff at the management school, which includes aggressive and innovative recruitment, and review of candidate applications with supervisor. Act as liaison between the department and central human resources in the negotiation of salary and facilitating the on-boarding process. Develop and manage school onboarding activities and work with departments to ensure an excellent onboarding experience. Review hiring requests and make salary recommendations. Coordinate with the Immigration department on all staff and faculty J1 and H1-B visa information. Process promotion paperwork as needed. (25%)

Manage the adjunct agreement process. Create teaching agreements in collaboration with the department chairs, program managers, and department administrators and submit to HR Records. Audit agreements each semester to ensure appropriate payments, work with HR records on any issues. Setup up new adjuncts is SIS. Research best practices and implement process improvements. (15%)

Oversee annual performance review process for staff. Ensure job descriptions are reviewed annually as part of this process. Provide guidance and recommendations to heads of academic departments and directors throughout the performance evaluation process to promote timely and meaningful goal setting, performance assessment, productive dialogue, and development planning for staff. Monitor merit recommendations and evaluate requests beyond annual compensation guidelines. Forward exception requests to HR Compensation as needed. (15%)

Working with school leadership, faculty and staff promote a strong value driven culture. Work with Central and leadership to develop and implement HR practices to improve the school¿s diversity and inclusion efforts. Lead school trainings and activities to promote faculty and staff awareness of supervisor responsibilities, job families and promotional paths, benefits, retirement planning, leave of absence guidelines and other policies. Advise department heads and directors on options for structuring and managing their area and the budget, staffing, and business implications of those choices; work with them to develop and/or revise job descriptions to meet business needs. Work closely with staff as requested to discuss and identify professional development paths and opportunities (10%)

Serve as a confidential (as applicable) resource and advisor to employees to assist with navigating professional issues and challenges and provide direction to appropriate university resources as needed. Work with employees and supervisors as requested to help resolve conflicts, escalating as necessary. Guide supervisors through the Positive Corrective Action process, grievance process and termination activities to resolution. (10%)

Create and maintain school policies and procedures for all HR responsibilities including recruitment and hiring, onboarding, off boarding, and payments. Gather relevant HR data at regu