HR DEPARTMENTAL MANAGER III
- Location: Durham, NC
- Posted: Jan 6, 2020
School of Medicine:
Established in 1930, Duke University School of Medicine is the youngest of the nations top medical schools. Ranked tenth among its peers, the School takes pride in being an inclusive community of outstanding learners, investigators, clinicians, and staff where traditional barriers are low, interdisciplinary collaboration is embraced, and great ideas accelerate translation of fundamental scientific discoveries to improve humanhealth locally and around the globe.
Comprised of 2,400 faculty physicians and researchers, the Duke University School of Medicine along with the Duke University School of Nursing and Duke University Health System create Duke Health. Duke Health is a world-class health care network. Founded in 1998 to provide efficient, responsive care, the health system offers a full network of health services and encompasses Duke University Hospital, Duke Regional Hospital, Duke Raleigh Hospital, Duke Primary Care, Private Diagnostic Clinic, Duke Home and Hospice, Duke Health and Wellness, and multiple affiliations.
Serve as the HR Manager for one or multiple departments within the School of Medicine. This position will be responsible for all aspects of human resources, including, but not limited to, recruitment, classification and compensation, training and development, employee relations, policy interpretation, and consulting with leadership on the needs of the organization and its employees. This position will serve as the HR go-to resource for the department(s) this position supports. While this position will support one or more School of Medicine departments, this position will report through the School of Medicine HR Management Center.
Manage staff recruitment process including preparing job descriptions, posting positions, screening and interviewing candidates, coordinating salary offers, and onboarding new hires. Determine budgetary impact of salary actions and assist management with salary budget planning and staffing requirements.
Provide guidance and assistance with corrective action, reduction in force, and address potential employee relations issues, serving as primary interface with School and University central offices. Facilitate the annual performance review process. Interpret HR policies; make recommendations and implement solutions. Prepare reports and analyses reflecting progress, adverse trends and appropriate recommendations or conclusions; ensure maintenance of appropriate personnel records. Supervise designated employees.
Review and screen job classification requests and coordinate with Rewards and Recognition. Responsible for salary administration, including salary determinations and annual merit increase processes. Provide guidance on organizational structure.
Primary liaison between the department(s) and the School of Medicine Management Center, HR Shared Services Center, Corporate HR and other business partners. Demonstrate exceptional leadership and customer service skills. Drive continuous improvement and identify and implement system and process improvements.
Provide subject matter expertise and coordinates all HR activities including payroll, visas, vacancy management and recruitment, HR policies, etc.
Provide interim departmental HR Manager support in absence of departmental HR Manager. Represent department(s) in meetings. Complete projects as assigned including tier advancement processes, recognition initiatives, and flu vaccination policy requirements.
The above statements describe the general nature and level of work being performed by the individual assigned to this job classification. This is not intended to be an exhaustive list of all responsibilities and duties required of employees so classified. Employees may be directed to perform job-related tasks other than those specifically presented in this job description.
A PHR/SPHR or SHRM-CP/SHRM-SCP certification is preferred.
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, OR AN EQUIVALENT COMBINATION OF RELEVANT EDUCATION AND/OR 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.
Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideasan exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
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.