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ASST CHIEF HUMAN RESOURCES OFFICER, SOM

Job Title: ASST CHIEF HUMAN RESOURCES OFFICER, SOM
Job Code: 2325
FLSA: E
Job Level: 17
Revised Date: 01/01/2022
Job Family: JF 28

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Occupational Summary

The Assistant Chief HR Officer (ACHRO) is responsible for assisting the Associate Dean/Chief Human Resources Officer (CHRO) for the School of Medicine (SOM) in determining the Human Resources strategic and programmatic needs and priorities for the SOM, as well as multiple departments within the SOM, articulating those needs to SOM leadership and corporate Human Resources service units, and supporting effective planning, implementation and evaluation of strategies, programs, and services.

Position reports to the CHRO, School of Medicine. The position will oversee the HR Service Center (HRSC), its leaders, SOM HR Departmental Directors, and School of Medicine compensation initiatives. Departmental HR staff across the SOM will have a dotted line report to the ACHRO/CHRO with a solid line report to their departmental business manager.

Work Performed

Work with the CHRO to develop an annual and long-term Human Resources plan that identifies the Human Resources agenda as a component of the overall strategic plan. Working with the CHRO and SOM senior leadership, identify Human Resources strategies and program requirements needed to develop and maintain a progressive work culture in support of effective recruitment, development, and retention of high-performing staff. Support and provide oversight for school-wide initiatives. Act on behalf of the Chief Human Resources Officer in his/her absence.

Lead and direct HRSC and centralized HR Leadership roles, encompassing 18 positions (Director SOM HR Service Center, Director SOM HR Compensation, 4 HR Departmental Directors, 2 HR Representatives, 10 HR Specialists). Develop skills of staff, providing mentoring and support to HRSC, centralized HR leaders, and departmental HR staff. Ensure exceptional customer service and response time in a model of accountability to departments. Drive process improvements and increased operational efficiency. Serve as the primary strategic partner and consultant to departmental-based HR managers, as well as departmental leadership across the SOM, including, clinical, basic sciences, center and institute leadership, and central administrative units. This support includes but is not limited to complicated salary determinations, advising on staff relations issues, developing mentorship for department and HRSC staff, establishing appropriate onboarding and exit interview procedures for departments, talent management programs, and developing and ensuring training of HR staff. Ensure compliance with Duke policies, EEO, and other federal and state regulations.

Oversee the SOM compensation program, including managing the Director SOM HR Compensation. Direct strategic compensation projects, including the implementation of annual salary setting and other market-based initiatives in collaboration with the CHRO, corporate HR, and Duke Compensation partners. Streamline compensation processes and maximize efficiencies related to compensation decisions. Conduct audits of departmental compensation decisions and equity analyses within and across departments within the SOM. Ensure strong collaboration with Duke Compensation while identifying creative solutions to complex compensation issues.

Determine and articulate service requirements, both qualitative and quantitative, to corporate service units for Recruitment, Duke Compensation, Learning and Organization Development, Staff and Labor Relations, Benefits, Human Resources Information Systems, Payroll, and Employee Occupational Health and Wellness. Partner with and support efforts of Corporate HR staff. Collaborate on strategy and policy development with other operating units and Corporate HR executives as part of the Duke Human Resources leadership team. Identify trends and take steps to address employee and operational needs. Develop appropriate employee and management communication vehicles designed to promote a positive work environment. Provide leadership in implementation of SOM HR policies and procedures.

Establish and track Human Resources metrics that reflect a fact-based, comprehensive method for valuing the contributions of staff. Utilize HRSC activity metrics to determine cost allocation of participating HRSC departments, based on HRSC budget slightly below $1 million. Provide regular reports of data and analysis to managers and School of Medicine leadership. Make recommendations to streamline HR processes with a goal of maximizing efficiencies.

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.

Required Qualifications at this Level

Education/Training

A bachelor's degree in Human Resources, business, or a related discipline is required. A graduate degree and PHR/SPHR and/or SHRM CP/SCP are preferred.

Experience

Staff management experience required.

At least seven years of senior human resources executive/leadership experience sufficient to demonstrate expertise with: strategic human resources planning, and program development, including diversity and inclusiveness strategies.

Effective analytical and decision making skills. Project management experience and strong organizational skills.

Human Resources Generalist experience including employee relations, recruitment, and training. A minimum of two years of total compensation administration experience is required.

Strong interpersonal, teamwork, leadership, and communication skills; ability to effectively communicate and develop positive working relationships with people at all levels and diverse backgrounds across the organization.

Ability to effectively work in a fast paced, high demand, complex environment.

Ability to perform a variety of important confidential and complex tasks with constantly changing priorities.

Ability to make effective presentations and conduct training programs.

Previous work experience in a university or health care system preferred.

Skills


The intent of this job description is to provide a representative and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.


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 ideas-an 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.