1) The Assistant Dean and Executive Director of BSD Human Resources provides leadership and oversight in all aspects of staff human resources for the BSD. The successful candidate must be able to perform a wide-range of HR duties from strategic planning, employee relations, organizational effectiveness, change and performance management, leadership coaching, and communication planning. The Assistant Dean and Executive Director will partner with leaders and individuals at all levels to align HR strategies with Divisional priorities and drive execution of the same.
2) This position will have primary accountability to the Vice Dean of the BSD. This role is critical in providing leadership to the BSD HR team and driving excellence and process improvement initiatives across key HR practices. It is responsible for building skills and capabilities across the BSD HR team as well as systems and processes to enable the effective implementation of key HR initiatives involving employee relations, leadership development, talent management, and succession planning, organizational effectiveness as well as workforce planning and change management.
3) The incumbent must be savvy in partnering with leaders across the enterprise such as University Human Resources, Medical Center Human Resources, BSD leaders and Shared Services, where appropriate and necessary, to support divisional goals. The Assistant Dean and Executive Director will consult with leadership to provide customized and practical HR and talent solutions to challenges across a range of HR functions including talent management (recruitment, workforce planning, development, retention, assessment, and succession), organizational design and effectiveness, engagement and culture, diversity and staff compensation.
4) Develops and implements an HR strategy to enable operational excellence while maximizing resources.
5) Improves and automates standard HR processes to streamline HR functions such as onboarding, offboarding, performance management, recruitment/retention, employee engagement, compensation activities etc.
6) Collaborates with University and UCMC HR to drive HR initiatives in a strategic manner.
7) Serves as a key member of senior leadership providing counsel and input on HR matters and Divisional priorities.
8) Consults, coaches and advises Division leadership on highly complex OD and OE initiatives.
9) Coaches leaders in change management and leadership strategies that support the Division.
10) Leads and develops the HR team to ensure strong talent capabilities and reinforcing bench strength.
11) Acts as a strategic partner to understand the long-term and short-term Divisional goals and translate into actionable HR plans.
12) Leads an operationally strong team with scalable systems, processes, and analytics to measure and constantly improve s people experience.
1) Displays emotional intelligence in every interaction with others regardless of situation, title, level and/or style.
2) Transitions seamlessly from subject-to-subject demonstrating competence and knowledge in a style appropriate for the situation and/or audience.
3) Demonstrates a bold yet humble persona which immediately engenders trust from others.
4) Possesses a keen ability to assess situations, people and matters to find common ground.
5) Serves as a change champion and challenges the status quo to build collective excitement for future possibilities.
6) Leverages strong influencing skills with finesse and grace.
7) Demonstrates politically savvy without being political; is politically aware and agile.
8) Knows where to go or who to ask to get what s/he needs.
9) Possesses a strategic focus and detail-oriented perspective.
10) Possesses strong communication and interpersonal skills and can quickly establish credibility and rapport with a broad set of constituencies.
11) Builds, maintains, and leverages lasting relationships with stakeholders to achieve buy into ideas and initiatives.
12) Presents views from a fact-base and presents a compelling rationale to persuade others to act.
13) Communicates directly and clearly in a manner that promotes dialogue and engagement.
14) Is comfortable and confident placing self and personal agenda aside to do what is right for the Division.
15) Seizes opportunities to ensure decisions and adjusts plans to account for the impact and implications on the BSD before implementation.
16) Demonstrates strong critical thinking skills, an open-minded approach and the ability to think on oneâ™s feet.
17) Excellent executive leadership, communication, and relationship skills
18) Knowledge in all areas of HR along with demonstrated success leading an HR team
19) Excellent oral and written communication skills
21) Ability to work independently and as part of a team
22) Ability to maintain confidentiality and privacy
23) Ability to work on multiple projects simultaneously, set priorities, and meet deadlines
24) Ability to coordinate the work of others
25) Working knowledge of employment regulations and typical HR procedures
26) Ability to develop and maintain collaborative relationships with diverse constituencies
1) Advanced degree
2) HR Certification
1) A minimum of 15 years of broad human resources leadership experience in a complex, academic, medical, or corporate environment
2) A minimum of ten years at senior management or executive level
3) Previous supervisory experience
4) Knowledge of MS Office and collaboration software tools
2) Cover Letter
3) References preferred
NOTE: When applying, all required documents MUST be uploaded under the Resume/CV section of the application
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Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via the Applicant Inquiry Form.
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