Minimum Qualifications:

Bachelor's degree or equivalent and 5 years of experience in a university, academic medical/health center, or business environment.

 Preferred Qualifications;

Relevant experience in Faculty Affairs/Relations and/or in handling various Human Resources. functions for faculty in an academic medical center environment.  Recruitment and onboarding experience for faculty. Two or more years of experience as a supervisor. Proficient in PeopleSoft HCM and Excel reporting.

Job Summary:

This position reports to the Director of Faculty Relations and provides guidance and management of the day-to-day operations and human resources management of faculty and non-teaching relations. This position is also responsible for managing the recruitment and onboarding process for faculty and non-teaching positions and collaborates with all academic departments as well as other departments across the institution related to non-teaching positions. In addition, this position supports the Provost Office to ensure workforce initiatives, systems, and operations across all departments and schools are successfully managed while remaining compliant with all applicable rules and regulations as well as policies and procedures.  This position is also responsible for ensuring proactive measures are in place for business continuity within the Academic Enterprise and Provost Office and is responsible for the development and implementation of projects, systems, and programs for the Academic Enterprise.

Job Duties:

Academic Enterprise:

Works collaboratively with leadership, administrators, and staff to develop and enhance administrative services; evaluates existing functions and promotes the expansion of services to meet the diverse needs of faculty and non-teaching employees; identifies areas that need improvement and implements effective and efficient solutions. Works with Provost leadership regarding the management of the Salary maintenance functions; develops and implements timelines, processes, automated systems and applications, and reporting and records maintenance activities; assures appropriate allocation and management of resources. 

Faculty and Non-Teaching:

Works with the Director to manage the development and implementation of strategies for Faculty and Non-Teaching Human Resources issues, including but not limited to recruitment, onboarding, compensation, rewards and recognition, succession planning, performance management, compliance, document management, training, and development. Implements the development and facilitation of programs, training, and workshops to foster and measure the development of faculty in cooperation with the executive team. Oversees all necessary development and HR-related needs for Faculty/Non-teaching collaborating with functional/departmental managers.  Works with the Director to manage the development and communication of Faculty and Non-Teaching related HR initiatives, programs, policies, and procedures and collaborates with leadership and departments. Responsible for research, recommendation, and implementation of approved Faculty Benefits outside of the scope of employee benefits plans including recruitment packages or fringe benefits. Ensures data integrity and maintenance of HR and faculty database applications. Ensures compliance with pre-employment requirements for Faculty and Non-teaching UT System Board of Regents and UTMB IHOP policy. Partners with the Faculty Affairs Offices and APT staff on appointments, promotions, and tenure for faculty and ensures compliance with applicable UT Systems Regulations and IHOP policies as well as reporting requirements. Ensures all recruiting practices are in compliance with applicable federal, state, and local regulations pertaining to EEOC, immigration, and institutional policies. Serves as an official resource for faculty and non-teaching data, reporting, and audits for internal and external requestors. Maintains awareness and knowledge of contemporary Faculty and Non-Teaching HR development theory, methods, and best practices and provides suitable interpretation to Administrators/Directors, managers, and staff within the organization. Supports the Dean of John Sealy School of Medicine to ensure compliance with faculty credentials files in accordance with SACS requirements and the appointment process.

 Department:

Manages and develops direct reporting staff. Effectively manages the day-to-day operations and develops and implements process improvement initiatives within the department. Manages and controls departmental expenditure. Adheres to internal controls and reporting structure. Performs related duties as assigned.

 

Knowledge/Skills/Abilities:

Strong oral and written communication skills Ability to plan, develop, and execute projects and strategic initiatives Ability to provide strong leadership and manage staff Capability of automating and streamlining processes Excellent organizational, planning, and problem-solving skills  Ability to work collaboratively with faculty and academic administrators as well as with various departments/areas/entities across the institution Ability to develop training seminars and workshops Ability to review, write, and interpret policies and procedures Diverse Institutional Knowledge Salary Planning and Administration Faculty Compensation Administration Faculty Policy (UT System Regents Rules) Implementation Team – HCM PeopleSoft Demonstration of an understanding and appreciation of technology

Salary Range:

 Actual salary commensurate with experience.

 

Work Schedule: 

Monday through Friday, 8am to 5pm, and as needed on occasion.

 

Equal Employment Opportunity

UTMB Health strives to provide equal opportunity employment without regard to race, color, religion, age, national origin, sex, gender, sexual orientation, gender identity/expression, genetic information, disability, veteran status, or any other basis protected by institutional policy or by federal, state or local laws unless such distinction is required by law. As a VEVRAA Federal Contractor, UTMB Health takes affirmative action to hire and advance women, minorities, protected veterans and individuals with disabilities.

Compensation