Western University of Health Sciences
Interim Director of Human Resources Strategy Internal Communication and Culture
Western University of Health Sciences, California, Missouri, United States, 65018
Interim Director of Human Resources Strategy Internal Communication and Culture As you take your first step onto a Western University of Health Sciences campus, each path, each person, each structure comes with a transformative story. WesternU is more than the practice of medicine. We are defined by character and culture.At WesternU, you will discover humanism at the heart of every interaction: a warm welcome, a sincere smile, a positive word, a kind deed, a thoughtful gesture. You will see students work together on case studies; a parade of pets in campus parks; student clubs offering opportunities for career growth and community involvement; and faculty, staff and students designing their future and the future of WesternU. We display a collaborative mindset in how we operate, educate, and serve others.Although, geographically, we are two campuses - as humanists, we are one: to enhance and extend the quality of life in our communities and achieve excellence in everything we do. We attract diverse, professional faculty, staff and students that thrive in an environment of humanistic health care education. Join our team of faculty and staff and make a difference.Position Title:
Interim Director of Human Resources Strategy Internal Communication and CulturePosition Control Number:
T02188Type of Position:
Temporary / ContractPosition Status:
Temporary/ContractDepartment:
5701-Human ResourcesCampus:
Western University Campus-Pomona, CAPosition Location:
CaliforniaJob Summary:
The Interim Director innovates, delivers, and collaborates on duties to solidify the University’s commitment to foster an inclusive and equitable environment where all students and employees are able to thrive and belong authentically. The Interim Director leads internal communications, project management and special projects for the University’s Human Resources function as well as serves as the University’s investigator for the Human Resources Employee Relations. This position reports to the Chief Human Resources Officer.Knowledge, Skills and Abilities
Scoping, creating, and executing strategic internal communication plans that create awareness and understanding of the ways the University is committed to its employees.Strategic communication advisor and lead for areas critical to the People Organization, including Total Rewards & Wellbeing (inclusive of benefits, compensation, savings & retirement benefits, employee wellbeing, etc.), Talent Enablement, and Learning & Development.Investigation methods and techniques of trauma-informed investigations and adjudications.Principles, practices and techniques used in the analysis, evaluation, design, planning and partnership with employee relations, employee and management training and development, and employee discipline and corrective action.Proven practices and strategies for investigation, negotiation, alternative dispute resolution, mediation, and arbitration.Intersectional diversity, inclusion, belonging, equity, antiracism, and equal opportunity.Software such as case management and HRIS software.High degree of business insight; results-oriented with an ability to work independently.Strategies identifying and building cross-functional partnerships to understand challenges.Required Qualifications Bachelor’s Degree from an accredited college or university and five (5) years of related work experience OR Master’s Degree in Industrial/Organizational Psychology, Organizational Behavior or Development or related disciplines OR Juris Doctorate/Doctorate degree from an accredited college or university and one (3) years of related work experience OR Equivalent combination of training and experience.Key Responsibilities
Advise and align leaders within these areas on communication approaches and messaging strategy.Leverage deep subject matter expertise to deliver impactful and effective employee messaging, with a focus on simplifying the complex.Define proactive communication objectives and plans associated with each area and program.Create integrated audience and outcome-based communication strategies using all company channels (Intranet, Microsoft Teams, Viva Engage, Town Halls, Email, Digital Screens, etc.).Expand and manage the Change Management and Communications Project plan incorporating strategic and tactical targeted change and comms milestones and activities (e.g., stakeholder plan, communication plan, change network plan, training plan, adoption plan); support HR and business leaders in the execution of the plans.Identify change execution success metrics and behavioral adoption plans. Create and manage measurement systems to track changes’ adoption, utilization, and proficiency.Identify change interdependencies between various workstreams and consolidate the milestones for an integrated change plan ensuring alignment with any other key HR and business initiatives.Lead, assess, and mentor team members to ensure daily operations and inspire creativity.Innovate and implement new ideas for continuous and sustainable improvement, including process enhancements that reduce costs, strengthen stakeholder satisfaction, and/or improve the effective delivery of services.Conduct thorough and comprehensive investigations to ensure the proactive alignment with University policies and procedures.Partner closely with the Employee Relations, Title IX, and General Counsel and other relevant functions to conduct investigations, creating a seamless partnership and alignment of core strategies.Conduct regular assessments on trends, potential root causes of issues.Partner with Employee Relations on ensuring a case management electronic filing system that records, monitors, and keeps current all complaints, investigations, and grievances and associated documents.Prepare investigative reports regarding complaints with findings of fact, analysis of credibility, and determination of responsibility on a timely basis.Coach stakeholders on people practices that will create a highly engaged culture of high performance; deliver management coaching and training where needed to front-line managers and senior leaders.Collaborate to provide strategy to resolve complex and escalated employee relations affairs.Perform other duties as assigned.Work Schedule Standard working hours. Some evenings and weekends as needed.Expected Pay Scale
Minimum:
$140,000.00
A high number of candidates may make applications for this position, so make sure to send your CV and application through as soon as possible.Maximum:
$150,000.00Physical Demands Do the essential functions of this job require lifting? YesThe physical demands described here are representative of those that must be met by any employee to successfully perform the essential functions of this job. Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.While performing the duties of this job, the employee is frequently required to use hands to operate a PC in the performance of job duties, and talk or hear. The employee is regularly required to sit, and reach with hands and arms, and occasionally required to stand, walk, stoop, and smell. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close, distance, and peripheral vision, depth perception and the ability to focus.Describe Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.Duties are normally performed in a typical office setting. The noise level in this setting is typically low to moderate.Posting Information
Posting Number:
TC00444Posting Date:
08/12/2024Close Date:
Open Until FilledConditions of Employment - Background Check To secure employment, successful fulfillment of a background check, including a criminal records check, may be required. Western University of Health Sciences will extend a conditional offer of employment, subject to rescission if the background check unveils disqualifying information or if it is found that the candidate deliberately withheld or misrepresented information. Non-completion of the background check to satisfaction may impact the ongoing employment of a current Western University of Health Sciences employee who received a conditional offer for the position.Pay Transparency Act Western University of Health Sciences is required to provide a reasonable estimate of the compensation range for this role. This range considers various factors in making compensation decisions, including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The Expected Pay Scale is defined as the budgeted salary or hourly range that the University reasonably expects to pay for this position. Placement within the Expected Pay Scale is determined by internal equity and relevant qualifications.Equal Opportunity Statement (EEO) It is the policy of Western University to provide equal employment opportunity to all employees and applicants for employment as required by law without regard to age, race, color, national origin ancestry, citizenship, ethnicity, creed, religion or religious creed, sex or gender (including gender identity), marital status, sexual orientation, disability (both physical and mental) including HIV and AIDS, medical condition (cancer and genetic characteristics), pregnancy (which includes childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), age, genetic information, military and veteran status, or any other applicable protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within WesternU including without limitation, hiring, recruiting, promotion, termination, layoffs, leave of absence, compensation, benefits, and training. WesternU makes hiring decisions based solely on qualifications, merits, and business needs at the time.Required Documents
ResumeOptional Documents
Cover LetterLetter of Recommendation #1Letter of Recommendation #2Letter of Recommendation #3Additional Applicant DocumentSupplemental Questions Required fields are indicated with an asterisk (*).
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Interim Director of Human Resources Strategy Internal Communication and CulturePosition Control Number:
T02188Type of Position:
Temporary / ContractPosition Status:
Temporary/ContractDepartment:
5701-Human ResourcesCampus:
Western University Campus-Pomona, CAPosition Location:
CaliforniaJob Summary:
The Interim Director innovates, delivers, and collaborates on duties to solidify the University’s commitment to foster an inclusive and equitable environment where all students and employees are able to thrive and belong authentically. The Interim Director leads internal communications, project management and special projects for the University’s Human Resources function as well as serves as the University’s investigator for the Human Resources Employee Relations. This position reports to the Chief Human Resources Officer.Knowledge, Skills and Abilities
Scoping, creating, and executing strategic internal communication plans that create awareness and understanding of the ways the University is committed to its employees.Strategic communication advisor and lead for areas critical to the People Organization, including Total Rewards & Wellbeing (inclusive of benefits, compensation, savings & retirement benefits, employee wellbeing, etc.), Talent Enablement, and Learning & Development.Investigation methods and techniques of trauma-informed investigations and adjudications.Principles, practices and techniques used in the analysis, evaluation, design, planning and partnership with employee relations, employee and management training and development, and employee discipline and corrective action.Proven practices and strategies for investigation, negotiation, alternative dispute resolution, mediation, and arbitration.Intersectional diversity, inclusion, belonging, equity, antiracism, and equal opportunity.Software such as case management and HRIS software.High degree of business insight; results-oriented with an ability to work independently.Strategies identifying and building cross-functional partnerships to understand challenges.Required Qualifications Bachelor’s Degree from an accredited college or university and five (5) years of related work experience OR Master’s Degree in Industrial/Organizational Psychology, Organizational Behavior or Development or related disciplines OR Juris Doctorate/Doctorate degree from an accredited college or university and one (3) years of related work experience OR Equivalent combination of training and experience.Key Responsibilities
Advise and align leaders within these areas on communication approaches and messaging strategy.Leverage deep subject matter expertise to deliver impactful and effective employee messaging, with a focus on simplifying the complex.Define proactive communication objectives and plans associated with each area and program.Create integrated audience and outcome-based communication strategies using all company channels (Intranet, Microsoft Teams, Viva Engage, Town Halls, Email, Digital Screens, etc.).Expand and manage the Change Management and Communications Project plan incorporating strategic and tactical targeted change and comms milestones and activities (e.g., stakeholder plan, communication plan, change network plan, training plan, adoption plan); support HR and business leaders in the execution of the plans.Identify change execution success metrics and behavioral adoption plans. Create and manage measurement systems to track changes’ adoption, utilization, and proficiency.Identify change interdependencies between various workstreams and consolidate the milestones for an integrated change plan ensuring alignment with any other key HR and business initiatives.Lead, assess, and mentor team members to ensure daily operations and inspire creativity.Innovate and implement new ideas for continuous and sustainable improvement, including process enhancements that reduce costs, strengthen stakeholder satisfaction, and/or improve the effective delivery of services.Conduct thorough and comprehensive investigations to ensure the proactive alignment with University policies and procedures.Partner closely with the Employee Relations, Title IX, and General Counsel and other relevant functions to conduct investigations, creating a seamless partnership and alignment of core strategies.Conduct regular assessments on trends, potential root causes of issues.Partner with Employee Relations on ensuring a case management electronic filing system that records, monitors, and keeps current all complaints, investigations, and grievances and associated documents.Prepare investigative reports regarding complaints with findings of fact, analysis of credibility, and determination of responsibility on a timely basis.Coach stakeholders on people practices that will create a highly engaged culture of high performance; deliver management coaching and training where needed to front-line managers and senior leaders.Collaborate to provide strategy to resolve complex and escalated employee relations affairs.Perform other duties as assigned.Work Schedule Standard working hours. Some evenings and weekends as needed.Expected Pay Scale
Minimum:
$140,000.00
A high number of candidates may make applications for this position, so make sure to send your CV and application through as soon as possible.Maximum:
$150,000.00Physical Demands Do the essential functions of this job require lifting? YesThe physical demands described here are representative of those that must be met by any employee to successfully perform the essential functions of this job. Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.While performing the duties of this job, the employee is frequently required to use hands to operate a PC in the performance of job duties, and talk or hear. The employee is regularly required to sit, and reach with hands and arms, and occasionally required to stand, walk, stoop, and smell. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close, distance, and peripheral vision, depth perception and the ability to focus.Describe Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.Duties are normally performed in a typical office setting. The noise level in this setting is typically low to moderate.Posting Information
Posting Number:
TC00444Posting Date:
08/12/2024Close Date:
Open Until FilledConditions of Employment - Background Check To secure employment, successful fulfillment of a background check, including a criminal records check, may be required. Western University of Health Sciences will extend a conditional offer of employment, subject to rescission if the background check unveils disqualifying information or if it is found that the candidate deliberately withheld or misrepresented information. Non-completion of the background check to satisfaction may impact the ongoing employment of a current Western University of Health Sciences employee who received a conditional offer for the position.Pay Transparency Act Western University of Health Sciences is required to provide a reasonable estimate of the compensation range for this role. This range considers various factors in making compensation decisions, including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The Expected Pay Scale is defined as the budgeted salary or hourly range that the University reasonably expects to pay for this position. Placement within the Expected Pay Scale is determined by internal equity and relevant qualifications.Equal Opportunity Statement (EEO) It is the policy of Western University to provide equal employment opportunity to all employees and applicants for employment as required by law without regard to age, race, color, national origin ancestry, citizenship, ethnicity, creed, religion or religious creed, sex or gender (including gender identity), marital status, sexual orientation, disability (both physical and mental) including HIV and AIDS, medical condition (cancer and genetic characteristics), pregnancy (which includes childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), age, genetic information, military and veteran status, or any other applicable protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within WesternU including without limitation, hiring, recruiting, promotion, termination, layoffs, leave of absence, compensation, benefits, and training. WesternU makes hiring decisions based solely on qualifications, merits, and business needs at the time.Required Documents
ResumeOptional Documents
Cover LetterLetter of Recommendation #1Letter of Recommendation #2Letter of Recommendation #3Additional Applicant DocumentSupplemental Questions Required fields are indicated with an asterisk (*).
#J-18808-Ljbffr