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Laboratory Schools: Director of Human Resources

Department

About the Unit
The University of Chicago Laboratory Schools provides one of the world's most outstanding pre-collegiate educational experiences. Because Lab is part of the University of Chicago, the importance of intellectual life-of thought and exploration-infuses all aspects of our curriculum and students in every grade benefit from outstanding UChicago academicians and access to unmatched resources. John Dewey-one of the great minds in education-established the Schools in 1896 as a place to explore and implement his theories on childhood education. Today's students still benefit from his vision, and today's Lab faculty are recognized as experienced leaders in their field. Families who choose Lab care deeply about curiosity, inquiry, and creativity. Approximately 60 percent of Lab families are affiliated with the University, half live in Hyde Park, and the rest come from across Chicago, the suburbs, and northern Indiana. Lab's student body reflects the diversity that is deeply valued by the Schools and its community; approximately half of our 2,000 students are people of color and families report speaking nearly 40 different languages in their homes. The Laboratory Schools seek the finest employees-people who wish to inspire a love of learning in our students and join a vibrant learning community. We employ people with a wide range of skills and training, in many different disciplines. At Lab, we value learning experientially, exhibiting kindness, and honoring diversity. We seek employees who share a similar commitment to these values. Lab people are engaged and excited by our mission of igniting and nurturing an enduring spirit of scholarship, curiosity, creativity, and confidence in the youngest members of the University of Chicago's academic community. The Laboratory Schools is a great place to work and our connection to the University provides our faculty and staff with opportunities that would be nearly impossible to match in any other environment. Interested candidates should apply via our website at: http://www.ucls.uchicago.edu/about-lab/employment AA/EOE Statement: The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination. Staff Job seekers in need of reasonable accommodation to complete the application process should call 773-834-1841 or by email talentacquisition@uchicago.edu with their request.

Job Information
Job Summary:

Reporting to the Associate Director of Schools, the Laboratory Schools (Lab) director of human resources serves as a strategic partner with Lab Schools management and University HR. Design and lead a human resources program that aids in the fulfillment of the Lab's mission and initiatives. Contribute to the leadership of Lab's Finance and Operations organization serving as a member of its leadership team. Supervise a team of three including a people experience partner, a people operations partner, and a substitute placement specialist. Manage the Human Resource function for Lab, including recruitment, employee/labor relations, employee engagement, performance management, policy development, and wage and salary administration. Act as a resource and advisor for senior management in addressing all manner of personnel matters. Oversee the development and review of staff job descriptions and classification. Represent Lab as a primary liaison with University Human Resources. Manage recruitment process consulting with senior managers and supervisors on hiring needs and developing appropriate selection criteria and interviewing protocols as related to staff and faculty hiring. Ensure the delivery of a staff and managers education program on Lab's Professional Development Days. Oversee a robust and operationally critical substitute teacher placement process. Ensure consistent implementation of policy and procedures. Develop, shepherd, and assist senior management in the implementation of a complete onboarding process for employees. Manage annual performance appraisal and evaluation programs for staff and faculty. Oversee wage and salary administration and have overall oversight of payroll processing, salary review, and appointment timelines and processes. Advise senior management in compensation planning. Maintain appropriate HR data and records.


Responsibilities :
  • Organizational Leadership & Policy Development:
    • Consult with Lab's Senior Leadership team on HR matters both individually and collectively
    • Lead Lab's Finance and Operations organization as a member of its leadership team
    • Supervise three HR team members: People Experience Partner; People Operations Partner; and, Substitute Placement Coordinator
    • Consult with University Human Resources on ad hoc HR initiatives
    • Serve as necessary on other Lab and University groups in support of organizational initiatives
    • Maintain and ensure the regular improvement of Lab-specific personnel policies as captured in Lab's Faculty Handbook and Staff Handbook
  • Recruitment and Staffing:
    • Work with senior management to determine appropriate staffing needs
    • Create, maintain, and improve a comprehensive organization-wide succession planning program
    • Establish and maintain best practices around recruitment and hiring including attracting diverse and uniquely talented candidate pools
    • Conduct job analysis and review, develop, and maintain staff job descriptions
    • Ensure proper job classification
    • Act as a key point of contact with staff and faculty recruits applicants
    • Consult faculty and staff hiring committees
    • Advise managers on salary offers
    • Counsel staff on University policies and applicable law
    • Responsible for a thorough and engaging new employee acclimation program that is integrated with a broader employee engagement program
    • Ensure that processes for substitute placement and hiring are efficient and productive
    • Responsible for coordination of seasonal staffing
  • Employee/Labor Relations:
    • Counsel supervisors through employee discipline and grievance procedures
    • Ensure Lab's central HR is represented in corrective actions and grievance hearings
    • Council supervisors and staff on policies, procedures, CBA regulations and ensure their consistent applications
    • Work in conjunction with senior management on development of policies and procedures
    • Represent Lab during union negotiations as part of the bargaining team
    • Maintain accurate employee records and information including teaching contracts, personnel files, and all performance related documentation
    • Develop and deliver an impactful, values-based employee engagement program
    • Coordinate with Lab's director of diversity, equity, and inclusion to support ongoing development of employees to create a diverse, equitable, and inclusive workplace
  • Performance Management/Training:
    • Develop and ensure compliance with an annual performance management program
    • Ensure review all annual performance evaluations and coach supervisors on providing effective reviews
    • Ensure the coordination, design, and implementation of on-going training initiatives for staff, including staff professional development day programs
    • Develop and maintain mentorship program for all newly hired regular Lab employees
  • Wage and Salary Administration:
    • Ensure all payroll and personnel forms are completed, authorized, and delivered to University HR in a timely fashion, including wage increases, personnel updates, seasonal staffing, TSS, etc.
    • Create, maintain, and improve programs and process to ensure smooth and efficient payroll operations
    • Manage leave administration and retirement process including related discussions with employees (personal leave of absence, maternity leave, short term/long term disability, etc.)
    • Counsel supervisors and school leadership in the annual compensation process
    • Review and evaluate the compensation program to ensure compensation planning remains consistent including internal and external benchmarking
    • Communicate with managers regarding employee compensation

Competencies:
  • Excellent oral and written communication skills required
  • Presentation skills required
  • Interpersonal skills required
  • Customer service skills required
  • Interviewing skills required
  • Decision-making skills required
  • Analytical skills required
  • Strong survey (e.g., staff morale surveys) and data collection skills
  • Data visualization
  • Familiarity with a variety of performance management tools including 360º
  • Ability to work independently and as part of a team required
  • Ability to maintain confidentiality required
  • Ability to work on multiple projects required
  • Simultaneously, set priorities, and meet deadlines required
  • Analytical knowledge of Microsoft Office required
  • Supervisory skills required
  • Ability to coordinate the work of others required
  • Expert knowledge in area of cultural competencies and implicit workplace bias
  • Working knowledge of employment regulations and typical human resources procedures required
  • Ability to develop and maintain collaborative relationships with diverse constituencies required


Additional Requirements
Education, Experience or Certifications:

Education :
  • Bachelor's degree required
  • Advanced degree in a related field preferred
  • Professional in Human Resources (PHR) certification preferred

Experience:
  • A minimum of seven years of experience in management, human resources, or operations in a large, diverse setting required
  • Supervisory experience required.
  • Experience in a higher education environment preferred
  • Experience in a K-12 educational setting preferred

Working Conditions and Physical Requirements:
  • Standard office environment
  • Ability to sit for 2 hours to 4 hours
  • Ability to use computers extensively for 2 hours to 4 hours

Typical Safety Training:
  • Fire Safety and Evacuation (Annually)

Required Documents:
  • Resume
  • Cover letter
  • Professional references
NOTE: When applying, all required documents MUST be uploaded under the Resume/CV section of the application.



    Benefit Eligibility
    Yes

    Pay Frequency

    Pay Range
    Depends on Qualifications

    Scheduled Weekly Hours
    40

    Union
    Non-Union

    Job is Exempt?
    Yes

    Drug Test Required?
    No

    Does this position require incumbent to operate a vehicle on the job?
    No

    Health Screen Required?
    No

    Posting Date
    2019-02-11-08:00

    Remove from Posting On or Before
    2019-08-11-07:00

    Posting Statement:
    The University of Chicago is an Affirmative Action/ Equal Opportunity /Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.

    Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form .

    The University of Chicago's Annual Security & Fire Safety Report (Report) provides information about University offices and programs that provide safety support, crime and fire statistics, emergency response and communications plans, and other policies and information. The Report can be accessed online at: http://securityreport.uchicago.edu . Paper copies of the Report are available, upon request, from the University of Chicago Police Department, 850 E. 61st Street, Chicago, IL 60637.


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