Senior Staff Engagement and Development Specialist

Senior Staff Engagement and Development Specialist University of Rochester

• 3.9 Rochester, NY Job Details Full-time $77,216
• $115,824 a year 1 day ago Qualifications Research Bachelor's degree Cross-functional collaboration Cross-functional team management Full Job Description As a community, the University of Rochester is defined by a deep commitment to Meliora
• Ever Better.

Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive. Job Location (Full Address): 435 Alumni Rd, Rochester, New York, United States of America, 14627

Opening:

Worker Subtype:

Regular Time Type:

Full time

Scheduled Weekly Hours:

40

Department:

210200 Deans Office

• SAS Work Shift:

  UR
• Day (United States of America)

Range:

UR URG 113

Compensation Range:

$77,216.00

• $115,824.

00 The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Responsibilities:

The School of Arts & Sciences (SAS) seeks a talented and energetic professional who will work closely with the SAS senior leadership team to enhance focus on strategic goals and ensure progress is made. Reporting to the Senior Associate Dean for Strategy and Innovation, this position ensures appropriate follow-up and tracking for Dean's Office business and assists the senior leadership team with executing a wide range of projects consistent with the Dean's priorities. The School of Arts & Sciences is a complex organization with multiple and diverse constituencies. This position works regularly with senior leadership as well as department chairs, program directors, department managers, HR business partners, staff, etc. to support operational needs, exercising independent judgment in the managing of operational processes. The position holder advises leadership, managers, employees, and others, as appropriate, on relevant SAS and University policies. They will contribute to the development and execution of School strategy by identifying, prioritizing, and building organizational capabilities in partnership with the HRBP on issues that include talent management and workforce planning, performance management, employee relations, organizational development, employee development, and succession planning.

ESSENTIAL FUNCTIONS

Leadership Serves as a thought partner to the senior leadership team. Responds and manages issues as they emerge, identifying those that require immediate attention of senior leadership. When urgent issues arise, contacts the appropriate stakeholders for background or guidance to inform the School's response. Facilitates the decision-making process by structuring undefined issues for resolution, forecasting, and researching issues, and working with stakeholders to provide senior leaders with the relevant information and data necessary to make sound decisions. Works in close concert with other University leaders to ensure coordination and alignment of SAS priorities with University strategic priorities. Represents the School on selected internal and University committees and initiatives. Participates in formulating and communicating the School's position and priorities. As assigned, works with senior leaders on special projects and issues of strategic importance to the school and to advance the School's priorities. Forms and directs project teams to drive initiatives, providing guidance and oversight to ensure projects are delivered on time, within scope, and on budget while fostering a collaborative and innovative team environment. Operations Examines, develops, organizes, initiates, executes, manages, and audits new procedures related to SAS operations in consultation with senior leaders, departments, and administrative offices to provide more expeditious, accurate, and efficient delivery and integration of support services between departments, programs and the Dean's Office. Identifies solutions and delivers results that enable business execution in SAS (e.g., identifies organizational needs, determines strategy as it pertains to development, and facilitates workforce planning and performance). Works with the HRBP to support staffing needs for SAS and its departments. With latitude for independent judgement, decision making, and expectation for recommendations to senior leadership on broad staffing issues, takes a lead role in the implementation of new strategic initiatives including the implementation and management of new systems and platforms. In conjunction with senior leadership, develops and facilitates staff workshops, new department administrator training, and a range of other initiatives as needed. Collaborates with the Dean's Office to strategically align priorities, optimize scheduling, and provide comprehensive briefings for senior leadership. Drives efficiency by streamlining workflows, enhancing communication channels, and refining processes to support institutional priorities Employee Development and Engagement In partnership with the Senior HRBP and School leadership, devises and promotes engagement programs that foster a positive working environment for SAS staff that encourages creativity, efficiency, and flexibility. Develops and manages the content and logistics of key initiatives and ensures follow-up on action items and hand-offs or delegation as needed, as well as tracking progress. Conducts research, data analysis, and feasibility studies to inform decision-making and strategy development. Prepares detailed reports, presentations, and other communications to update leadership on the progress and impact of strategic initiatives. Monitors and evaluates the outcomes of initiatives, making recommendations for improvements and adjustments as needed. Advises and makes recommendations to senior leadership in determining and managing top priorities to maximize the efficiency and effectiveness of their work. Ensures the accurate and timely flow of information to and from the Dean's Office. Meets regularly with senior leadership to establish upcoming key priorities. Develops and leads SAS onboarding and orientation programs. Leads the School's annual performance evaluation process for staff in accordance with University policy. Helps to drive goal setting, employee evaluation, and feedback. Develops, plans, and implements organizational initiatives and events to reward and recognize employees. Fosters an environment of positivity and collaboration within teams. Acts as an employee champion and change agent. Coordinates/promotes professional development opportunities for staff understanding and collaborates with HRBP in advising on their application and implementation. Facilitates the work of leadership, managers, and employees to improve work relationships, build morale, increase productivity and retention. Provides leadership and mentorship to junior staff, fostering professional growth and collaboration within the team Human Resources Administrative Support Manages HR change forms (promotions, terminations, job changes) and serves as back-up timekeeper and approver in UKG and Workday as needed. Tracks open staff items and ensures the HRBP and leadership stay informed on outstanding items. Maintains records and reviews for accuracy and adherence to University policies, procedures, updates and changes. Interprets HR policies so that managers and employees have access both to complete information and to situational interpretation of policy. Facilitates connections between staff performing similar roles, shares best practices, and connects administrators with relevant resources to foster a collaborative and supportive community culture. Ensures timely processing of appointment, termination, leave, compensation, and account reallocation for staff. In collaboration with the HRBP and School leadership, interprets and implements University HR policies. Serves as liaison to University Human Resources, the UR/HR Service Center, and Payroll. In collaboration with central HR, prepares and implements the annual wage and salary program for faculty and staff. Prepares school-wide reports as needed. Other duties as assigned.

MINIMUM EDUCATION & EXPERIENCE

Bachelor's degree Required 5+ years relevant administrative experience or an equivalent combination of education and experience Required Experience in strategic planning, project management, or consulting, with a proven track record of leading and implementing strategic initiatives required

KNOWLEDGE, SKILLS AND ABILITIES

Strong analytical and problem-solving skills, with the ability to interpret complex data and translate it into actionable insights required Excellent project leadership and management skills, with experience leading cross-functional project teams required Highly organized and adept at managing multiple projects simultaneously required Proficiency with project management and data analysis tools, such as Microsoft Project, Excel, and other relevant software required Ability to work independently and as part of a team required Applications should include a cover letter and up-to-date resume. Any inquiries about this position can be sent to Tom Devaney, Senior Associate Dean for Strategy and Innovation ( ). The University of Rochester is committed to fostering, cultivating, and preserving an inclusive and welcoming culture to advance the University's Mission to Learn, Discover, Heal, Create

• and Make the World Ever Better.

In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion, creed, sex, sexual orientation, citizenship status, or any other characteristic protected by federal, state, or local law (Protected Characteristics). This commitment extends to non-discrimination in the administration of our policies, admissions, employment, access, and recruitment of candidates, for all persons consistent with our values and based on applicable law.