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Job ID: 195411

Human Resources Director, UBMD Pediatrics
University at Buffalo, The State University of New York


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Date Posted Sep. 26, 2022
Title Human Resources Director, UBMD Pediatrics
University University at Buffalo, The State University of New York
Buffalo, NY, United States
Department Pediatrics
Application Deadline Open until filled
Position Start Date Available immediately
 
 
  • Director/Manager
  • Human Resources
 
 
The Department of Pediatrics, Jacobs School of Medicine and Biomedical Sciences, is seeking a Human Resources Director for UBMD Pediatrics.

The Human Resources Director is responsible for the overall administration, coordination, and evaluation of human resources functions. This includes hiring, benefits administration, staff evaluations, disciplinary actions, claims administration, and other H.R. functions for all personnel.

Description of Principal Duties and Responsibilities:
  • Formulates and recommends HR policies and procedures for the entire organization.
  • Ensures the development of departmental policies/procedures. Ensures selection, orientation and training, monitoring and evaluation of departmental staff.
  • Oversees the conduct of compensation surveys and recommends changes to ensure organization remains competitive with market rates for wages/salaries and benefits.
  • Maintains/Monitors records of worker’s compensation, EEO, ADA, FMLA, unemployment and other employee claims.
  • Enter and update all employee information in the Paychex Information System to gather/analyze/present data. Recommends changes to policy and training to ensure compliance with laws and regulations.
  • Practices open-door policy to encourage employees to discuss issues/problems in their divisions.
  • Acts as liaison with P & A Services for benefits administration to include health, dental, flex, etc. benefits. Ensure that employees do not have gap in coverage and that all necessary paperwork is filed within timely manner.
  • Identifies legal requirements and government reporting regulations affecting HR function (i.e. EEO, ERISA, Wage and Hour), requested or required for compliance. Acts as primary contact with labor counsel and outside government agencies.
  • Protects interests of employees and the organization in accordance with company HR policies and governmental laws and regulations. Approves recommendations for terminations through disciplinary process.
  • Establish wage and salary structure for all non-faculty personnel, pay policies, performance appraisals, employee benefits programs and services. Monitors for effectiveness.
  • Establishes standard recruiting and placement practices and procedures.
  • Establish in-house training programs for office managers, etc. that address company needs across organization.
  • Define all HR programs. Provides necessary education and materials to employees to include policy and procedure manuals, employee handbooks, etc.
  • Conducts a continuing study of all HR policies, programs and practices to keep the organization abreast with current practice and informed of new developments.
  • Keeps supervisors informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately by manager level.
  • Assures that the duties, responsibilities, and authority of each job are clearly defined, effective and communicated to incumbents. Assure that there is a job description for every position within the organization.
  • Create and initiate an employee orientation program. Assures that qualified personnel are selected and that orientation and on-the-job training is conducted and effective.
  • Develops an adequate plan for backup and succession of key personnel.
  • Monitors performance appraisals and ensures that they are completed on every non-faculty employee upon their anniversary date with the organization.
  • Assures that effective communications are maintained. Where appropriate, informs employees as to plans and progress.
  • Consults with all segments of management responsible for policy or action. Makes recommendations for improving effectiveness of policy or action.
  • Keeps abreast of current trends and practices in field of expertise.
  • Special HR projects as needed.
  • Assumes other duties as assigned by supervisor(s).
 
Skills:
  • Skill in staying abreast with the state-of-the-art in employment, labor, compensation, government regulations related to personnel.
  • Skill in gathering/analyzing objective and subjective data on personnel matters and facilitation of resolution.
  • Skill in advising/educating on best HR practices including employee hiring, orientation, training, motivation, development, and discipline/termination.
 
About The University at Buffalo
The University at Buffalo (UB) #ubuffalo is one of America’s leading public research universities and a flagship of the State University of New York system, recognized for our excellence and our impact. UB is a premier, research-intensive public university dedicated to academic excellence. Our research, creative activity and people positively impact the world. Like the city we call home, UB is distinguished by a culture of resilient optimism, resourceful thinking and pragmatic dreaming that enables us to reach others every day. Visit our website to learn more about the University at Buffalo.

University at Buffalo is an affirmative action/equal opportunity employer and, in keeping with our commitment, welcomes all to apply including veterans and individuals with disabilities.

 
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