Reporting to the Assistant University Librarian for Administrative Services, the Director of Library Human Resources (HR) leads a human resources program that supports the Libraryâ™s strategic goals.
As a senior member of the Library Administration team, this position frequently collaborates with and provides leadership and guidance to the Library Director, the Directorâ™s Council, and the Library Leadership Council.
In coordination with Library Administration and division staff, sets policies and establishes and maintains goals, priorities, and programs for administrative services that are consistent with the Libraryâ™s mission, values, and strategic plan.
Provides a leadership role in working with Library Leadership, and the whole library, to recruit and retain a diverse staff, and to foster a workplace that centers diversity, equity and inclusion practices. Works closely with the Diversity, Equity, and Inclusion Team.
Assesses Library HR functions to ensure their effectiveness in supporting the Libraryâ™s goals.
Ensures compliance with University Human Resources and Provostâ™s Office policies and standards, as well as all relevant employment laws. Advises and counsels supervisors and managers on federal, state and local employment laws and regulations.
Keeps abreast of changes affecting human resources and assumes an active leadership and advocacy role within the field.
Develops human resources operational policies, procedures, and workflows and oversees their implementation.
Represents the Libraryâ™s human resource needs to the Provostâ™s Office, University HR, and other University administrative units.
Participates in University and Library system-wide initiatives, committees, and task forces.
Represents the University of Chicago Library at professional conferences and meetings.
Maintains professional networks and collaborative relationships with other librariesâ™ human resource directors.
Hires, trains, evaluates, and oversees the work of the Libraryâ™s HR Generalists, and provides leadership for the Library HR unit.
Identifies short- and long-term human resources goals in consultation with Library leadership, and oversees the allocation of resources to meet departmental, Library, and University priorities.
Employee and Labor Relations
Represents the Library in all labor and employee relations matters, including grievances, complaints, and legal issues. Works with the appropriate University (Legal, Employee and Labor Relations) and external offices (union representatives) to coordinate effective handling of dispute resolutions.
Assists Library managers and staff in understanding of employment law, University and Library policies and procedures, and the collective bargaining agreement.
Leads and supports supervisors through disciplinary procedures, including coaching and other corrective action activities, and assists managers and staff in resolving personnel issues while ensuring compliance with guidelines and laws.
Academic and Staff Recruitment
In partnership with the Provostâ™s Office, manages recruitment, appointment, and promotion processes for librarians (Other Academic Appointees).
Oversees staff recruitment process and provides guidance for clerical, exempt, non-exempt, and IT searches.
Works to cultivate and support a diverse, inclusive workforce and create equal employment opportunities for underrepresented groups. Ensures that all Library recruitment adheres to the Universityâ™s EEO/affirmative action policies and best practices.
Performance Management and Compensation
Oversees the Library's performance management process, including the review and improvement of performance management tools.
Counsels/coaches employees and management, including advice on professional development alternatives and union relations.
Responsible for all staff classification and compensation activities including development, review, and maintenance of staff job descriptions and classification of the Libraryâ™s positions.
Reviews and evaluates internally consistent and externally competitive compensation programs; oversees salary adjustments, reclassifications, and promotions.
Works collaboratively with Library staff to provide Library-specific professional development and training programs that ensure organizational readiness.
Coordinates and monitors professional development programs and works to ensure their success.
Manages all operations for the Library HR department and supervises 2 FTE staff, the HR Generalists.
Provides expertise and oversight for all Library HR functions, including recruitment, employee/labor relations, policy interpretation, compensation, payroll, orientation, staffing changes, performance management, and organizational development and training.
Provides HR support for approximately 70 librarians; 65 exempt and non-exempt supervisory, IT, and other staff; 90 bargaining unit staff; and about 200 student employees across the University of Chicago Library system.
Serves on the Library Leadership Council. May also serve on other Library committees and working groups as needed.
Manages leave administration process for librarians and staff employees.
Supports Library and University-wide diversity and inclusion initiatives.
Administers Library HR budget.
Manages employees by establishing annual performance goals, allocating resources, assessing annual performance, and determining individual merit, incentive and/or promotional increases.
Stays abreast of federal, state and local employment laws and regulations and may advise unit management and professional staff in matters relating.
Ensures and may help develop short- and long-term human resources plans and operational policies for a unit. Develops and administers the HR budget for the unit and manages expenses
Performs other related work as needed.
Masterâ™s degree in related field
Five years of human resources leadership experience.
Broad experience in multiple HR functions.
Demonstrated experience and knowledge of principles, methods and tools of Diversity & Inclusion.
Demonstrated experience in managing staff professional development programs.
Demonstrated experience in effectively training and teaching others.
Previous successful management and supervisory experience.
Experience in academic or library setting.
Experience working in HR at University of Chicago and/or a solid understanding of its administrative landscape.
Experience with academic hiring.
Experience serving as a strategic HR partner with organizational leadership.
Experience practicing HR in a union environment.
Experience with planning and assessment.
Technical Knowledge and Skills
Demonstrates proficiency with Microsoft Office (Word, Excel, PowerPoint, etc.) and Outlook.
Demonstrates experience working with human resources information systems (HRIS) and applicant tracking systems.
Experience with Workday HRIS.
Experience using meeting software and applications such as Skype, Goto meeting, Zoom, etc.
Â Working knowledge of relevant federal, state, and municipal employment laws and regulations (including those related to EEO/AA; FLSA; FMLA; ADA; and OSHA).
Demonstrates critical thinking and analytical skills.
Exceptional problem-solving skills.
Outstanding oral and written communication skills, with the ability to communicate effectively and professionally with individuals from diverse backgrounds and at various levels of the organization.
Excellent interpersonal skills, including the ability to build cooperative, effective working relationships with a range of stakeholders both on and off campus.
Strong organizational skills and attention to detail and accuracy. Demonstrates effective facilitation, negotiation, and mediation skills.
Demonstrates commitment to customer-focused service and a record of effective leadership in the development and implementation of new programs.
Demonstrates ability to handle sensitive information, exercise discretion, and maintain confidentiality.
Demonstrates ability to exercise diplomacy and interact with constituents with integrity, tact, and professionalism.
Demonstrates ability to counsel and advise a variety of constituents in HR matters, and to effectively manage through others, influence, and collaboration.
Ability to see, including color, depth perception, or clarity; must be able to visually focus on print and electronic material for long periods.
Ability to hear, including making fine discriminations in sound.
Ability to sit for 4 hours or more.
Ability to use computers extensively for 4 hours or more.
Ability to operate equipment necessary to perform job.
Â Effective audio-visual discrimination and perception.
Â Ability to use standard workstation equipment.
Â Ability to use standard office equipment.
Cover Letter (required)
Reference Contact Information (required)
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Internal Number: JR10342
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