University of Arizona Global Campus Senior Director, Culture & Engagement in United States
The Senior Director, Culture and Engagement for the University of Arizona Global Campus (UAGC) is a full-time employment position reporting to the Vice President, Human Resources. The Senior Director, Culture and Engagement will develop a holistic strategy to help shape the culture at UAGC by designing, developing, implementing, and delivering culture and engagement initiatives with a focus on building a best-in-class team. The desired candidate will drive UAGC’s culture and engagement philosophy, principles, framework, methodologies, and guidelines, enabling an effective and successful program delivery. This leader will drive diversity and inclusion initiatives, employee relations (to include open door, ethics, and/or grievance complaints), and workplace safety. The successful candidate will also serve as a culture ambassador by supporting and helping to further shape the University’s environment as inclusive, supportive, and engaging consistent with the University’s goals and objectives.
Essential Job Duties:
Strategy & Vision
Focus on launching a comprehensive employee engagement strategy anchored by UAGC’s Values and Mission, including but not limited to an annual engagement survey as well as partnership and development of tools and resources for institutional leaders.
Leads the internal recognition process, leading the charge on program design, rollout and audit to understand and maintain the program’s effectiveness. This includes the development/selection, implementation, and management of a recognition program, creation and management of engagement surveys and activities, and execution of vision in achieving best in class status.
Own performance management and develop succession planning process for senior management positions in order to ensure employee’s personal and professional growth and promote UAGCs advancement from within culture.
Leadership & Decision-Making Responsibilities
Leads the internal recognition process, providing direction on program design, rollout and usage to understand and maintain the program’s effectiveness. This includes the development/selection, implementation, and management of said recognition program.
Manages the analysis, upkeep and communication of records required by law or local governing bodies, or other departments in the organization.
Analyzes data, creates recommendations, and prepares reports as necessary for Board of Directors, President, President’s Cabinet, or other leadership partners/departments within the University.
Collaborates with all functions of the HR team, providing guidance to internal HR team members with direct oversight of diversity and inclusion initiatives, engagement surveys and action items, performance management, and
Develop a holistic UAGC strategy for employee engagement, culture and performance management.
Own, improve and deploy processes in the areas of performance management and employee engagement.
Influence and develop leaders to grow the culture.
Lead key change initiatives through the HR and the overall organization.
Drive an employee-centric focus in our HR processes and technology platforms to facilitate growth and retention.
Create and execute on strategy for multi-faceted employee engagement programs and multiple projects simultaneously.
Partner with Communications on a dynamic employee communication strategy that aligns to and supports the engagement initiatives; provides content to communications for variety of stakeholders ranging from executives, institutional and functional leaders, and the broader HR Team.
Implement tools and processes to capture the voice of the employee in a modern and dynamic way - leveraging all forms of data collection across the employee lifecycle (including new hire surveys, stay interviews, exit surveys, and engagement surveys) to inform strategy and programs.
Collaborate with Leadership Team to surface critical insights for leaders; model and track success metrics to continuously improve engagement tools, as well as tying these insights to business outcomes.
Successfully build strong working relationships across key stakeholder groups, such as the President’s Cabinet, Leadership, and faculty members.
Specialty Knowledge & Subject Area Expertise
Ability to set a vision, strategy, and implement change within a complex department.
Ability to bring thought leadership in the areas of performance management, employee engagement and culture.
Ability to successfully partner with and influence multiple stakeholders.
Significant human resources, organizational development and/or change management experience.
Capability to hire, select, train, develop, coach, and mentor a mix of direct reports.
Broad knowledge and experience with Human Resources Management systems, competencies, and best practices.
Ability to think, act and deploy strategies with key leaders through effective communication and collaboration skills.
Leads by example and models behaviors that are consistent with the institution's values.
Requires in-depth knowledge of benefit, compensation, and payroll terms and principles. Ability to analyze complex business/financial data and develop innovative solutions.
Twelve (12) years’ experience in the design, development, and implementation of complex org change initiatives and/or human resources management.
Extensive Workday HRIS system knowledge.
Ability to travel 1-2x/quarter, as necessary for institution/business meetings or training/learning opportunities.
Ability to manage time effectively, train, mentor and coach team members, and lead by example.
Demonstrated Total Rewards leadership experience, with increasing levels of responsibilities.
Executive and staff compensation and HRIS experience required.
Advanced knowledge of applicable regulatory and legal compliance obligations, rules and regulations, industry standards and practices.
Advanced knowledge of knowledge of health & wealth benefit program management.
Ability to effectively present complex topics to individuals and large groups.
Strong written and verbal communication skills; ability to articulate vision with confidence.
Ability to work in a fast-paced environment and navigate through complex change.
Must be flexible in approach and solutions being recommended.
Deep analytical skills with the ability to translate and articulate data and trends into key insights and recommendations.
Other duties as assigned.
SHRM – SCP or SHRM – CP Certification or Executive Coaching certificate
Bachelor’s degree in Human Resources, Business Administration, or closely related field
- Bachelor’s degree in Human Resources, Business Administration, or closely related field required