School of Medicine

Established in 1930, Duke University School of Medicine is the youngest of the nation's top medical schools. Ranked sixth among medical schools in the nation, the School takes pride in being an inclusive community of outstanding learners, investigators, clinicians, and staff where interdisciplinary collaboration is embraced and great ideas accelerate translation of fundamental scientific discoveries to improve human health locally and around the globe. Composed of more than 2,600 faculty physicians and researchers, nearly 2,000 students, and more than 6,200 staff, the Duke University School of Medicine along with the Duke University School of Nursing, and Duke University Health System comprise Duke Health, a world-class academic medical center. The Health System encompasses Duke University Hospital, Duke Regional Hospital, Duke Raleigh Hospital, Duke Health Integrated Practice, Duke Primary Care, Duke Home Care and Hospice, Duke Health and Wellness, and multiple affiliations.

Human Resources Representative

(Faculty HR Representative)

Duke University Job Description

Department of Med icine

Chairs Office

Job Title: Human Resources Representative

Job Code: 1359

FLSA: Exempt (Level 12)

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Job Summary

Faculty HR Re presentative, providing vital assistance to faculty members through a co mprehensive approach. Responsibilities include collaborating with corpor ate partners to offer guidance on intricate leave benefits and policies, fostering smooth cooperation with the Department of Medicine Finance an d Appointments Promotions Tenure offices for faculty payroll intricacies , managing faculty resignations, and overseeing annual compliance-relate d matters.

Duties and Responsibilities

Leave of Absence & Benef its Support:

·< /span>Serve as a frontline resource, guiding faculty members in un derstanding and navigating leave benefits and policies, directing them t o the appropriate Duke Health Integrated Practice or University benefits office for seamless support.

< span>·Collaborate with t he School of Medicine Faculty APT office to ensure timely distribution a nd implementation of policy updates.

·Educate Division Administrators on LO A or Benefit changes affecting faculty members to include:

·FMLA (Family an d Medical Leave)

·Temporary Medical Leave

·Maternity and Paternity Leave

·Flexibl e Work Arrangements

·Sabbatical Leave

·Rehired from retirement

·Establish procedu res to communicate Faculty members' leave start and stop dates to divisi ons.

·Partner with the School of Medicine Central Human Resources Hub to co nfirm faculty LOA paperwork is completed and tracked appropriately.

·Effect ively manage and track faculty unpaid time away and process appropriate forms to avoid overpayment.

Track and maintain Faculty Performance Improvement Plans

Annual Compliance Ma nagement:

·Record, track, and file faculty annual evaluations appropriately .

· Monitor and uphold faculty annual compliance in alignment with School of Medicine compliance policies, including but not limited to the School o f Medicine Influenza Policy.

Payroll Processing and Ma intenance:

·Collaborate closely with the Department of Medicine Finance, Di vision Administrators, School of Medicine Finance, and APT Offices to su pport the accurate and timely processing of new faculty payroll iForms. While the DOM APT will primarily handle form completion, assistance will be crucial.

·Manage, monitor, and update payroll i forms and documentation for faculty members onunpaid leave.

Faculty Resignations and Retirements:

·Ass ist DOM APT with ending salary and supplemental payments in iForms for r esigning and/or retiring faculty to align with departure date;

·Track to ensure all submissions are closed/approved prior to the mon thly iForms deadline.

·Process Pay Exception or Supplement al payment forms for any overpayments.

Minimum Qualifications

Education

Work requires organizational, analytical and communication program. skills generally acquired through the completion of a bachelor's degree

Experience

Work requires two years ofbusiness, administrative and/or experience. supervisory experience with exposure to supervisory or human resource policies and practices related to employee relations. A master's degree in a related field may be substituted for 2 years of

Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.