Human Resources – OD Leader

Date:  May 1, 2023

Position Available:  Human Resources – OD Leader

Position Reports to:  Executive Director of Human Resources

Department:  Human Resources

FLSA Status:  Exempt

Schedule:  Full-time; Monday – Friday, 8:30 a.m. – 4:30 p.m., some evenings and weekends, occasional travel


Please apply online:


Franciscan University of Steubenville (FUS) seeks an HR leader who is looking for more growth and advancement opportunity and can help our HR team take its strategic impact to the next level.


FUS is an academically excellent and passionately Catholic institution, with a vibrant and beautiful campus of four colleges, located just 30 minutes west of Robinson Twp. We serve 2800 students and employ roughly 500 faculty and staff dedicated to our mission of educating, evangelizing and forming today’s students into tomorrow’s builders and leaders. We offer a competitive salary based on experience, and industry leading health, retirement and PTO benefits.


This new position, reporting to our Executive Director of HR, was created to address and help support the University’s growth plans, change and organizational excellence initiatives.


The level, title and salary for the position will vary widely depending on the experience of the candidate. We would consider either: an accomplished HR-OD professional who has in-depth experience in helping organizations, teams and individuals change, grow, optimize their performance, and meet their full potential; or, a less experienced professional with solid HR experience who can learn quickly and is interested in further developing and broadening their HR-OD skills and responsibilities.


Depending on the candidate’s experience, primary responsibilities may be in the following areas:

·         Advancing our employment brand and employee value proposition

·         Recruitment strategy and recruiting process management

·         Performance management and development

·         Talent mobility and succession management

·         Organization design, effectiveness and process improvement

·         Employee engagement and change management initiatives



Reporting to the Executive Director of Human Resources, the leader in this position works as a collaborative member of the Human Resources and broader University management team to identify, evaluate, develop, lead and implement initiatives and programs that deliver on the University’s strategic priorities and employee value proposition. This strategy-driven and strategy-driving role provides a key linkage between the institution’s future needs (mission, vision, values and strategic pillars) and the culture, organization, talent and capabilities needed to meet those needs.






Recruitment Planning, Branding and Management

a.    Work closely with Executive Director to develop, continually fine-tune, promote and leverage a clear and compelling employment brand that generates unique visibility and applicant flow.

b.    Guide department managers in creating effective recruiting and advertising plans, and designing sound position specs, candidate qualifications, assessment and interview techniques.

c.     Develop and manage internal posting process, and work with department managers on career paths, promoting internal opportunities, facilitating talent mobility and transitions between departments and roles.

Performance and Talent Management and Development

a.    Continually evaluate the needs and challenges of managers and employees to develop and implement an effective performance evaluation process, tools, training and communications that ties to and informs the University’s compensation practices, training and development initiatives, and succession management needs.

b.    Guide and coach people managers on best practices and the effective use of goal setting, establishing performance and behavior expectations, monitoring progress, providing effective feedback and on-the-job employee development and coaching.

c.     Develop processes for and guide managers in the effective implementation of talent reviews to identify high-potential staff and flight risks, identify and address succession gaps, and inform University-wide soft skills and hard skills training needs.

Organization Effectiveness and Efficiency

a.    Work closely with Executive Director to develop and implement sound organization planning and design guidance to ensure our organizational structures promote and enable an agile and effective flow of information, resources, ideas and decision making.

b.    Lead and coordinate the University’s process efficiency initiative by guiding, training and equipping department leaders in evaluating and continually improving the efficiency of their key business processes, workloads and workflows.

c.     Guide and support managers and employees to ensure our jobs are designed to deliver the University’s strategic priorities, play to our peoples’ strengths, and keep our people motivated and connected to our mission and departmental objectives.

Employee Engagement and Change Management

a.    Assist Executive Director in developing and implementing various internal and external survey and benchmarking efforts to continually gauge and improve the competitiveness and effectiveness of all HR programs and practices against relevant and comparable universities, industries, and markets.

b.    Use various employee listening forums and tools to continually understand the pulse, needs and risks of our employees; engage them in collaborative problem solving; and recommend and guide the implementation of action plans that drive greater engagement, retention, and sense of contribution and community.

c.    Work with Executive Director to plan, train, communicate and continually refresh the University’s vision and values implementation, as well as our Employee Value Proposition. This includes using sound change management techniques to advance and support our organizational change objectives.


This is not intended to be an all-inclusive list. Additional duties, expectations and responsibilities may be added or changed as needed to meet the University’s needs.



Must understand, support, and embrace the mission of Franciscan University of Steubenville and possess the following:


Technical Skills

a.    Must have demonstrated experience and track record of achievements in at least one area of human resources management / administration. Generalist experience is a plus.

b.    Demonstrated understanding of and experience working with Federal and State employment laws and regulations.

c.     Demonstrated proficiency in Microsoft Office (Excel, Word, and PowerPoint in particular). Database management, Adobe and / or Jenzabar EX experience is a plus.


Non-Technical Skills & Competencies


a.    Action oriented: Self-starter, displays internal drive and initiative, forward looking, researches best practices and champions ideas for improvement.

b.    Process oriented:  Sees different functions and activities as part of a broader process and is effective at identifying and organizing various actions and tasks into an effective process.

c.     Project Management:  Effectively identifies and organizes key steps, resources and timing needed to accomplish goals.  Defines and facilitates project completion and target outcomes.

d.    Teamwork:  Creates and effectively uses opportunities to collaborate with others – genuinely seeks their feedback and buy-in, appreciates and leverages individual differences and views.

e.    Interpersonal skills:  Relates well to people at all levels of the organization.  Demonstrates effective listening skills. Uses diplomacy and tact to diffuse high-tension situations.

f.      Verbal and written communication:  Clearly and comfortably expresses one’s views and thoughts to different audiences both orally and in writing.  Is effective at identifying and organizing the key points needed for an effective presentation or written communication.


Experience & Education


a.    Minimum of 3-5 years of direct human resources generalist or specialist experience; higher education or related industry experience is a plus.


b.    Bachelor’s degree required, preferably in the field of Human Resources, Business, Communications, Education, Marketing, Social Work / Counseling or other program of study directly related to the position responsibilities.


Certifications & Licenses

a.    Human Resources (SHRM-CP or SHRM-SCP, PHR, SPHR) or Benefits Administration (CEBS, IFEBP) Certification is a plus.


Workplace Factors

a.    Occasional Travel

b.    Occasional Evenings and Weekends


Candidates must submit an online application, a resume, list of references, and a cover letter that demonstrates their fit for the position based on their experience, accomplishments, and skills as well as their desire to advance the mission of Franciscan University.


Please apply online:


For other information and job postings, visit our website at


Franciscan University of Steubenville is committed to principles of equal opportunity and is an equal opportunity employer.

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