Career Center

Job Description:

Reporting to the Associate Dean of Faculty Affairs, the Assistant Dean of Faculty Affairs serves as a member of the Deanâ™s senior management staff, providing oversight of the administrative functions related to faculty affairs across four academic departments and thirteen research centers. The Assistant Dean serves as the chief administrator for faculty operations within SPH.  Working closely with deans and senior administrators, the assistant dean provides advice and contributes to short- and long-term planning in support of the faculty affairs and operational goals for units reporting to SPH.  Responsibilities include management of faculty appointments and faculty policies in conjunction with the vision of the Dean, maintaining and improving administrative operations to support faculty processes in collaboration with the deanâ™s finance and operations team, maintaining up to date knowledge on policies and practices in conjunction with university central faculty affairs, and a point of contact for university faculty committees.  The Assistant Dean will facilitate the search process for faculty hires, the promotion and reappointment process and manage all approval processes (academic, financial, space, etc).   The Assistant Dean has central authority for faculty administration and has expertise in systems designed to support faculty compensation and research funds, record-keeping, and data collection efforts and practices.  The Assistant Dean serves as a key resource to the Associate Dean of Faculty, the Dean, faculty chairs, directors, managers and central campus offices with regard to faculty affairs.

Major Responsibilities

Planning and Leadership (20%)

Supporting Actions: 
Serve as a critical advisor and administrative liaison to deans and senior administrators with respect to faculty affairs and related administrative operations and compensation practices.  Participate in strategic discussions and decision-making to ensure a comprehensive understanding of faculty policy and operational implications.  Identify and prioritize expanding operational needs of faculty administration, including faculty compensation, leaves and sabbaticals, research funds and awards, and develop and recommend administrative strategies to address those needs.  Identify opportunities for administrative and process improvements and enhanced shared services and recommend and implement plans for gaining broad-based support.

Manage and Execute of Faculty Actions and Administration (40%)
 
Supporting Actions: 
Manage and execute the administration of SPH faculty appointments, including hiring, appointments, letters, and compensation processes and practices across all funding sources; mechanisms for tracking current and future obligations and commitments; and faculty HR policy development and implementation.  Serve as Faculty Partner in Workday, developing expertise in all facets of HR administration and Workday reporting.  In partnership with deans and senior officers, oversee the administration of the annual faculty salary merit process as well as faculty leaves and sabbaticals.  Develop and oversee administrative practices related to the allocation of faculty compensation, inclusive of sabbaticals and leaves.  Oversee the mechanisms for tracking and validating faculty research funds.

Outreach and Communication (15%)
 
Supporting Actions: 
Serve as an expert resource to interpret complex faculty HR and administrative policies and procedures for senior administrators, chairs, directors and managers.  Establish strong and collaborative working relationships with faculty chairs, directors and staff managers across departments and centers.  Advise departments on the resolution of HR, compensation, and policy issues.  Partner with deans and SPH Finance and operations team to plan the annual merit and equity process.  Serve as a critical link between SPH Faculty Affairs Office and other central offices (Provost, DOC, Controllerâ™s, OGC, SPS, etc.), developing effective communication plans and implementation of new initiatives, business policies and practices, providing training as needed.  Collaborate with deans and senior administrators to identify, analyze and recommend opportunities for efficiencies and shared services.  
 
Data Collection, Reporting and Analysis (15%)
 
Supporting Actions: 
Oversee the collection, analysis and reporting of key faculty data and departmental metrics, ensuring data integrity, communicating findings and summary reports.  Partner with SPH Finance to ensure the development of data systems for tracking, reporting and analyzing faculty compensation across all funding sources.  Oversee the financial tracking and reporting methods for sabbaticals, leaves, temporary teaching, new hires and departures, faculty research and other programmatic funds.  Partner with the directors and finance team to collect and analyze comparative data to aid strategic decision-making, inclusive of mid-year budget projections, the fiscal year-end processes related to faculty compensation and the use of research funds, and the development of the new fiscal year budget cycle.  

Supervisory Responsibility (10%)
 
Supporting Actions: 
Oversee the collection, analysis and reporting of key faculty data and departmental metrics, ensuring data integrity, communicating findings and summary reports.  Partner with SPH Finance to ensure the development of data systems for tracking, reporting and analyzing faculty compensation across all funding sources.  Oversee the financial tracking and reporting methods for sabbaticals, leaves, temporary teaching, new hires and departures, faculty research and other programmatic funds.  Partner with the directors and finance team to collect and analyze comparative data to aid strategic decision-making, inclusive of mid-year budget projections, the fiscal year-end processes related to faculty compensation and the use of research funds, and the development of the new fiscal year budget cycle.

Decisions Position is Free to Make
 

Decisions Free to Make
-    Implement administrative practices related to the allocation of faculty compensation, inclusive of sabbaticals and leaves. 
-    Develop and implement the mechanisms for tracking and validating faculty research funds.
-    Establish quality control standards and develop appropriate training and assessment methods.

Decisions that Depend on Advice
-    Identify and prioritize expanding operational needs of faculty administration, including faculty compensation, leaves and sabbaticals, research funds and awards and develop and recommend administrative strategies to address those needs.  
-    Collaborate with deans and senior administrators to identify, analyze and recommend opportunities for efficiencies and shared services.  

Dimensions
 

♦    Four (4) academic departments and thirteen (13) research centers, institutes reporting to the Office of the Dean of the School of Public Health
♦    ~45-50 Tenure Track faculty
♦    ~120-150 Term Faculty
♦    Faculty salary and benefits of $32 million
♦    Complex tracking methods of faculty appointment and contractual details (short- and long-term hires, base salaries, one-time payments, salary supplements, counter offers, leaves, renewals and compensation updates) 

Job Qualifications 
 

Education
●    Required:  Masterâ™s Degree
●    PhD preferred. 

Experience
●    7 years of progressive experience with academic administration and faculty appointments. Understanding of faculty leave types. Understanding of budgeting and financial management principles.
●    Experience with academic and medical appointments preferred. 
●    Demonstrated understanding of health research and education as practiced by faculty in a university and hospital setting preferred.
●    Demonstrated experience managing complex processes. 

Job Competencies
 

●    Strong analytical and problem-solving skills, with management and supervisory experience required in the areas of faculty affairs, and compensation oversight.
●    Demonstrated ability to organize and articulate complex ideas, proposals and policies.
●    Strong attention to detail while maintaining high-level strategic direction and impact.
●    Excellent interpersonal and communication skills; tactful, direct and able to communicate effectively with a wide range of audiences.
●    Ability to manage multiple projects and deadlines; flexible in dealing with changes in approach and/or deliverables.
●    Strong systems skills including Microsoft Office suite, database and resource tracking systems.
●    Demonstrated aptitude for team building, change management and process development skills.

●   Candidates must possess a willingness and ability to support a diverse and inclusive campus community.

Background Check: Criminal and Education

 

In order to maintain 90% or greater universal vaccination rates on campus, all newly hired employees at Brown University must receive the final dose of the COVID-19 vaccine before they begin work, unless they are approved for a medical or religious exemption. For more information, please visit the Healthy Brown site.  

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Please note that in order to be considered an applicant for any staff position at Brown University you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application.

Still Have Questions?

If you have any questions you may contact employment@brown.edu.

EEO Statement:

Brown University is an E-Verify Employer.

Brown University is committed to fostering a diverse and inclusive academic global community; as an EEO/AA employer, Brown considers applicants for employment without regard to, and does not discriminate on the basis of, gender, sex, sexual orientation, gender identity, national origin, age, race, protected veteran status, disability, or any other legally protected status.