Program Director (Faculty Affairs)

Rutgers University•New Brunswick, NJ

About The Position

Rutgers, The State University of New Jersey is seeking a Program Director (Faculty Affairs) within Faculty Affairs, Personnel Administration, and Development at the Rutgers Cancer Institute. The Program Director (Faculty Affairs) provides strategic leadership and operational oversight for all faculty lifecycle activities within an academic institution. This role partners closely with senior leadership, deans, department chairs, human resources, legal counsel, and external stakeholders to ensure faculty recruitment, appointment, promotion, compensation, performance management, and separation processes are executed efficiently, equitably, and in compliance with institutional policies, accreditation standards, and applicable laws and regulations. The Program Director serves as a trusted advisor on faculty-related matters and plays a key role in advancing the institution’s academic mission, faculty engagement, and organizational effectiveness. Essential Duties and Responsibilities include the following: Oversees end-to-end faculty appointment processes, including initial appointments, reappointments, joint appointments, adjunct and visiting faculty, and emeritus status. Oversees promotion, tenure, and reappointment processes, ensuring consistency, transparency, and compliance with institutional bylaws and accreditation requirements. Advises faculty and academic leadership on policies, timelines, documentation, and evaluation criteria related to advancement. Supports faculty professional development initiatives in collaboration with academic affairs and faculty development offices. Leads faculty compensation activities, including salary reviews, market benchmarking, equity analyses, outof-cycle increases, and supplemental compensation. Ensures faculty compensation practices comply with internal policies, union agreements, and external benchmarks. Develops, interprets, and implements faculty-related policies, procedures, and guidelines. Serves as a subject matter expert on faculty governance, institutional bylaws, and collective bargaining agreements, where applicable. Prepares materials, reports, and recommendations for faculty committees, governance bodies, and senior leadership. Develop departmental SOPs, Identifies and mitigates risk related to faculty appointments, compensation, performance, and separation. Supervises staff and ensures staff are trained and evaluated in a timely manner. Responsible for the hiring, firing, promoting, demoting and/or disciplining employees and other personnel changes in the department. Partners with HR, legal counsel, and employee relations on sensitive or complex faculty issues. Analyzes faculty workforce data to inform leadership decision-making and strategic planning. Prepares regular and ad hoc reports for internal leadership and external stakeholders. Overview RUTGERS CANCER INSTITUTE VISION , MISSION , AND CORE VALUES : VISION : Through our science, our evidence-based actions, our openness, and our respect for those we serve, we will advance cancer-focused research worldwide and reduce the burden of cancer in our catchment area. By engaging with and empowering our exceptionally diverse populations, and addressing their questions and fears, we will engender hope for cancer patients and their families and play a critical role in strengthening the fabric of our communities by gaining and protecting their trust and providing access to the outstanding oncology care each person deserves. MISSION : Our mission is to accelerate scientific discovery focused on understanding cancer, innovating cancer treatment, and improving cancer prevention; to provide outstanding, novel, and compassionate patient care; to provide evidence-based and culturally informed education to physicians, nurses, researchers, staff, and the community; and to achieve cancer health equity in our state through outreach to and engagement of our extraordinarily diverse communities. CORE VALUES : Curiosity and Discovery : encouraging an environment of continuous inquiry, creativity, and innovation to generate new knowledge Integrity : earning the trust of those we serve and each other through honesty, transparency, accountability, and continuous reflection Collaboration : approaching all opportunities with an understanding that together we are better and can achieve more; promoting and maintaining an environment of teamwork and shared knowledge Respect and Caring : consistently demonstrating caring, compassion, and respect through our words and actions Perseverance : maintaining an unwavering commitment to our mission; embracing change, overcoming obstacles, and creating and recreating the path to achieve our goals

Nice To Haves

At least two (2) years of experience working closely with Labor Relations and/or employee relations preferred.
Proficiency in ROCS , PeopleSoft & HealthStream (or similar system) preferred.

Responsibilities

Oversees end-to-end faculty appointment processes, including initial appointments, reappointments, joint appointments, adjunct and visiting faculty, and emeritus status.
Oversees promotion, tenure, and reappointment processes, ensuring consistency, transparency, and compliance with institutional bylaws and accreditation requirements.
Advises faculty and academic leadership on policies, timelines, documentation, and evaluation criteria related to advancement.
Supports faculty professional development initiatives in collaboration with academic affairs and faculty development offices.
Leads faculty compensation activities, including salary reviews, market benchmarking, equity analyses, outof-cycle increases, and supplemental compensation.
Ensures faculty compensation practices comply with internal policies, union agreements, and external benchmarks.
Develops, interprets, and implements faculty-related policies, procedures, and guidelines.
Serves as a subject matter expert on faculty governance, institutional bylaws, and collective bargaining agreements, where applicable.
Prepares materials, reports, and recommendations for faculty committees, governance bodies, and senior leadership.
Develop departmental SOPs
Identifies and mitigates risk related to faculty appointments, compensation, performance, and separation.
Supervises staff and ensures staff are trained and evaluated in a timely manner.
Responsible for the hiring, firing, promoting, demoting and/or disciplining employees and other personnel changes in the department.
Partners with HR, legal counsel, and employee relations on sensitive or complex faculty issues.
Analyzes faculty workforce data to inform leadership decision-making and strategic planning.
Prepares regular and ad hoc reports for internal leadership and external stakeholders.