DIRECTOR OF HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT
In collaboration with, and under the Presidents’ supervision, the Director of Human Resources and Organizational Development will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) and Organizational Development departments, ensuring legal compliance and implementation of the organizations mission and talent strategy. The Director plans, develops, implements and administers development and training programs for employees. In teamwork with senior administration will facilitate strategic plan initiatives across the organization.
Duties and Responsibilities:
- Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and
- Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy
- Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and
- Identifies staffing and recruiting needs; develops and executes hiring and talent
- Identifies data collection tools, data sources, benchmarks, and performance targets.
- Creates effective strategic planning methods.
- Implements programs and initiatives that connect employees to institutional goals and performance measures.
- Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.
- Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain
- Serves as the compliance officer to oversee the institution's adherence to Civil Rights, Affirmative Action, EEO, and Title IX policies.
- As the Title IX/EEO compliance officer develops and implements training modules relevant to federal and state anti-harassment and non-discrimination laws, regulations, policies, and procedures with a focus on sexual harassment prevention training for employees.
- Coordinates and conducts proper, prompt, thorough, and objective investigations into allegations of sexual harassment or discrimination ensuring an open, diverse, and inclusive working and learning environment for employees.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper
- Develops and implements departmental
- Facilitates onboarding of employees, professional development, training, and certification activities for faculty, staff and
- Facilitate discipline and termination of employees in accordance with state and institution policy.
- Ensures compliance with federal, state, local laws, and industry regulations as well as advises appropriate managers on legal implications of HR issues related to discipline and employee grievances.
- Provides consultation to appropriate management regarding implementation of policies and procedures, safety of the institution workforce, recruiting and hiring high-performing employees, and labor, legislative and other human resources
- Ensure all employees meet required and timely performance
- Performs other duties as
Required Knowledge, Skills, And Abilities:
- Excellent verbal and written communication skills.
- Excellent interpersonal and negotiation
- Excellent organizational skills and attention to
- Excellent time management skills with a proven ability to meet
- Strong analytical and problem-solving
- Strong supervisory and leadership
- Ability to adapt to the needs of the organization and
- Ability to prioritize tasks and to delegate them when
- Thorough knowledge of employment-related laws and
- Proficient with Microsoft Office Suite or related
- Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
Education and Experience:
Human Resources, Business Administration, or a related field
required; Master’s degree preferred
3 year +
Progressively responsible work in providing a full range of HR
- Prolonged periods of sitting at a desk and working on a
- Must be able to lift 15 pounds at