Office: Equity and Inclusion
Reports to: Vice President for Equity and Inclusion
Work Period: 12-month
Directs and manages the operation and administration of human
resources related functions within the College including the
review, approval, initiation, and processing of personnel for all
employees including students, temporary staff, retirees, and
faculty while monitoring compliance within the guidelines of
federal and state laws, local laws, and Agnes Scott College's
strategic plan, office/departmental, division and college policies
and procedures. Reports to the vice president of equity and
inclusion or other designated person and works with co-workers,
faculty and staff, students, job applicants, consultants, vendors
and the public to facilitate a workforce engaged and focused on the
college's mission, and becoming the place employees would choose to
work over any other.
In addition to directing and managing the operational, budgetary,
compliance and functions of the Office of People and Culture, this
position leads primarily in the following areas:
ESSENTIAL JOB FUNCTIONS
- People Plan - Collaborates with the VP of Equity and
Inclusion to translate operational priorities into people
initiatives. Implements the vision and the strategic plan of the
college in P&C operational practices.
- People Engagement - Oversees the Great Place to Work
strategic initiative. Works closely with management and employees
to improve workplace relationships, build engagement, and increase
productivity and retention.
- Employee Care - Negotiates contracts for employee
benefits programs, manages open enrollment, and serves as liaison
with insurance carriers and other outsourcing firms. Administers
performance evaluation and compensation programs with the goal of
implementing a first-in-class workforce. Oversees Workers'
Compensation and COBRA programs.
- Employment Compliance - Interprets and administers human
resources policies and procedures for faculty and staff affairs
providing advice and recommendations to the leadership team, deans,
directors and managers.
- Audit - Ensures quality control in employee records and
record keeping. Works with auditors on annual audits.
- Best Practices - Provides insights around workplace
trends and challenges, both internal and external, to enable
strategic discussions around people management and organizational
effectiveness. Provides regular in-depth assessments of potential
personnel challenges and root cause analysis. Communicates new
policy or changes to existing policy to faculty and staff
- Compensation - Facilitates discussions with managers to
evaluate compensation and consult on reclassification, promotion,
retention, and compensation changes
- Employment - Develops and implements a proactive
strategy for recruitment and retention of faculty and staff.
- Employee Retention and Development - Enables engagement
and professional growth within the college by developing tools,
resources, training, and communication campaigns to increase
employee and manager knowledge and understanding of policies and
procedures across the college.
- Coaching and Supervision - Manages, coaches, develops
the People and Culture professionals. Plans and supervises
activities of the People and Culture staff.
- Other oversight functions within the Office of People of
Culture include: files federal and state reports as required for
compliance with federal and state statutes relative to benefits and
compensation programs; responsible for supervision of overall
payroll budget in excess of $19,000,000; supervise employee
recruitment functions; prepares office budget and operates within
approved budget; serves as the college's Deputy Title IX
- Performs other duties as assigned.
: BA/BS in related occupational field of study and
professional certification required (PHR, SPHR, SHRM-CP, or
SHRM-SCP); graduate degree, masters in related field or MBA
: Minimum of 5 to 8 years of management
experience in Human Resources or People and Culture encompassing
multiple specialties. Strong focus on customer experience,
organizational development and process design. Extensive employee
care experience. Experience in project and process improvement
creation and implementation, including change management. A strong
working knowledge of all major areas of Human Resources. Experience
with diversity, equity, and inclusion. Experience supervising and
developing staff and managing complex human resources
administrative processes. A demonstrated history of successfully
applying HR consulting, negotiating and influencing skills, as well
as techniques and knowledge of HR concepts and best practices.
Higher education experience preferred.
- Expert knowledge of general human resources or people and
culture best practices
- Mastery of compensation and benefits plan administration,
federal and state laws, and employee relations.
- Ability to develop and maintain credibility with senior-level
managers by demonstrating strong business acumen and a
solution-focused approach to problem-solving with diplomacy
- Considerable knowledge in the operation of HRIS systems and
standard office equipment, including spreadsheets, word processing,
and software packages as they relate to human resources.
- Familiarity with modern office procedures, online/virtual
platforms, team building and organizational design, and College and
departmental policies and procedures.
- Excellent leadership and communication skills (verbal, written
and listening), and effective interpersonal and organizational
skills and experience in public speaking.
- Demonstrated ability to work independently.
- Maturity, integrity and an ability to work effectively in a
workplace that truly values diversity, equity and inclusion
- This job requires a working knowledge of human resources
policies and procedures, especially as to application within a
Intermittent sitting, standing, stooping, crouching, walking, and
occasional moving of light objects. Work is performed in an
The preceding job description has been designed to indicate the
general nature and level of work performed by employees within this
classification. It is not designed to contain or be interpreted as
a comprehensive inventory of all duties, responsibilities, and
qualifications required of employees to this job. The omission of
specific statements of duties does not exclude them from the
position if the work is similar, related, or a logical assignment
to the position.
Please apply online. Position is posted until filled. Due to the
overwhelming response to the college's staff openings we are unable
to respond personally to individual telephone inquiries. No faxed
Agnes Scott College does not discriminate on the basis of, race,
color, national origin, religion, sex, sexual orientation, age,
veteran status, disability or genetic information, gender identity
and gender expression or any other characteristic protected by law
in its employment. Agnes Scott College has a strong commitment to
diversity and urges members of underrepresented groups to
Health & Safety Measures
All persons hired by Agnes Scott College must submit proof of
COVID-19 vaccination prior to starting employment unless they have
been granted an exemption based upon a medical or religious