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Director of Human Resources

University of Maine at Farmington
Farmington, Maine
Posted Date
Aug 31, 2022

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Position Type
Administrative, Business & Administrative Affairs, Human Resources Administration
Employment Level
Employment Type
Full Time
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Primary Purpose of Position

The Director of Human Resources is responsible for translating system, campus, and department needs into effective HR strategies. The position will work in partnership with the Human Resources subject matter experts to develop and implement HR solutions that support department, campus, and system-wide strategic goals.  The position will provide comprehensive human resource generalist support to faculty and staff providing reliable direction and counsel on HR-related issues and or services while ensuring consistency and compliance with policies and regulatory requirements. The position will serve as a primary consultant to leaders in maximizing results through the use of sound Human Resource practices.

Essential Duties

  • Translates business needs into effective HR strategies and partners with the HR subject matter experts to support the design and implementation of University HR strategic plans across assigned areas.  Working in collaboration with Centers of Expertise to manage resources, deliver integrated solutions, and provide value-added services to management and employees. Collaborates with university leadership and system partners to focus on results and outcomes of the business strategies.  Advise administrators and managers regarding all aspects of HR including employee and labor relations strategies, policies, and procedures. Maintains a robust level of understanding and knowledge about the financial position, short, mid, and long-range plans, and culture to leverage business metrics to analyze staff issues, talent needs, and trends. Provides education, training, and development support for managers and employees. Conduct analysis and provide cross-functional solutions to support the organization, including the areas of customer service (internal and external), people management, advocacy, conflict management, community relations, transparency, responsiveness, mentorship, employee engagement, and teamwork. Utilizes coaching and mentoring methods which provide an environment that is anticipatory, supportive, and encourages constructive and timely feedback on performance. Maintains in-depth knowledge of all applicable State and Federal law, training, Affirmative Action plans, collective bargaining agreements, System APLs, campus-specific, and System policy, and labor relations related to day-to-day management of employees. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations in compliance with University policy and procedure, collective bargaining agreements, State and Federal law, and in partnership with relevant HR subject matter experts. Support managers throughout the process, identify opportunities for continuous improvement and recommends alternative solutions. Manages the workforce management process, including coordination of necessary justification to support the action. Works with Labor Relations and Equal Opportunity on approval and implementation process. Remains well-informed about University and System mission and strategic plans as outlined by the Chancellor, Board of Trustees, and campus leadership and works to support the System’s universities in their operational and academic strategic objectives.

Supervisory Responsibilities: Supervises UMF HR staff.

Reporting Relationship: CHRO; dotted line to campus President or designee.

Knowledge, Skills, and Qualifications

  • A minimum of ten (10) years of progressively responsible experience in human resources management with at least 5 years in a supervisory/managerial role successfully leading and directing staff and/or teams including organizing, prioritizing, scheduling work assignments, providing constructive feedback, and recognizing contributions.  Demonstrated knowledge of human resources in the context of policy, process, organizational culture, laws/regulations, collective bargaining agreements, and practical realities; aptitude and skill to describe options for top management in a clear and concise manner. Ability to communicate effectively with external and internal contacts. Experience exercising good judgment, diplomacy, and perceptual objectivity to effectively and appropriately make decisions. Demonstrated aptitude to define problems, identify trends, collect data, and establish facts to draw valid conclusions. Experience working both independently and collaboratively with staff, faculty, and various levels of the organization to identify and implement strategic human resources solutions. Previous experience leveraging a wide array of technologies, such as HRIS and distance communication tools. Experience building productive relationships with internal and external constituencies. Effective presentation and facilitation skills.


  • Master’s Degree. SHRM-CP or SHRM-SCP certification. HR experience in a higher education setting or similarly complex multi-unit organization.
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