Associate Director of Human Resources

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Working at Lewis & Clark College

The campus is located on 137 acres of beautifully landscaped grounds in Portland’s southwest hills. Our strong commitment to sustainability is reinforced through recycling programs, energy conservation, alternative transportation options, and farm to fork initiatives. For benefit-eligible positions, we offer a competitive benefits package that includes options for health, dental, vision, tuition, life insurance, retirement and more.

Lewis & Clark College is committed to achieving a diverse workforce. Candidates from diverse backgrounds are encouraged to apply. All qualified applicants will receive consideration for employment without regard to status as a protected veteran or a qualified individual with a disability, or other protected status, such as race, religion, color, national origin, sex, gender identity, sexual orientation, marital status or age.

About the Position

The Associate Director of Human Resources will manage the operations of the human resource department, maintain and develop effective internal procedures, handle employee-related issues, support recruiting and retention efforts, and work with the Associate Vice President to ensure that the HR team is moving in the right direction. The Associate Director of Human Resources will provide leadership and direction to increase departmental efficiency and professional growth. The bulk of the role will involve overseeing labor management, employee relations, benefits administration, compensation, rewards, and conflict resolution, with opportunity for developing and refining systems.

What You'll Do

1. Employee Relations (40%)

• Advise supervisors and employees on employee relations issues related to legal compliance, conflict resolution, and performance management.
• Review effective management techniques and communication strategies with supervisors to assist in changing employee behavior.
• Evaluate the need for progressive discipline on a case by case basis, and provide coaching to managers on the process.
• Ensure compliance with Weingarten Rights as it applies to employees in collective bargaining units.
• Investigate complaints of discrimination, harassment and workplace misconduct.
• Ensure compliance under Title IX, ADA, FLSA and other applicable state and federal laws.

2. Employment, Compensation, and Benefits (10%)

• Advise supervisors on process for completing Position Description Questionnaire (PDQ) for new positions or reclassification requests.
• Review PDQs for accuracy, request clarification when necessary, and recommend changes that more clearly define job duties and responsibilities.
• Verify exempt/non-exempt status.
• Work with Associate Vice President to identify appropriate and equitable salary ranges for non-union positions and appropriate salary grades for union positions.
• Ensure efficient, accurate, and timely processing of all staff and student recruitment, hiring, and affirmative action reporting.
• Ensure efficient, accurate, and timely processing of open enrollment, benefit administration, and benefit audits.

3. Contract, Policy and Compliance Administration (15%)

• Interpret and apply the contract provisions of two collective bargaining agreements to ensure compliance and avoid grievances, including annual pay increases, requests for reclassification, and paid time off.
• Participate in monthly Labor Management meetings to resolve minor issues and implement new processes to prevent reoccurrence.
• Attend collective bargaining sessions and provide recommendations for contract changes; evaluate impact of changes suggested by unions.
• Interpret Human Resources policies in response to inquiries from employees.
• Review Human Resources policies annually, recommend updates to meet changes in state and federal law or college practices.
• Evaluate policies to ensure that they align with the mission and values of the college, and develop new policies or recommend changes as needed.
• Conduct weekly, monthly and annual audits to ensure compliance with state and federal regulations, including minimum wage, FMLA/OFLA, I-9 administration, Affirmative Action and OSHA.

4. Leadership and Management (15%)

• Responsible for the selection, training, development, and performance management of all direct reports.
• Build mutual trust, respect, and cooperation among employees and campus community.
• Ensure that direct reports accomplish long-range objectives by specifying the tactics to achieve objectives.
• Build and work with diverse teams effectively.

5. Process Improvement (10%)

• Collaborate with individual HR subject matter experts to improve the efficiency of HR processes, including training, compliance, and reporting.
• Assess existing processes to determine opportunities for change or elimination, and ensure that the change aligns with the department and college mission and values.
• Assess and improve processes related to staffing, training, and benefit administration.
• Oversee implementation of various processes and programs related to HR and payroll, and communicate changes to the appropriate audience.

6. Training and Development (10%)

• Develop training materials for management development.
  Deliver training for managers.
  Assess effectiveness of training sessions.

Minimum Qualifications

• Bachelor's Degree in a relevant field, such as human resources, business, or finance.
• 2 years of experience within Human Resources as a generalist or other relevant experience.
• PHR/SHRM-CP certification or willingness to obtain certificate within 1 year of employment.
• Knowledge of state and federal laws related to ADA, Affirmative Action, Title IX, FMLA, employment, benefits, classification and compensation.
• Demonstrated competence in leading teams and organizing/executing strategic plans.
• Easily connects with people and has a detail-oriented mindset to handle the changing nature of the workforce.

Preferred Qualifications

• 3 years of experience with employee relations.
• Demonstrated experience collaborating with unions.
• SPHR/ SHRM-SCP certification.
• Knowledge of employment law, leave administration, training and development.
• Coursework in information technology, conflict management, organizational development, or compensation.

Work Schedule

• Full-time (1.0 FTE)
• 37.5 hours per week
• Benefits Eligible: Yes

Pay Rate

• $85,000 - $90,000 annually
• Commensurate with experience

Physical Requirements

• The job works primarily at a desk or is otherwise involved in activities requiring little lifting, climbing, or working in tiring positions
• Standing, Sitting, Walking, Repetitive Hand Movements, Seeing, Talking, Listening

Directions for Cover Letter

Please upload your cover letter on the My Experience screen in the resume section.

Lewis & Clark College adheres to a nondiscriminatory policy with respect to educational programs, activities, employment, and admission. We do not discriminate on the basis of actual or perceived race, color, sex, religion, age, marital status, national origin, the presence of any physical or sensory disability, veteran status, sexual orientation, gender identity, gender expression, or any other basis prohibited by applicable federal, state, and local laws. The Associate Vice President of Human Resources has been designated to handle inquiries regarding employment- and disability-related non-discrimination policies. Title IX inquiries may be directed to the Title IX coordinator or deputy Title IX coordinators

( https://www.lclark.edu/about/title_ix_compliance ).

Reasonable Accommodation

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

Background Check

Lewis & Clark College will conduct a background check on the finalist, which will include a criminal record check. If a conviction is discovered, a determination will be made whether the conviction is related to the position for which the individual is applying or would present safety or security risks before an employment decision is made. A criminal conviction does not necessarily automatically bar an applicant from employment.

Eligibility to Work

In order to comply with US Homeland Security Department regulations, all employees must complete an I-9 form in Workday prior to or no later than the first day of work and bring originals (no photocopies) of their supporting documentation to Human Resources no later than the 3rd business day of employment. Failure to have a completed I-9 form on file with the College will result in immediate termination of employment.