1335 Associate Director, Human Resources

POSITION IDENTIFICATION

TITLE Associate Director, Human Resources

CLASSIFICATION NUMBER 1335

GRADE 46

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director of Human Resources

MAJOR ADMINISTRATOR Vice President for Administrative Services

GENERAL FUNCTION

The Associate Director of Human Resources assists the Director of Human Resources in all aspects of operations and assists in providing a full range of human resource management services for faculty and staff employees.  This includes assisting the Director of Human Resources to provide leadership and direction regarding personnel functions through the management of a comprehensive human resources administration including recruitment and employment services, benefits management and counseling, salary administration and job evaluation, training and development, records management, departmental budgeting, labor and employee relations, and human resource information systems.  The Associate Director of Human Resources may assume the duties and responsibilities of the Director of Human Resources while the Director is absent, exercising judgment and providing advice on a wide range of personnel matters.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree in Human Resource Management, Business Administration or a related field is required.  A Master's degree in Human Resources Management, Business Administration, Public Administration or a related field is preferred.

Certification: A nationally-recognized human resource-related certification, such as Society for Human Resource Management SHRM-CP (Certified Professional) or SHRM-SCP (Senior Certified Professional), is preferred.

Experience: At least five years increasingly responsible experience in personnel management is required, including the following areas:  employee relations, compensation, job analysis, recruitment and placement, affirmative action, benefits administration, training and staff development, policies and procedures, systems and records, employee communications, and labor relations.  Similar experience in personnel management in higher education and/or the public sector is preferred, as is a strong fiscal background and experience in managing compensation and benefit plans for an organization of five-hundred or more employees.

Skills:  Demonstrated ability to work and communicate effectively with all constituencies of a diverse university community, outstanding leadership and management skills, and understanding of automated management information systems, and a sound knowledge of relevant federal, state and local government regulations and equal opportunity policies are required.  Supervisory experience is required.  Computer literacy is required.  The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Experience with Banner is preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assists the Director in providing leadership and direction for the University and its employees regarding personnel matters by managing a comprehensive human resource administration including recruitment, employment, and retention services, benefits management and counseling, salary administration and job evaluation, training and development, records management, departmental budgeting, labor and employee relations, succession planning, and human resource information systems.

2. Coordinates with functional leads within Human Resources to ensure efficient and effective collaboration to effectively support University initiatives.

3. Ensures consistent and equitable application of personnel policies and government regulations throughout the University by helping to advise senior administrators about the applicable policies and regulations and enforcing the personnel rules and regulations of the University.

4. Assists employees in preparing for retirement by remaining current on retirement matters and serving as the University’s contact person for the public retirement systems with the State of Missouri, informing the administration on retirement matters, responding to fiscal note requirements from the State of Missouri on retirement matters, coordinating the annual Pre-Retirement Seminar for employees and their spouses, meeting with each employee considering retirement to answer questions and assist them with filing and follow-up on required retirement paperwork, and obtaining retirement benefit estimates from MOSERS.

5. Manages and administers the staff employee service awards recognition program by chairing the service awards committee, working with the gift vendor to ensure quality and the appropriateness of gift selection and delivery, identifying active and retired staff employees eligible for recognition, coordinating the selection and ordering of gifts by employees and retirees, and coordinating and serving as emcee of service awards events.

6. Counsels employees and supervisors regarding disciplinary and grievance procedures by providing information on personnel policies and regulations, recommending a plan of action, and resolving misunderstandings.

7. Develops and recommends personnel policies, practices, and procedures for approval by the University administration by determining causes of personnel concerns, reviewing and analyzing reports and surveys, applicable regulations, professional literature, and statistical data concerning all aspects of personnel administration.

8. Reviews and analyzes data to evaluate the effectiveness of existing HR processes and recommends improvements or actions as appropriate.

9. Contributes to the enhancement of the quality of the work environment within the University by advising and leading the implementation of various programs and managing complex projects, including automating and maintaining operations and processing systems, communicating relevant information about programs and services to all levels of management throughout the University, working with consultants and vendors, interpreting policies and state and federal laws, and working with advisory committees to conduct studies analyzing the pros and cons of new and alternative initiatives.

10. Design and develop new HR processes to improve the efficiency of HR operations and administration and recommend new approaches/procedures to effect continual improvement of operations performed.

11. Promotes a positive image of the University by participating in community organizations, as well as national, state and local professional associations.

12. Represents the department and serves as a resource by participating on various University committees including Healthcare Plans Review, Equal Opportunity Advisory, and Permanent Residence Advisory committees.

13. Promotes effective employer-employee relations with bargaining unit employees by helping to provide direction on contract interpretations and participating in labor negotiations and grievance resolutions with relevant labor representatives and unions.

14. Assists in managing the departmental budget.

15. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

16. Remains competent and current on best Human Resources practices through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the Director of Human Resources.

17. Contributes to the overall success of the University by performing all other duties and responsibilities as assigned.

 SUPERVISION

The Associate Director of Human Resources is supervised by the Director of Human Resources.  The Associate Director provides general supervision to the professional and clerical staff of the Office of Human Resources.

OFFICE OF HUMAN RESOURCES

REVISED MAY 2017

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 5 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.

Factor 2: Supervisory Responsibility

Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.

Factor 3: Interactions with Others

Level 5 - 850 Points: Interactions are highly unstructured and incumbents are often required to resolve difficult and unstructured problems. Interactions are commonly with administrators, cost-center heads, high level committees, or external constituents in order to defend, negotiate, or resolve controversial and/or long-range issues and problems. Interactions occur in situations subject to divergent views, skepticism, resistance, uncooperative attitudes, and conflicting objectives. Interactions often require high levels of interpersonal skill and require the ability to influence, interrogate, or control others through debate, persuasion, or authoritative recognition and require strong analytical and decision-making skills.

Factor 4: Job Controls and Guidelines

Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.

Factor 5: Managerial Responsibility

Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.