1335 Associate Director, Human Resources
TITLE Associate Director, Human Resources
CLASSIFICATION NUMBER 1335
IMMEDIATE SUPERVISOR Director of Human Resources
MAJOR ADMINISTRATOR Vice President for Administrative and Information Services
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 helping 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, Human Resources provides oversight and general supervision to the benefits programs and provides direct supervision to the Assistant Director, Human Resources-Benefits. 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 PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources) 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. 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.
3. 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.
4. Develops and recommends personnel policies, practices and procedures for approval by the University administration by determining causes of personnel concerns, reviewing and analyzing reports, applicable regulations, professional literature, and statistical data concerning all aspects of personnel administration.
5. Contributes to the enhancement of the quality of the work environment within the University by advising and supervising the implementation and administration of employee benefits programs, 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 benefit plan 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 benefits initiatives.
6. Administers, develops, monitors, and implements employee and fringe benefit programs for University faculty and staff, serves as chair of the Health Care Plans Review Committee and recommends changes in the health care plan design, keeping the administration informed on all matters relating to the employee group health care plans.
7. Helps the Director to ensure the accuracy and accountability of personnel information on all University employees by supervising the maintenance of personnel records and verifying personnel actions for faculty, administrators, and support staff for submission to the Board of Governors.
8. Promotes a positive image of the University by participating in community organizations, as well as national, state and local professional associations.
9. Develops a competent, productive and effective personnel staff by supervising, directly and through delegation, professional and clerical employees.
10. 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.
11. 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.
12. Assists in managing the departmental budget.
13. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
14. 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.
15. Contributes to the overall success of the University by performing all other duties and responsibilities as assigned.
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 and specifically supervises the Assistant Director of Human Resources-Benefits.
OFFICE OF HUMAN RESOURCES
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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
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.