1340 Assistant Director of Human Resources, Performance Management

POSITION IDENTIFICATION

TITLE Assistant Director of Human Resources, Performance Management

CLASSIFICATION NUMBER 1340

GRADE 45

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director of Human Resources

MAJOR ADMINISTRATOR Vice President for Administrative Services

GENERAL FUNCTION

The Assistant Director of Human Resources, Performance Management assists with the development and implementation of performance management programs that impact employee performance, increase productivity, and assist supervisors and employees with managing conflict resolution. The Assistant Director of Human Resources, Performance Management provides consultation and guidance to supervisors regarding personnel practices, problem solving, and dispute resolution through appropriate conflict management and mediation techniques; researches and identifies current and emerging employee relations issues, trends, and opportunities and develops responsive University-wide programs; and plans and facilitates programs in the areas of employee and supervisor development. The Assistant Director of Human Resources, Performance Management identifies training and development needs and priorities, measures and evaluates ongoing programs, recommends and provides additional training, participates in the creation and development of new programs and sunsets or modifies out-of-date programming, and provides training and educational programming in order to achieve institutional compliance with University policy and procedures and state and federal laws and regulations.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree is required, preferably in Human Resource Management, Labor and Employee Relations, Management, Educational Administration or a related field.

Experience: At least three years of responsible experience in employee training and development or employee relations is required. Experience presenting training programs, leading group discussions, or in facilitating such activities is required.  Experience developing and facilitating professional development programs and/or workshops is required.

Skills:  Knowledge of employee relations principles, practices, methods, and programs is required.  Knowledge of federal and state employment laws and regulations is required.  Knowledge of current principles, practices, and trends in employee development and adult learning theories and practices is required.  Demonstrated problem solving and conflict resolution skills are required. Knowledge of formal and informal dispute resolution methodology, procedures, and techniques is required. Managerial and supervisory skills are required.  The ability to create and deliver training programs using presentation software and hardware is required. Excellent verbal and written communication skills are required.  The ability to build relationships that balance multiple, varying, and sometimes conflicting interests is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Serves as the initial point of contact and case manager for employee relations matters and provides support in establishing a proactive approach to employee relations by providing coaching and training for supervisors and managers in the areas of performance management, progressive discipline, grievance handling, setting expectations, and workplace interventions.

2. Provides consultation to employees and supervisors regarding performance and employee conduct, assists with facilitating progressive discipline and grievance procedures, provides counseling and support for performance issues and complaints, conducts or provides support for investigations, and resolves employee relations problems formally and informally.

3. Provides guidance and assistance on the process and development of documents such as the investigation summary, letters, and other communication and maintains related records.

4. Supports the University in meeting related training requirements by coordinating with appropriate University units for development, delivery, and documentation.

5. Ensures Appraisal and Development Plan processes comply with University policy by monitoring compliance, consulting with department heads and supervisors on appropriate goals and performance measures, reviewing the evaluation forms for completeness and accuracy, advising supervisors and employees, and assists with the Performance Improvement Plan (PIP) process.

6. Develops and delivers training classes, sessions, workshops, or other presentations, identifies programs to meet specific needs or concerns as determined through assessments, questionnaires, tests, and interviews, conducts surveys, and reviews performance evaluations.

7. Partners with subject matter experts to design appropriate training curricula focused on improving and enhancing business processes and meeting business needs, provides guidance and support for utilization of the system, and assists with the functionality of related systems.

8. Assists in managing funds by preparing and maintaining the designated portion of the Office of Human Resources budget, assesses the cost effectiveness of programs through standard cost benefit analyses and cost evaluations, and provides recommendations for optimum utilization of funds that exhibit good stewardship in the expenditure of funds and meeting University goals.

9. Manages the maintenance of related web pages and resources and ensures quality resource materials are available to faculty, staff, and students by creating user guides, documentation, web pages, and handouts that support training programs.

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

11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, attending training and/or courses as directed by the supervisor, and maintaining appropriate continuing education and certification requirements.

12. Supports the overall success of the Office of Human Resources by performing all other duties as assigned.

SUPERVISION

The Assistant Director of Human Resources, Performance Management is supervised by the Director of Human Resources and supervises assigned employees.

OFFICE OF HUMAN RESOURCES

REVISED JUNE 2017

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.

Factor 2: Supervisory Responsibility

Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.

Factor 3: Interactions with Others

Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal 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.