1330 Director of Human Resources
TITLE Director of Human Resources
CLASSIFICATION NUMBER 1330
IMMEDIATE SUPERVISOR Vice President for Administrative & Information Services
MAJOR ADMINISTRATOR President
The Director of Human Resources is the chief personnel officer of the University and provides 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 Director advises the university administration on personnel-related matters pertaining to faculty, administrative, professional and support staff.
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. Experience with Banner is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides 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 advising 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 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. Provides opportunities for professional development, improved organizational effectiveness and productivity, and work related training for University employees by supervising the development of training strategies that ensure the effective delivery of appropriate training and development programs.
7. Facilitates decision-making regarding promotions, annual salary increases, terminations, or similar personnel actions for non-academic employees through the administration of the Appraisal and Development Plan.
8. Ensures 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.
9. Promotes a positive image of the University by participating in community organizations, as well as national, state and local professional associations.
10. Develops a competent, productive and effective personnel staff by supervising, directly and through delegation, professional and clerical employees.
11. Represents the department and serves as a resource by participating on various University committees including Wall of Fame, Compensation, Healthcare Plans Review, Equal Opportunity Advisory, and Permanent Residence Advisory committees.
12. Promotes effective employer-employee relations with bargaining unit employees by providing direction on contract interpretations and participating in labor negotiations and grievance resolutions with relevant labor representatives and unions.
13. Manages funds by planning, developing and controlling the departmental budget.
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 Vice President for Administrative & Information Services.
15. Contributes to the overall success of the University by performing all other duties and responsibilities as assigned.
The Director of Human Resources is supervised by the Vice President for Administrative & Information Services. The Director coordinates and supervises the professional and clerical staff of the Office of Human Resources.
OFFICE OF HUMAN RESOURCES
REVISED APRIL 2009
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 5 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.
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 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.
Factor 5: Managerial Responsibility
Level 5 - 2350 Points: Work involves primary accountability for a larger 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, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.