1330 Director of Human Resources

POSITION IDENTIFICATION

TITLE Director of Human Resources

CLASSIFICATION NUMBER 1330

GRADE 48

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Vice President for Administrative Services

MAJOR ADMINISTRATOR President

GENERAL FUNCTION

The Director of Human Resources is the chief human resources officer of the University and serves as an advocate regarding benefits, policies, and practices that would have a positive impact on employees and as an advisor and strategic partner to University administration. The Director of Human Resources provides leadership through the management of  a comprehensive human resources department, including recruitment, retention, and employment services, benefits management and counseling, classification, compensation, and salary administration, training and development, regulatory compliance, labor and employee relations, and human resource information systems and records management. 

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), SPHR (Senior Professional in Human Resources), SHRM-CP (Society for Human Resource Management-Certified Professional), or SHRM-SCP (SHRM Senior Certified Professional) is preferred.

Experience: At least five years of human resources management experience demonstrating increased leadership responsibilities over time; experience should include most or all of the following areas:  employee relations, classification and compensation, job analysis, job evaluation, recruitment and retention, affirmative action, benefits administration, training and staff development, development of and application of policies and procedures, management of HRIS systems and records, employee engagement and communications, investigations, labor relations, and management of a budget.  Similar experience in human resource 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. Experience working with mentoring programs and affinity groups is preferred.

Skills:  Demonstrated ability to work and communicate effectively with all constituencies of a diverse university community, outstanding leadership and management skills, an understanding of automated management information systems, and a sound knowledge of relevant federal, state and local government regulations and equal opportunity policies are 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. Provides leadership and guidance for the University and its employees regarding human resource matters by managing a comprehensive human resource department including recruitment, employment, and retention services, benefits management and counseling, compensation planning, salary administration and job evaluation, training and development, labor and employee relations, succession planning, and human resource information systems and records management.

2. Serves as an advocate for employees by listening and becoming aware of employee needs and concerns, sharing this information with University leadership, researching best practices, and offering options for leaders to consider in addressing employee needs and concerns. 

3. Provides ongoing promotion and communication to employees and prospective employees about the benefits associated with University employment including insurance benefits, investment options for retirement savings, tuition reimbursement, wellness and recreation opportunities, and training and development opportunities.

4. Ensures that applicants, employees, vendors, and University administrators receive excellent customer service in all interactions with the Office of Human Resources.

5. Ensures consistent and equitable application of human resource policies and government regulations throughout the University by advising senior administrators about the applicable policies and regulations, providing training for supervisors, and enforcing the personnel policies of the University.

6. Advises employees and supervisors regarding performance and disciplinary issues, administers progressive discipline and grievance procedures consistently, listens to employee and supervisor concerns, conducts investigations as needed, and recommends a plan of action.

7. Develops personnel policies, practices, and procedures for approval by the University administration by listening to employee concerns, reviewing best practices, and identifying opportunities to improve employee satisfaction.

8. Contributes to  employee engagement by advising and supervising the implementation and administration of employee benefits programs, providing excellent customer service, automating processing systems, communicating information about programs and services to employees and to all levels of management throughout the University, working with benefit plan consultants and vendors, interpreting policies and state and federal laws in a consistent manner, and working with advisory committees to review and implement new and alternative benefits initiatives.

9. Improves organizational effectiveness and productivity by overseeing the planning, development, and delivery of professional development and job-related skill training opportunities.

10. Provides training and promotes the use of the Appraisal and Development Plan as a staff development tool to identify training needs and professional development offerings and to inform promotion decisions, annual salary increases, terminations, succession planning, and other personnel actions.

11. Ensures the accuracy of personnel information for all University employees by supervising the maintenance of personnel records and reviewing personnel actions for application to the employee database and submission to the Board of Governors.

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

13. Develops a competent, productive and effective personnel staff by supervising, directly and through delegation, professional and administrative support employees.

14. Represents the department and serves as a resource by participating on various University committees.

15. 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.

16. Manages funds by planning, developing and controlling the departmental budget.

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

18. 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 Services.

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

 SUPERVISION

The Director of Human Resources is supervised by the Vice President for Administrative Services.  The Director of Human Resources coordinates and supervises the professional and clerical staff of the Office of Human Resources.

OFFICE OF HUMAN RESOURCES

REVISED NOVEMBER 2015

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.