1340 Assistant Director of Human Resources, Performance Management


TITLE Assistant Director of Human Resources, Performance Management




IMMEDIATE SUPERVISOR Director of Human Resources

MAJOR ADMINISTRATOR Vice President for Administrative Services


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and provides additional training, participates in the creation and development of new programs and sunsets or modifies out-of-date programming, and provides training and educational programming in order to achieve institutional compliance with University policy and procedures and state and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.


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.


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.


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