POSITION IDENTIFICATION
TITLE Director of Human Resources
CLASSIFICATION NUMBER 1330
GRADE 48
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Vice President for Administrative Services
GENERAL FUNCTION
The Director of Human Resources is the chief human resources officer of the University system 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 office, including talent acquisition, retention, and employment services, performance management, benefits administration and counseling, classification, compensation, and salary administration, training and staff 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, talent acquisition, retention, employment services, affirmative action, benefits administration, training and staff development, performance management, 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, Colleague, or PeopleSoft 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 office including talent acquisition, employment, and retention services, performance management, 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, procedures, and government regulations throughout the University by advising senior administrators about the applicable policies, procedures, and regulations, providing training for supervisors, and enforcing the personnel policies and procedures 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 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 support staff of the Office of Human Resources.
OFFICE OF HUMAN RESOURCES
REVISED MAY 2020
