1342 Assistant Director of Human Resources, Organizational and Talent Development

 

POSITION IDENTIFICATION

TITLE Assistant Director of Human Resources, Organizational and Talent Development

CLASSIFICATION NUMBER 1342

GRADE 45

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director of Human Resources

GENERAL FUNCTION

The Assistant Director of Human Resources, Organizational and Talent Development is responsible for the development and implementation of a comprehensive professional development and work related training program.  This position, supports University business goals and objectives for improving organizational performance, efficiencies and effectiveness by developing education, training and development programs as well as learning opportunities for all employees through workshops, seminars, conferences, and online training programs, utilizing internal and contracted resources. This position oversees the administration of the University’s professional learning management system, including vendor review, contract administration, training catalog, registrations, attendance, individual employee training histories, and annual reporting. This role oversee federal and state compliance training delivery and documentation. Serves as an internal consultant to University units for the development and coordination of specialized programs to address specific needs or concerns and determines employee professional development and work-related training needs throughout the University-system by using assessment questionnaires, tests, and interviews, conducting surveys, reviewing performance evaluations, and consulting with supervisors, department heads and directors as well as develop and manage specialized leadership and team development for supervisors and individual contributors.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree is required, preferably in Human Resource Management, Communications, Management, Educational Administration or a related field. An equivalent combination of years of experience and education may be considered for substitution of educational requirements.

Experience: At least three years of responsible experience in employee training and development is required, which must include demonstrated responsibilities for the identification, development, and coordination of training and development programs. Experience in presenting training programs, leading group discussions, or in facilitating such activities is required.

Skills: Management and supervisory skills are required. Strong interpersonal and communications skills, particularly as they relate to working with various publics, are required. Creation and delivery of training programs by using presentation software and hardware are required. Development and maintenance of training databases are preferred. 

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Supports University business goals and objectives for improving organizational performance, efficiencies and effectiveness by developing education, training and development programs and learning opportunities for all employees through workshops, seminars, conferences, and online training programs, utilizing internal and contracted resources.

2. Serves as an internal consultant to University units for the development and coordination of specialized programs to address specific needs or concerns and determines employee professional development and work-related training needs throughout the University-system by using assessment questionnaires, tests, and interviews, conducting surveys, reviewing performance evaluations, and consulting with supervisors, department heads and directors as well as develop and manage specialized leadership and team development for supervisors and individual contributors.

3. Manages the successful delivery of training and development programs, including the marketing, registration, coordination, execution, and management of content and delivery. Manages and monitors administrative tasks necessary for program development and administration and executive; manage schedules, budgets, promotion, and all other logistics associated with programming.

4. Evaluate, analyze, and assess programs and initiatives to ensure curriculum design and educational effectiveness, including quality, relevance, and return on investment. Create and maintain comprehensive evaluation instruments and assessment results. Prepare analytical data for evaluation purposes.

5. Presents and facilitates specific topical training and development to University employees, supervisors, directors, department heads, and administrators by remaining knowledgeable of educational development processes and techniques.

6. Develops a comprehensive marketing plan for promoting and educating University employees about available training opportunities.

7. Assists employee retention by administering employee engagement and networking events and activities, presenting job-specific training programs, supporting internal and external development opportunities, providing supervisory development programs, and promoting job-related training and personal development.

8. Oversees the administration of the University’s professional learning management system, including vendor review, contract administration, training catalog, registrations, attendance, individual employee training histories, and annual reporting. Oversee federal and state compliance training delivery and documentation.

9. Manages funds by preparing and maintaining budgets related to all development programs. Assess the cost-effectiveness of the training and development programming, ensuring good stewardship and optimum utilization of funds.

10. Employs sound instructional and informational design and a strong understanding of Missouri State’s culture.

11. Hire and supervise full-time, part-time, graduate assistant, and student employees.

12. Maintain a keen understanding of learning & development trends, strategies, and best practices. Remains competent and current through membership in professional organizations, self-directed professional reading, professional journals, newsletters and contacts, attending professional development conferences, courses, or workshops.

13. Contributes to the overall success of the Office of Human Resources by performing all other duties and responsibilities as assigned.

SUPERVISION

The Assistant Director of Human Resources, Organizational and Talent Development and supervises full-time, part-time, graduate assistants, and student employees.

OFFICE OF HUMAN RESOURCES

REVISED JANUARY 2025

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 4.0 - 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 3.0 - 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 4.0 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

Factor 4: Job Controls and Guidelines

Level 4.0 - 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 4.0 - 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.