Director of Human Resources and Organizational Development
2 weeks ago
Director of Human Resources and Organizational Development
Category Level: PSS/9
Basic Function: Provide overall strategic HR leadership to the College. Oversee the development and implementation of human resources policies, programs and services, including recruitment, selection, retention, legal compliance, employee benefits, employee relations, employment practices and procedures, employee communications and employee events. Serve as the Title IX Coordinator responsible for overseeing all of an institution's Title IX compliance efforts.
Advance system improvements anddiagnose organizational issues to ensure the College's achievement of its vision, mission, key performance indicators and strategic goals. Direct a broad range of planning and evaluation processes for documentation of College effectiveness in support of documentation of institutional performance to support strategic planning initiatives.
Salary & Benefits: Starting salary of $83,000 to $100,000 based on experience. Benefits package includes Blue Cross/Blue Shield health insurance; eye care, dental, life and disability insurance; paid vacation and sick leave; a choice of IPERS or TIAA retirement plans and a variety of additional optional benefits.
Required Skills/Abilities:Excellent strategic planning and leadership facilitation skills. Knowledge of local, state, and federal laws and policies impacting public sector personnel management. Strong project management, change management, and human resource management skills. Ability to work collaboratively across divisions, functions and levels. Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate.
Education and Experience:Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree or juris doctorate preferred. At least five years of human resource management experience or the equivalent combination of education and experience required. SHRM-CP or SHRM-SCP highly preferred.
Responsibilities:
1. Provide leadership in the development, implementation, and compliance of federal and state laws and administrative rules related to personnel issues and practices.
2. Direct recruitment, selection, and orientation of all employees; plan, implement, and evaluate a staff development program for all employees; coordinate the performance evaluation program.
3. Leads meet and confer process with all employee groups.
4. Develop, implement, and promote recruiting, professional development, retention, and recognition programs to attract and retain top talent.
5. Lead or provide oversite to employee onboarding, offboarding and termination processes.
6. Provide oversite to wellness and culture building activities.
7. Establishes and maintains personnel records and reports.
8. Serve as a trusted point of contact for employees’ HR-related questions and concerns.
9. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
10. Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
11. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
12. Manages organizational development strategic planning strategies and processes.
13. Manage the performance of strategies and objectives to gather insights on successes or potential areas where strategies need to be adjusted.
14. Link and designing necessary institutional development plans to ensure clear, achievable goals are created and outcomes monitored through structured review processes.
15. Support President’s Council in strategic planning efforts to ensure the vision, culture, core values at the center of our College advancement efforts.
16. Provide administrative assistance to appropriate College personnel through the conduct of research, preparation of written reports and policies, the planning and coordination of special projects and events, and coordination of Board Policy development and approval.
17. Monitor and adjust change strategies in response to organizational problems and issues.
Perform in a manner which strengthens the coordination and cooperation of all organizational components of the College, including opportunities for student recruitment.
NIACC Core Principles: All employees are expected to adhere to all NIACC policies and procedures. NIACC administration, faculty, and staff value a positive working environment and an environment of mutual respect, therefore all employees are to maintain a positive attitude and respect for others when working with all NIACC departments, employees, students, partners, and the public.
04/2024
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