Scope of Responsibilities: The director is the chief human resources officer responsible for institution-wide accountability for HR policy development, administration, interpretation, implementation, staffing, and supervision of the HR Department to achieve optimal services to the campus community. The Director maintains a collaborative and advisory relationship with the president, senior administrators, and other campus managers with regard to HR matters including employee recruitment and retention, compensation and benefits, talent development, performance management, human resources information systems, and employee and labor relations.
General Responsibilities: A. Planning and Policy Development: Develops, executes, and revises an ongoing plan that identifies key HR goals, including both short- and long-term goals that are in harmony with and contribute to the institution’s comprehensive strategic plan. Advises and works in consultation with department managers and administrators regarding human resources policies, programs, and practices. Evaluates new HR trends and best practices, specifically related to change management, talent and performance management, succession planning, and training and development. B. Legal and Regulatory: Establishes HR policies and implements procedures that ensure institution-wide compliance with applicable legal and regulatory requirements. Communicates HR regulatory and compliance policies and procedures systematically and as needed to the vice president and other senior administrators. Advises and supports the senior administration for the purpose of managing institutional HR-related risk. Conducts investigations and fact-finding in response to complaints involving employees and in compliance with Title VII and Title IX sexual or discriminatory harassment allegations. Works directly with outside General Counsel as warranted. C. Employee Recruitment and Retention: Guides and assists campus leadership in the development and maintenance of an attractive and productive campus work culture that facilitates the effective recruitment and retention of a quality and diverse workforce. Develops and maintains effective recruiting processes and supports campus managers in the screening and selection of employees as needed. Develops and administers a system of employee performance evaluation and monitors supervisor compliance. Serves as chief advocate for employees at all levels. D. Compensation and Benefits: Develops, administers, and maintains a staff compensation system designed to insure campus wages that are competitive in the marketplace, equitable, and internally consistent and appropriate to the work performed. Provides consultation for the development and administration of a faculty compensation system. Conducts periodic reviews of and exercises control over employee benefit programs to insure the delivery of an assortment of employee benefits that are competitive in the employment market and cost-effective for the institution. Oversees the administration of benefits to insure compliance with institutional policies and all applicable regulations. Administers matters related to unemployment including gathering relevant information, responding to claims, and participating in unemployment hearings when warranted. E. Reporting and Communication: Selects and monitors relevant HR metrics and performance indicators and issues periodic reports. Provides HR-related information to external entities when required or appropriate. Devises communication strategies and procedures to insure adequate dissemination of HR-related information relevant to supervisors and their employees. Engages in appropriate communications across the institution to resolve human resources concerns. F. Administration and Management: Administers responsibilities in accordance with the institution’s objectives and government regulations and promotes and maintains a high level of employee morale and confidentiality of HR information. Promotes HR as a responsive, trusted, accessible campus partner. Oversees the administration of all HR budgets and accounts. Supervises regular staff and student employees to include interviewing, hiring, training, planning, assigning and directing work, coaching, appraising performance, rewarding and disciplining employees, addressing complaints, and resolving problems. Leads in a way that sets a good example, promotes teamwork, and encourages a positive, goal- and customer-oriented work environment. Develops and oversees accurate, reliable, and efficient systems for recording, processing, and storing HR and employment-related records in accordance with institutional policies and applicable regulations. Provides consultation and guidance to supervisors when all employee terminations are considered to assure due process for the employees and to assure the institution is in compliance with all related employment laws. Assists the vice president or other senior administrators with HR-related initiatives and special projects. Leads institutional committees as requested by the vice president or other senior administrators.
Other responsibilities: Serves on institutional committees as requested. Other duties as assigned to fulfill the goals of the department and mission of the institution.
Status: Full Time; Exempt
A completed staff application, 2 employment references and a spiritual life reference must be submitted in order to be considered for employment. Applications are available in the Human Resource Office or can be downloaded at http://www.grace.edu, Employment.
Minimum: B.A. or B.S. in human resources or a closely-related business field from an accredited institution. Designated SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) or has the ability and willingness to achieve one of these certifications within 12 months of employment. Demonstrated working knowledge of a broad range of human resource issues. Minimum of five years of progressively responsible human resources supervisory and management experience in a complex organization that provides the knowledge to administer a full range of human resources services. Increasingly responsible experience in several of the following areas: benefits, compensation, budgeting, employment, employee relations, HR-related law, HR technology, policy review and development, and talent development and training. Excellent knowledge of state and federal employment and employee benefit laws and regulations. Demonstrated commitment to diversity, confidentiality, and professional ethics that are consistent with the institution’s mission. Proven HR leadership, management, problem solving, conflict resolution, and decision-making skills. Excellent written, verbal, and interpersonal skills to communicate and cooperate with a diverse constituency at all levels at the institution and off campus. A significant level of trust and diplomacy is required, in addition to normal courtesy and tact. Knowledgeable in HR information systems and proficiency with computer applications such as Microsoft Office, Excel, database systems, etc. Demonstrated mature Christian faith and commitment and support of the institution’s mission.
Preferred: Advanced degree in a human resources-related field. Minimum of seven years’ experience in human resources with a minimum of five years in a director position. Human resources experience in higher education and/or comparably complex non-profit organization. Designated SHRM Senior Certified Professional (SHRM-SCP) or SPHR (Senior Professional in Human Resources) or other relevant human resources certification. Experience in an innovative, strategic, and change-focused organization.