Executive Director of Human Resources

The Executive Director of Human Resources takes a leadership role in managing the human resource functions including administering the benefits, compensation and classification system, college collective bargaining and labor relations activities, facilitating successful recruitment processes, ensuring compliance with all federal/state statutes relative to employment issues, managing the professional development program, and developing and administering a high quality performance evaluation system.  The Executive Director is a member of the Executive Cabinet and reports to the President.   The Executive Director is expected to be proactive in relevant policy development and procedure implementation.   The Executive Director supervises a staff of five, including the Adjunct Faculty Director.  The Executive Director also acts as the college’s Title IX Coordinator.

• Responsible for development and implementation of HR policies and practices in an efficient and timely manner to meet institutional objectives.  

• Analyzes information and data necessary to define and discern cost and policy implications of labor negotiations and disputes. This may include management and union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.

• Represents organization in contract negotiations, meetings, and negotiations with employee and labor organizations.

• Determines and is responsible for the implementation of employee relations practices necessary to establish positive employer-employee relationship and promote a high level of employee trust/ participation.

• Identifies legal requirements and government reporting regulations affecting the Human Resource function (e.g. EEO, AAP, FLSA, ADA, and Title IX, etc…) Acts as a primary contact with legal counsel and outside government agencies on human resource matters.

• Protects interest of employees and the college in accordance with Human Resource policies.  Approves recommendations of terminations.  Reviews employee grievances and acts as an employee advocate, as appropriate.

• Recommends to the executive team wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and employee wellness and health programs.  Monitors for effectiveness, cost containment, and market competitiveness.

• Oversees in-house administration of all employee benefit programs, as necessary.   Such programs include, but are not limited to: health, dental, life, retirement, and disability programs.

• Evaluates and ranks staff positions and places on salary scale.  Oversees screening of all candidates for employment and determines starting salaries for staff.  

• Serves as the college’s Title IX Coordinator.  Oversees the Title IX investigation process.  Takes complaints, assigns Title IX investigators, coordinates training, and hearings. Ensures that the Title IX process is administered consistently based upon Title IX federal guidelines.  Responsible for updating the college’s policy and ensuring the Title IX website is maintained with the most up-to-date information. Ensures compliance of MHEC reporting requirements.   

•  Serves on Executive Cabinet, Cabinet, and the Professional Development Committee.  Also serves on Benefits Committee, FEP and Diversity Committee.  

• Coordinates in-house regulatory and professional development training programs.   Defines responsibility of Human Resources and management within those programs.  

• With the Vice President of Administrative Services and various bidding committees, selects and coordinates the use of Human Resource consultants, benefits providers, training resources, and other HR support outside the college.   

• Monitors Federal and State legislative changes regarding laws pertaining to Human Resources to keep the college informed of new developments.

• Informs leadership of the college of significant human resources problems that jeopardize the achievement of strategic objectives.

• Oversees the planning and coordinating of college-sponsored social and employee-recognition parties and events.

• Proactively develops cooperative relationships with key constituencies (i.e. community, MACC affinity group, other local HR professionals, schools, civic associations, and governmental agencies) to produce mutual benefit around common issues.

Bachelor’s Degree required. Master’s Degree preferred in Human Resources or related field. SHRM-CP or SHRM-SCP preferred. Minimum five (5) years experience in managing /leading a Human Resource function with a successful organization that practices and values effective human resource management. Professional certifications in Labor Relations and Collective Bargaining and experience working in a union environment preferred. Human Resource experience in key areas of responsibility described in position description detail.   Excellent leadership skills; knowledge of current employment law; ability to communicate to a variety of audiences; ability to maintain confidentiality and to deal with sensitive information; individual must be a highly motivated, self-starter that can successfully manage multiple priorities in a timely fashion with a minimum of supervision.  Must possess excellent written, organizational and communication skills with proven ability to work with and through people.  Excellent math and computer skills desired for word processing, spreadsheet, and database responsibilities.  Ability to learn and master advanced computer programs.  

• Most of the job is sedentary, however, occasional periods of light work may be required,
  1. lifting up to approx. 35 lb. occasionally,
• The worker will be exposed primarily to inside office conditions,
  1. Other physical requirements will include, but may not be limited to, the following physical activities:
     1. Oral and written communication,
     2. The employee must be able to receive, understand, and communicate verbal and written instruction and communicate in the English language.
  2. Visual acuity appropriate for a normal clerical-type position
  3. Hearing,
  4. Fingering,
  5. Grasping,
  6. Pushing, pulling, lifting, reaching, - occasionally
  7. Bending, stooping, kneeling, - occasionally
  8. Climbing stairs - occasionally
  9. Walking - frequently
  10.  Valid Driver’s License.
  11.  Occasional travel may be required (<25% of the time).