Director of Human Resources

POSITION TITLE:      Director of Human Resources

DEPARTMENT:          Human Resources

REPORTS TO:           CFO

WORK LOCATION:   Hybrid

FLSA STATUS:          Full-time; Exempt                   

SALARY RANGE:     $134,000 to $140,700 (annual)

Summary

Provide leadership for the full range of human resource programs and activities that support all employee groups in the areas of planning and organizational development; recruitment and talent management; classification and compensation; benefits and insurance; policy and program administration; employee relations; performance management; training and development; Title IX, Affirmative Action; Record keeping and legal compliance; HRIS department budget management, CBA Management.

Essential Duties and Responsibilities:

Leadership, Management, and Planning:

1. Develop and recommend policies and procedures aligned with institutional and department objectives, including regular updates to the employee handbook.
2. Work with university departments on collective bargaining agreements of campus unions and answer faculty questions regarding policies and benefits.
3. Oversee the HR department budget, calendar of programs, and events and provide annual assessments, recommendations, and plans regarding department activities.
4. Participate individually and/or as a department on appropriate University Committees, Councils, Taskforces, and working groups (e.g., Retirement Plan Administrative Committee, Emergency Preparedness).
5. Provide timely and accurate forecasts for University HR needs and expenses.
6. Maintain the efficiency of the performance appraisal system.

Recruitment and Employment:

1. Review, modify, and implement effective recruitment strategies to attract and retain qualified, motivated employees.
2. Develop and oversee recruitment strategies\tactics and processes.
3. Ensure proper training for search committees and evaluate that processes are being followed.
4. Train and advise hiring supervisors and committees on hiring policy and procedures.
5. Review all job descriptions before implementation of changes to ensure they fit with the department and institutional needs.
6. Review and execute all non-Cabinet level employment letters, including Faculty workload letters and contracts, to ensure accuracy.
7. Assist with the faculty appointment process.

Classification, Compensation, and Performance Management:

1. Collaboratively develop and implement a comprehensive Human Resource Plan, including employee complement (faculty and staff), compensation, professional development opportunities, and performance management.
2. Develop and implement employment and incentive structures to attract, motivate, and reward employees.
3. Oversee participation in compensation surveys and collect market data information on compensation and benefits; analyze and make recommendations for salary and benefit changes.
4. Oversee and manage the salary program by conducting market surveys and making recommendations for salary scales and adjustments as appropriate.
5. Administer compensation programs, including salary structures and performance-based incentives.
6. Work closely with Budget Managers on personnel and benefit budget planning and management (position control).
7. Manage the goal-setting & performance review process and provide training and guidance to employees and supervisors as needed.
8. Assess overall training needs and make recommendations for training to improve skills and performance; manage succession planning and internal career growth.
9. Provide and document all mandatory training programs (e.g., sexual harassment).

Benefits Administration:

1. Collaborate with brokers and carriers on benefit plan analysis, design, and communication to employees.
2. Ensure timely filing of all Form 5500s.
3. Oversee the 403-(b) Plan Administration and audit to ensure annual compliance with ERISA.
4. Discuss and approve requested leaves of absence; ensure compliance with all leave policies and regulations.
5. Manage tuition remission benefit program as the central liaison.
6. Coordinate with the benefits broker and Payroll Coordinator to ensure proper administration of all benefits and leaves of absence.
7. Manage employee benefits, retirement plans, and leave policies.
8. Administer the worker's compensation insurance plan to maintain legal compliance.

Lead Employee Relations and Legal Liaison:

1. Provide ongoing advice and counsel to the supervisors and employees to maintain legal compliance and resolve conflicts.
2. Collaborate with the University's legal counsel to resolve employment, student, Title IX, Faculty CBA, and other related issues as necessary.
3. Interface with insurance carriers concerning legal issues.
4. Prepare a summary of employment-related legal issues for the Board of Trustees meetings.
5. Maintain compliance with state and federal regulations and policies, including Title IX requirements.
6. Mediate labor disputes and negotiations. Assist management with overall good employee relations with all university employment groups.

Compliance and Best Practices:

1. Ensure HR policies comply with all laws, regulations, best practices, and industry standards for human resource management.
2. Remain knowledgeable of employment and labor laws and implement proactive practices to reduce liability.
3. Maintain and update the Employee Handbook as needed.
4. Employee Development and Training: Collaborate with departments to identify training needs and implement professional development programs. Promote a learning culture.

Performance Management:

1. Oversee performance appraisal processes.
2. Provide guidance on performance improvement plans.
3. Address employee performance issues.
4. Institutional Events and Recognition: Design and implement programs and activities to acclimate, recognize, and reward employees.
5. Provide an institutional onboarding program for all new hires.
6. Plan and implement the annual Service Awards Luncheon.
7. Recommend and implement ongoing employee appreciation activities.

Communication and Technology:

1. Maintain the Human Resources Department website and NDNU Payroll/HRIS web pages to ensure the accuracy of information.
2. Assist in maintaining the university's position management system.
3. Continually review and improve communication vehicles and technology to streamline processes and improve services.
4. Serve on the Emergency Preparedness Team.

Budget and Resource Management:

1. Develop and manage the annual HR budget.
2. Optimize resource allocation for HR initiatives.

Required Qualifications:

To perform this job successfully, an individual must be able to satisfactorily perform each essential duty. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.

• BA degree required; MA degree preferred or relevant experience.
• HR Certificate in PHR/SPHR preferred.
• Minimum 5 years management level human resources experience; or equivalent combination of education and experience.
• Understanding and knowledge of Title IX requirements required.
• Understanding and experience of regional accreditation standards preferred.  
• Experience managing the full range of HR programs, including recruitment, organizational development, performance management, compensation, benefits, and training.
• Excellent organizational and analytical skills.
• Ability to problem-solve, resolve conflicts, and recommend solutions.
• Knowledge and applied experience with employment law.
• Strong computer skills, including MS Office Suite and HRIS systems (e.g., ADP, Paycom).
• Excellent verbal and written communication skills.
• Strong employee\customer service orientation
• Strong management skills and abilities
• Must be professional, diplomatic, and able to serve various constituents with equity, fairness, and tact.

NDNU is committed to providing an educational environment that supports a diverse student population. The required application materials for this position are (1) a Resume/CV and (2) a cover letter. In your cover letter, please include information about your experiences working in a diverse environment, particularly as they relate to the job description, and what qualities you would bring to support this commitment to inclusive excellence at NDNU. All finalists will be asked for three work references with their contact information and will go through a background check. 

** Final candidate being considered must met the U.S. Citizenship and Immigrant eligible requirements without any type of sponsorship at the time the position is offered. NDNU will not be paying any relocation expenses. ***

EEOC Policy:

The University is an equal opportunity employer and firmly committed to non-discrimination in its hiring and other employment practices and personnel policies. In compliance with all applicable federal and state laws, except where a bona fide occupational qualification exists, employment decisions will be made irrespective of the staff member's race, color, religion, religious creed, ancestry, national origin, age (except for minors), sex, marital status, citizenship status, military service status, sexual orientation, medical condition (cancer- related or genetic condition), disability and/or any another status protected by law. When necessary, the University will reasonably accommodate individuals with disabilities if they are otherwise qualified to perform all essential functions of the position safely and if it will be done without undue hardship to the University.