Director, human resources

MANAGER, HUMAN RESOURCES OPERATIONS
Reports to:	Vice President, Business & Administrative Services	Position:
Dept:	Human Resources	Range: EAM1

FLSA:

Exempt

EEO:

Executive/Administrative/Managerial

Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed by individual positions.
BASIC FUNCTION: 

Under general direction, directly responsible for the overall administration, coordination and evaluation of the human resources operations function. 

ESSENTIAL DUTIES & RESPONSIBILITIES:

The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.
Management

1. 
   Plans, organizes and controls all activities of the department’s operations including staff and vendors; participates in developing department operational goals, objectives and systems. 
   
2. 
   Evaluates and reports decisions and results of department operation initiatives in relation to established goals; recommends new approaches, policies and procedures to effect continual improvements in efficiency of department operation and services performed. 
   
3. 
   Establishes and maintains department operation records and reports; participates in administrative staff meetings and attends other meetings.
   
4. 
   Develops, approves, and monitors the operation’s budget and expenditures.
   

People-Talent Acquisition, Employee Engagement and Retention, Learning and Development, and Total Rewards

5. 
   Directs recruitment efforts for all employees; administers advertisements; works with college supervisors and administrators to prepare for the screening and selection process; administers reference checking and job offers.
   
6. 
   Develops and maintains new-employee orientation programs; monitors employee evaluations and professional development programs; conducts exit interviews.
   
7. 
   Implements and updates the classification and compensation program: develops and revises job descriptions as necessary, conducts salary surveys, and analyzes compensation.
   
8. 
   Manages employee and retiree benefits administration, claims resolution, and recommends program design changes; conducts negotiations for benefit rates, plan changes, and provisions.
   

Organization-HR Function, Organizational Effectiveness, Workforce Management, Employee and Labor Relations, and Technology Management

9. 
   Develops, prepares, reviews, maintains, confers, recommends, and implements personnel policies and procedures.
   
10. 
    Develops and administers various human resources plans and procedures for all personnel.
    
11. 
    Provides expert advice and training on a wide range of complex, sensitive, and confidential human resource management issues and practices.
    
12. 
    Confers and coordinates the implementation of human resources programs for people, organization, and workplace issues.
    
13. 
    Participates in collective bargaining and meet and confer discussions; assists in maintaining, updating and providing interpretation of contract language and working conditions manuals; participates in mediating conflicts; investigates allegations of misconduct.
    
14. 
    Coordinates human resource systems and technology projects in meeting all professional standards for human resource systems and technology development and implementation.
    

Workplace-Diversity, Risk Management, and Compliance

15. 
    Develops and maintains diversity programs and plans; maintains records, files, reports and logs to conform to EEO and other regulations.
    
16. 
    Investigates and makes administrative determinations of Title 5 discrimination and harassment complaints.
    
17. 
    Ensures compliance with all federal, state and local employment laws.
    

OTHER DUTIES:

1. 
   Serves as the department’s representative on district committees, professional, industry and community groups, regulatory, and other agencies.
   
2. 
   Perform related duties as assigned.
   

COMPETENCIES - KNOWLEDGE, SKILLS, ABILITIES AND OTHER CHARACTERISTICS:

1. 
   Leadership & Navigation – The knowledge, skills, abilities, and other characteristics (KSAOs) needed to navigate the organization and accomplish HR goals, to create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization, to lead and promote organizational change, to manage the implementation and execution of HR initiatives, and to promote the role of HR as a key district partner.
   
2. 
   Ethical Practice – The KSAOs needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization.
   
3. 
   Relationship Management – The KSAOs needed to create and maintain a network of professional contacts within and outside the district, to build and maintain relationships, to work as an effective member of a team and to manage conflict while supporting the district.
   
4. 
   Communication – The KSAOs needed to effectively craft and deliver concise and informative communications, to listen to and address the concerns of others, and to transfer and translate information from one level or department of the district to another.
   
5. 
   Global and Cultural Awareness – The KSAOs needed to value and consider the perspectives and backgrounds of all parties, to interact with others in a global context, and to promote a diverse and inclusive workplace.
   
6. 
   Business Acumen – The KSAOs needed to understand the district’s operations functions and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the district.
   
7. 
   Consultation – The KSAOs needed to work with district stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for HR solutions that meet the changing needs of students and of the district.
   
8. 
   Critical Evaluation – The KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform district decisions and recommendations.
   

EDUCATION AND EXPERIENCE:

A bachelor’s degree (preferably in human resources, business, public administration or related field) or the equivalent and five years of experience in human resources; or an associate’s degree (preferably in business, public administration, or related field) or the equivalent and nine years of experience in human resources.

LICENSES AND OTHER REQUIREMENTS:

A valid California driver’s license and the ability to maintain insurability under the district’s vehicle insurance program.

WORK DIRECTION, LEAD AND SUPERVISORY RESPONSIBILITIES:

This position manages all employees of HR operations and is responsible for the performance management and hiring recommendations of the employees within the operations, including Human Resources Analyst, Benefits Coordinator, Human Resources Technician, Benefits Assistant and administrative support staff.

CONTACTS:

District administrators, faculty, staff, students, applicants, contractors and service providers, regulatory and governmental agencies, business and community organizations, and the general public.

PHYSICAL EFFORT:

The physical efforts described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Primarily sedentary with intermittent standing, walking, bending and stooping; occasional light lifting and carrying of objects weighing 25 pounds or less; ability to work at a computer, including repetitive use of computer keyboard, mouse or other control devices; ability to travel to a variety of locations on and off campus as needed to conduct district business
EMOTIONAL EFFORT:

Ability to develop and maintain effective working relationships involving interactions and communications personally, by phone and in writing with a variety of individuals and/or groups of individuals from diverse backgrounds on a regular, on-going basis; ability to concentrate on detailed tasks for extended periods of time and/or intermittently while attending to other responsibilities; ability to work effectively under pressure on multiple tasks concurrently while meeting established deadlines and changing priorities.

WORKING CONDITIONS:

Primarily works in an office environment. Subject to frequent interruptions by individuals in person or by telephone. Intermittent exposure to individuals acting in a disagreeable fashion. May work at any district location or authorized facility during day and/or evening hours and on weekends and/or holidays as needed. Travel is primarily local during the business day, although some out-of-area and overnight travel may be expected.

MIRACOSTA COMMUNITY COLLEGE DISTRICT October 2017