POSITION DESCRIPTION

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1 POSITION DESCRIPTION TITLE: - (Exempt) Collective Bargaining - Ineligible Managerial Definition - The Board approved definition of a managerial employee is an employee who is engaged predominantly in executive and management functions of the College or who is designated with the responsibility of directing the implementation of management policies and practices and who customarily and regularly exercises discretion and independent judgment in directing the implementation of management policies and practices. This is a management position. The incumbent is accountable for supporting the mission, goals, and objectives of the College and is expected to administer the policies and procedures defined in the Employee Handbook as approved by the President and the Board of Trustees. JOB SUMMARY: Reporting directly to the Vice President for Business and Finance, the is responsible for developing, implementing, and coordinating policies and programs encompassing all aspects of human resources, including employment, compensation, training, placement, staff planning and development, benefits, employee relations and violence in the workplace. Supervises the management of equal opportunity, affirmative action, workers compensation, and sexual harassment issues. The is responsible for managing labor relations, wage and salary administration, indoctrination and training, insurance and health benefits, and employee services. The establishes and manages the annual fiscal year salary budget for faculty and staff, oversees management of the College s payrolls, is legal custodian of all personnel records, and maintains the integrity of data in the Human Resources Information System (HRIS). ESSENTIAL DUTIES AND RESPONSIBILITIES: (Note: These examples are intended only as illustrations of the various types of work performed in positions allocated to this class. 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 the position.) General Advises the President and Vice Presidents on policy, procedural and operational issues of the College. Manages projects, issues, or initiatives assigned by the President s Cabinet. Represents the Senior staff on committees or at functions, as needed. Assists with resolving College issues related to faculty, staff, students, or contractors. Is responsible for ensuring College compliance with the State Ethics Commission.

2 Page 2 Payroll budgets and payrolls Directs annual salary budgeting process, ensures that pay increases and performance appraisals are completed, submitted, and received in a timely manner for Finance, Investment, and Audit Committee and Board of Trustee action. Directs staff in the preparation of payrolls for approximately 400 full-time employees and 500 to 600 contractual and student employees. Administers payroll functions, including managing the preparation and verification of payrolls; maintenance of payroll records and reports; preparation of reports for federal, state, and local governments; and processing of payments to employees. Assures that all wages, salaries, and deductions are paid in accordance with established policy. Supervises the daily work activities of assigned assistant director in the preparation of payrolls and required reports. Directs the preparation of personnel-related materials as required by the board of trustees and the finance, investment, and audit committee. Acts as the College s liaison to Central Payroll Bureau, State Department of Personnel, and the University System of Maryland to ensure compliance with all state policies and regulations. Compensation Plans and directs internal studies and market analyses on a variety of compensation-related subjects including job evaluation and pricing, base pay practices and employee performance review systems. Conducts formal and ad hoc market studies to determine need for changes in salary structures and salary increase budgets. Administers compensation programs. Conducts positions audits and salary surveys and monitors the compensation plan. Works with the Dean of Faculty s staff to manage faculty salaries, stipends, and sabbaticals. Personnel Responsible for following and applying the policies and procedures as defined in the Memorandum of Understanding (MOU) and/or the employee handbook. Formulates and recommends personnel policies and objectives for the College and serves as advisor to the senior staff on all aspects of personnel matters affecting the College and employees of the College. Directs the implementation of programs through personnel staff and monitors administration to standards. Manages the St. Mary s College of Maryland Criminal Background Check Policy and Procedures.

3 Page 3 Informs senior management of significant problems that may jeopardize the achievement of objectives and those, which are not being addressed adequately at the management level. Initiates the personnel policies for the College, subject to appropriate committee action and presidential approval. Publishes, maintains, and modifies personnel manuals and forms, as required. Supervises and provides direction to subordinate staff regarding the implementation and monitoring the College s personnel policies and procedures, and payroll processing. Investigates problems incidental to sound and uniform personnel administration, such as: working conditions, disciplinary actions, and employee appeals and grievances and provides guidance and recommendations for problem resolution to department heads, supervisors, individuals, and senior administration. Acts as mediator for employee/college-related issues. Develops and initiates new programs and services, some of which are related to the College s strategic long-range plans. Consults with supervisors and makes recommendations concerning matters of appropriate staffing and directs the coordination of employment activities related to interviewing, selecting and hiring candidates; hew hire orientation; supervisor follow up; and exit interviews. Acts as primary contact with the college attorney in relation to personnel actions. Monitors employment and labor laws to ensure College s compliance. Counsels employees and department heads/supervisors on employee relations issues and problems; ensures terminations are carried out in accordance with all laws and provides confidential employment counseling for faculty and staff. Directs search committees and department heads concerning conducting screening interviews, checking references and background, and evaluating applicants qualifications. Develops and administers employee training programs, including the College s in-house training program, to assure maximum effectiveness of employees; develops programs of employee appraisal and review to assure that employee performance is evaluated and that employees are aware of their evaluation. Recommends appropriate changes in personnel systems and procedures to promote greater efficiency, cost savings, or other benefits for the College and its personnel. Complies with state and federal employment regulations, and apprises supervisors of their responsibility under the regulations. Monitors immigration laws and obtains proper documentation for foreign faculty members. Supervises the Affirmative Action Officer in developing, maintaining, and following a written AA/EEO program.

4 Page 4 Assists the President and cabinet with developing and implementing diversity plans that emphasize the importance of a diverse and inclusive campus environment. On behalf of the College, participates in and provides survey data for Mercer, CUPA, Maryland Higher Education Commission, Washington Personnel Association and other compensation surveys. Employee Benefits Directs the benefits administrator and oversees the development and management of benefits policies, procedures, and programs, including retirement and thrift plans, and group medical, life, and disability plans. Ensures that all benefits plans are administered in compliance with applicable state and federal regulations. Provides workshops, seminars, and satellite teleconferencing for faculty and staff regarding financial and retirement planning. Collective Bargaining Manages all aspects of the collective bargaining process including serving as the chief negotiator of the collective bargaining team. Serves as the second-step grievance officer. Visitor Exchange Program Assists academic departments and academic affairs with immigration processes related to faculty and students. Manages the processing of all immigration forms, including but not limited to: IAP-66; H1B1; and permanent residency applications. MINIMUM QUALIFICATIONS: Education: Bachelor s degree in personnel or business management required, Master s degree preferred. Professional or Senior Professional ((S)PHR) of Human Resources Certification required. Experience: A minimum of eight years general experience in the field of human resources, preferably in a higher educational setting. Must have strong interpersonal and organizational skills and a broad knowledge of the principles and practices of personnel administration and management; ability to apply and adapt practices and techniques relating to all aspects of personnel administration. Must be able to write clear, accurate, and logical memoranda and reports. Must possess the ability and desire to deal tactfully with others in the workplace and the community.

5 Page 5 Any combination of acceptable education and experience, which has provided the necessary knowledge and skills to fulfill the requirements of this position, may be considered.

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