Jackson Community College Job Description

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1 Jackson Community College Job Description Job Title: Director of Human Resources Department: Human Resources Reports to: Executive Director, Human Resources FLSA Status: Exempt Updated By: Bill Hendry, Executive Director, Human Resources Date: June 22, 2012 Classification: Administrative, Class 4 Status: Full Time Position Summary This position provides professional service in key human resource areas including labor and employee relations, performance management, policy development, interpretation and counsel, HR compliance, classification and compensation, employee benefits administration and oversight, training and development, workers compensation, unemployment, and employee recognition. Participates in college-wide committees. ESSENTIAL DUTIES AND RESPONSIBILITIES This position reports to the Executive Director of Human Resources, providing assistance with daily operations and strategic direction of Human Resources. Other duties may be assigned as necessary. Labor and Employee Relations Serve as a link between management and employees by handling questions, interpreting and administering the faculty and staff labor contracts and the administrative contract and helping resolve work-related problems. Interpret contractual agreements for employer and employees engaged in collective bargaining or labor relations processes. Advise supervisors and management on matters related to due process, employee disciplinary procedures grievance process and termination of employees. Responsible for employee investigations; obtaining evidence by interviewing witnesses and collecting data. Analyzing facts and preparing reports that detail investigation findings. Represent organization and/or Department at personnel-related hearings and investigations.

2 Facilitate productive faculty, staff and labor relations. Mediate discussions between employer and employee representatives in attempt to reconcile differences. Conduct exit interviews to determine reasons behind separations. Coordinates with legal counsel as necessary on employment related legal problems, contract issues, lawsuits, and compliance issues. Performance Management Actively coaches and supports supervisory staff on performance management issues. Implement and monitor the performance management system. Human Resource Policies Advise managers on organizational policy matters such as Family Medical Leave Act (FMLA), leave administration, equal employment opportunity, disabilities, Americans with Disability Act (ADA) accommodations, harassment, and related matters. Review, evaluation, and make recommendations/changes to Human Resource policies, procedures, and practices. Classification and Compensation Evaluate occupational classifications, job descriptions and salary scales; determine classification and exempt or non-exempt status. Analyze compensation agreements and structure to establish salary, including salary step and placement according to the Contract(s). Assess need for and develop job analysis instruments and materials. Analyze and recommend appropriate salaries for administrators, faculty and staff, including starting salaries, reclassifications, transfers, promotions and market based adjustments. Employee Benefits Direct and review employee benefits programs. Including the design, and modification of benefits policies to ensure that programs are current, competitive and in compliance with legal requirements. Design, develop and implement appropriate ways to recognize employees. Administers the employee assistance program (EAP).

3 Serves as chair of the Tuition Reimbursement Committee for the staff union. Strategic Human Resources Develop, execute, and update project plans for strategic improvements within the Human Resource Department. Training and Development Assess overall training needs within the institution; facilitate development of training methods for required and desired trainings. Implement the annual training plan. Workers Compensation Analyze information with regard to employee injuries and illnesses. File claims as appropriate, including maintaining OSHA log and posting requirements. Manage worker s compensation claims to ensure validity. Unemployment Compensation Represent the college for unemployment claim hearings, manage the employer response to unemployment claims, and strive to reduce unnecessary claims. Special events Oversee special events such as All College Celebration and campus professional development days. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with the College's policies, labor agreement and applicable laws. Other job responsibilities include interviewing, hiring, and training employees; coordinate screening teams; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Supervises HR dept. staff at the direction of or in the absence of the Executive Director of Human Resources. CONTACTS AND PURPOSE OF CONTACTS Internal: External: Frequent contact with staff at levels in various campus departments in an information gathering and problem solving capacity. Contact with students, community leaders, and members of professional organizations as a representative of JCC.

4 QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required for the position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Required Bachelor s degree in an area related to Labor Relations, Human Resources Management, Human Resources Development, Psychology, Communication, Organizational Development, Business Administration or closely related field, and two (2) years of experience in human resources. Preferred Master s degree in Labor Relations, Human Resource Management or related field. Human Resources experience working in a non-profit organization, especially a community college. Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification. Key success factors The ideal candidate will have the following skills knowledge and abilities: Strong interpersonal and presentation skills when dealing in small or large settings with administrators, union representatives, and faculty and staff. Exhibits both effective leadership and management skills. The ability to extract data from our human resource database (Colleague) and provide data, analysis and recommendations based on data and effective Human Resource practices. Experience investigating and resolving harassment, due process and employee complaints and investigations. Experience analyzing employee performance problems and coaching and counseling administrators. The ability to articulate a recommendation to the college taking into account the facts of a situation, relevant human resource and college policies, applicable contractual language and best human resource practices. Maintains professional affiliations as appropriate, reviews literature and attends educational conferences to enhance and update job knowledge. Strong Microsoft Word, Excel and PowerPoint skills. Strong project management skills.

5 Language Skills Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to respond to common inquiries or complaints from employees, regulatory agencies, or members of the community. Ability to write speeches and articles for publication that conform to prescribed style and format. Ability to effectively present information to top management, public groups, and/or boards of directors. Mathematical Skills Ability to work with mathematical concepts such as probability and statistical inference and the ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. Reasoning Ability Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit, stand, walk, and use hands to feel, finger, handle or feel. The employee frequently is required to talk or hear. The employee is occasionally required to reach with hands and arms. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. This description is intended to indicate the kinds of tasks and levels of work difficulty that will be required and shall not be construed as declaring the specific duties and responsibilities. It is not intended to limit or in any way modify the right of any supervisor to assign, direct, and control the work of employees under his or her supervision. The use of a particular expression or illustration describing duties shall not be held to exclude other duties not mentioned that are of similar kind or level of difficulty.

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