POSITION ANNOUNCEMENT

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1 POSITION ANNOUNCEMENT Director of Human Resources General Purpose The Director of Human Resources and Leadership Development provides leadership and day-to-day management of the human resource services, policies & programs. The director serves as an advisor and strategic partner to college administrators in the planning, designing, development and administration of human resource related initiatives that support Northwest State Community Colleges strategic goals. Skills and Qualifications Education and Experience: Required: -Bachelor s degree in Human Resource Management, Organizational Development, or related field plus -Minimum of ten (10) years human resource experience that includes five (5) years of demonstrated increased leadership responsibilities. -Prior experience within a union environment. Preferred: -Master s degree in Human Resource Management, Organizational Development or related field plus -Minimum of five (5) years of human resource management experience demonstrating increased leadership responsibilities. -Prior experience in a unionized higher education environment. Necessary Knowledge, Skills, and Abilities: -Knowledge of relevant federal, state and local regulations. -Ability to negotiate and resolve employee or labor employment disputes. -Demonstrated ability to work and communicate effectively with all levels of employees, union leadership and administration. -Strong business partnership approach and work ethic and is customer service oriented. -Ability to efficiently utilize computer applications required, including Word, Excel, PowerPoint, Outlook and other HRIS applications. -Ability to work independently with minimal supervision. -Demonstrated organizational and problem-solving skills. -Demonstrated leadership and management skills. -Knowledge of the Ohio Revised Code preferred. A complete job description is attached. Interested candidates should submit letter of interest and updated resume in Word or PDF format. All such information should be submitted to using Director of HR as the subject line by 5 p.m. on January 22, For a complete listing of current Employment Opportunities, visit and click on Community then Employment Opportunities. Office of Human Resources Northwest State Community College State Route 34 Archbold, OH EOE M/F/D/V Northwest State Community College is an Equal Opportunity Employer and educator that does not discriminate on the basis of race, color, national origin, sex, sexual orientation, genetic information, religion, age, disability or military status in employment or the provision of services. In accordance with the Americans with Disabilities Act, it is the policy of Northwest State Community College to provide reasonable accommodations to persons with disabilities. When contacted for an interview, an applicant who requires special accommodations due to a disability should notify the Human Resources office at the time he/she is contacted so that proper arrangements can be made for the interview. Posted: 0/08/16 01/22/16

2 POSITION TITLE: Director of Human Resources and Leadership Development DEPARTMENT: Human Resources and Leadership Development APPOINTING AUTHORITY: NSCC President SUPERVISOR: NSCC President GRADE LEVEL: Graded Level 3 GENERAL PURPOSE The Director of Human Resources and Leadership Development provides leadership and day-today management of the human resource services, policies & programs. The director serves as an advisor and strategic partner to college administrators in the planning, designing, development and administration of human resource related initiatives that support Northwest State Community Colleges strategic goals. ESSENTIAL DUTIES AND RESPONSIBILITIES Responsible for leadership and management in the delivery of the college s overall policies, procedures and practices regarding human resource matters to ensure high-quality service to its customers. Provides guidance in continuous improvement initiatives as well as the development of new initiatives in the following areas: 1. Employee and Labor Relations: a. Determines and recommends employee relations practices necessary to establish a positive employer/employee relationship and promote a high level of employee morale and motivation. b. Provides strategic planning, research and analysis concerning labor/employee relations, collective bargaining, public policy development, ethics and public employment regulations. c. Prepares and provides the college s position in proceedings associated with the college s labor agreements including the contract negotiations, arbitrations and mediation of disputes in compliance with all federal and state employment laws in communication with the Ohio Attorney General s office. d. Conducts investigatory proceedings for received complaints or grievances related to ethics, labor/employee relations, employee disciplinary actions, collective bargaining agreements, and college policy violations. e. Participates as a member of the Labor/Management Relations Committee and the Emergency Management Team. 2. Employment Services: a. Provides direction and participation to search committees in the hiring process. b. Develops and administers the employee on-boarding process and orientation. c. Ensures accurate and current job descriptions are maintained with signatures. d. Issues letters of appointment. e. Leads and administers the annual evaluation process. f. Conducts exit interviews to identify reasons for employee departures.

3 g. Ensure bargaining unit positions and recruitment align with contractual obligations. 3. Compensation, Classification and Salary Administration: a. Participates and conducts market surveys to determine competitive wage rates. b. Develops and administers the compensation system and makes recommendations based on college policies and current market surveys. 4. Benefits: a. Oversees and administers the employee benefit programs. b. Researches, recommends, and negotiates benefit plan changes. 5. Miscellaneous: a. Provides oversight of employee records and employment files. b. Analyzes statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of the college s personnel policies, procedures, and practices. c. Prepares periodic reports for management. LEADERSHIP 1. Ensures compliance with all federal, state, and local laws along with college policies and procedures (i.e., FERPA & HIPPA). 2. Provides at least three in-service training opportunities each year. 3. Leads campus efforts to enhance employee engagement and in developing a positive culture. 4. Understands and supports the college s mission, vision, and values. 5. Assists the staff, faculty, and administrators in understanding a culture of shared responsibilities and accountabilities in appropriate areas. 6. Administers the Human Resources and Leadership Development budget. PERIPHERAL DUTIES Other duties as assigned. DESIRED MINIMUM QUALIFICATIONS Education and Experience: Required: Bachelor s degree in Human Resource Management, Organizational Development, or related field plus Minimum of ten (10) years human resource experience that includes five (5) years of demonstrated increased leadership responsibilities. Prior experience within a union environment. Preferred: Master s degree in Human Resource Management, Organizational Development or related field plus

4 Minimum of five (5) years of human resource management experience demonstrating increased leadership responsibilities. Prior experience in a unionized higher education environment. Necessary Knowledge, Skills, and Abilities: Knowledge of relevant federal, state and local regulations. Ability to negotiate and resolve employee or labor employment disputes. Demonstrated ability to work and communicate effectively with all levels of employees, union leadership and administration. Strong business partnership approach and work ethic and is customer service oriented. Ability to efficiently utilize computer applications required, including Word, Excel, PowerPoint, Outlook and other HRIS applications. Ability to work independently with minimal supervision. Demonstrated organizational and problem-solving skills. Demonstrated leadership and management skills. Knowledge of the Ohio Revised Code preferred. SUPERVISION RECEIVED Position reports to the NSCC President. SUPERVISION EXERCISED The Director supervises all employees of the Human Resources and Leadership Development Department. RESPONSIBILITY FOR PUBLIC CONTACT This is a highly visible position. LICENSING AND REGULATION A nationally-recognized human resource-related certification such as PHR (Professional in Human Resources), SPHR (Senior Professional in Human Resources), SHRM-CP (Society for Human Resource Management-Certified Professional), or SHRM-SCP (SHRM Senior Certified Professional) preferred. TOOLS AND EQUIPMENT USED Computers and general office equipment.

5 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 this 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 frequently required to sit, talk, and hear. The employee is occasionally required to walk; use hands and fingers to feel, handle or operate objects, tools, or controls; and reach with hands and arms. The employee must occasionally lift and/or move up to thirty (30) pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. 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 work is performed primarily in an office setting. The noise level in the work environment is low. The duties listed above 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 the position.

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