SAN JACINTOCOLLEGE JOB DESCRIPTION

Transcription

1 SAN JACINTOCOLLEGE JOB DESCRIPTION TITLE: DEPARTMENT: Vice Chancellor, Human Resources Human Resources SECURITY SENSITIVE: Yes FLSA STATUS 1 : Exempt GRADE: 45 FUNCTION: As a member of the strategic leadership team, the primary role of the Vice Chancellor of Human Resources will be to serve as a business partner and consultant reporting to the Chancellor (who values and strongly supports HR). This position provides overall strategic HR leadership to the college, and is accountable for developing, articulating and implementing a people strategy that supports and enables realization of the College s strategic plan and mission. The Vice Chancellor is responsible to select, develop, evaluate and lead a team of human resources professionals to deliver a robust strategic, synergistic array of value adding programs and services to leverage our most valuable assets- our employees. This individual will work with members of the strategic leadership team to transform the organization in order to optimize the operations and processes to support execution thus resulting in ever increasing levels of student success. This individual will be charged with ensuring that the strategic leadership team members find and grow talent, develop their leaders, build their employer brand, breakdown internal silos and increase the levels of engagement and productivity across the organization. REPORTS TO: SUPERVISES: Chancellor Vice President, Organizational Development Vice President, Human Resources MAJOR REPONSIBILITIES: Essential Job Functions 2 Frequency D, W, M, Q, A 3 %Time 1 A, B, CAFÉ, CHILD, IA and IB bands are Non-exempt, all other bands are Exempt 2 All job functions MUST add up to 100% 3 D=daily, W=Weekly, M=monthly, Q=quarterly & A=annually

2 1.Lead the development of an HR strategy within the context of one college. 2. Lead the development of a talent management strategy for the attraction, retention, on-boarding, motivation, development, and performance of the workforce. Monitors progress of all recruitment activities to ensure that established goals are met in a timely manner. 3. Lead the HR governance and regulatory compliance through the design and development of HR policies and procedures which support the college mission and are in compliance with employment laws by maintaining awareness of applicable federal and state requirements, conferring with legal counsel, implementing necessary changes to remain compliant, and communicating all changes to appropriate personnel. 4. Lead the design and development of compensation strategy resulting in the attraction, retention, motivation, and rewarding of a high performance workforce. Ensures the College s compensation programs are competitive. Evaluates and makes recommendations for new or changes to existing programs; presents cost/benefit analyses to the strategic leadership team and/or Board of Trustees for decision-making purposes. Ensures appropriate reporting of all compensation-related data. 5. Lead the design and development of a cost-effective and competitive umbrella of benefits that will attract, retain, and support the workforce. Oversees the selection and administration of all benefits programs and vendors; recommends new or changes to existing benefits; presents cost/benefit analyses to the executive team and/or Board of Directors for decision-making purposes. Negotiates or oversees the negotiation of benefit plan contracts. Ensures appropriate reporting of all benefitsrelated data. 6. Lead the design and development of appropriate organizational structures and manpower levels to accomplish college goals and objectives. 7. Lead the design and development of organizational processes and systems to support alignment, interventions and change management, culture and climate improvements, leadership development, and succession planning. Serves as a leader in the College s culture and values initiatives, in close collaboration with M 6% W 10% W 8% W 15% W 8% M 5% W 8%

3 executive leadership, the management team, and employees. 8.Lead the design, development, and implementation of an accountability based performance management system which is linked to clear performance indicators, and fairly and consistently administered throughout the one college. 9. Lead the design and delivery of employee recognition and service award programs. 10. Lead the design and development of employee relations programs which foster a high level of morale and positive working environment. Oversees the employee relations function of the organization, including regular review of compliance or policy violations, investigations, corrective actions, employee performance issues, and employee separations. Becomes involved as necessary to assist in resolving any employee relations matters for the organization. 11. Ensure the College has ongoing succession planning activities which provide for ongoing review and updating of existing plans to ensure the preparedness of the College for planned and/or unexpected loss of key personnel throughout the organization. 12. Evaluates, recommends, and implements technology solutions to continuously upgrade human resources information systems and enable the Company to meet required data management, analysis, and reporting needs, and to support the needs of customers throughout the organization. 13. Lead the development of the human resources budgets and perform budget variance reporting. 14. Provides update reports of ongoing activities to the Chancellor for discussion, direction, follow-up and/or approval on all current topics and issues. May include conducting research, preparation and presentation of metrics, or providing analyses and recommendations W 12% M 6% W 9% M 7% Q 2% Q 2% W 2%

4 Additional Job Functions: Other duties as required. Frequency D, W, M, Q, %Time REQUIRED/MINIMUM QUALIFICATIONS Knowledgeable in all areas related to the Human Resources field, including recruitment, training and professional development, leadership and management development, succession planning, performance measurement and management, and compensation and benefits planning, employee relations and administration. Proven knowledge of federal, state, and local employment laws and regulations. Experienced leader and HR executive who possesses a progressive HR mindset and has advanced ability to develop and integrate forward-thinking HR strategies and initiatives to support business strategies. Significant leadership abilities and experience in team building and managing Human Resources department staff. Excellent planning, organizational, and time-management skills coupled with the ability to multi-task and meet deadlines.

5 Ability to delegate work assignments, give authority to work independently, set expectations and monitor delegated activities. Skills to inspire and motivate others to perform well and the ability to accept feedback from others. Collaborative work style; management skills to engage staff in planning, decision making, facilitating and process improvement. Proven success in developing strong relationships with other members of senior management and being a strong resource for advice and consultation. Highly effective communicator, both written and verbal, with the ability to clearly and concisely articulate ideas and concepts. Possesses strong communication and interpersonal skills and have the ability to quickly establish credibility and rapport with a broad set of executives and constituencies. Highest level of professionalism and integrity, with the ability to handle and manage confidential information. Understanding of public institution environments and prior experience working directly with a board of directors very helpful. Must possess an in depth experience in understanding the institutions strategic drivers and how to formulate a human resources strategy to support the plan. Must exhibit adeptness at strategic planning and execution. Must exhibit ability in examining and re-engineering organizations, procedures, and policies to impact continuous improvement. Proven ability to understand complex business concepts and to be able to make good judgment when faced with trade-offs. Excellence in facilitation and negotiation skills with strong experience in persuasion and positive dispute resolution, while maintaining and fostering strong relationships. Strong analytical skills including the ability to synthesize complex or diverse information. Education and Experience: Required Education:

6 Bachelor degree required, preferably in Business, Human Resources or Organizational Development. Preferred Education: Master s degree in Human Resources or Business Administration preferred. Required Experience: Fifteen years experience in broad-based human resource line and or staff roles. Eight to ten years in senior leadership role gained through increasingly responsible management positions within Human Resources. Preferred Experience: Licenses/Certifications: Required Licenses/Certifications: Preferred Licenses/Certifications: PHR or SPHR (senior professional human resources) certification from SHRM (society for human resources management) Work Environment Office environment D Frequency (D,W,M Q,A):

7 Physical Activity 4 : walking sitting standing Frequency D,W,M,Q,A D D D Employee Signature Date Leader Signature Date For HR Use Only: Position Number Position Class Position Ecls Salary Table Eskl Code NOTE: This job description is not an employment agreement or contract. The Chancellor/Vice Chancellor/President and/or designee has the exclusive right to alter this job description at any time without notice. Employees of SJC are expected, as required in their specific job functions, to participate in maintaining standards required for accreditation; to participate in college task forces, activities, meetings, committees and councils; to interact and work cooperatively in order to assist students, staff, faculty and the community in the accomplishment of various goals; to represent one s self and the college in a positive, professional manner consistent with the core values which include a passion for learning, service and involvement, creativity and innovation, academic excellence, dignity and respect, and integrity; and to safeguard sensitive or confidential information from intentional or unintentional disclosure. Employees are expected to maintain current working knowledge of policies, procedures and guidelines necessary to answer work-related questions and to provide assistance to students, staff, faculty and the 4 Examples include: walking, running, sitting standing, etc. Lifting up to 10, 25, 50 or over 100 pounds of force.

8 general public in a timely and courteous manner. Employees are also expected to perform other duties as may be assigned by their supervisor and to contribute to the team efforts of the department and to assist the college in achieving its strategic goals. Employees must abide by all laws, college policies and guidelines. The San Jacinto College District is committed to equal employment opportunity for all employees and applicants without regard to race, creed, color, national origin, citizenship status, age, disability, pregnancy, religion, gender, sexual orientation, gender expression or identity, genetic information, marital status, or veteran status in accordance with applicable federal and state laws.