Director of HR and Culture

POSITION PURPOSE (why position exists; how it helps accomplish mission of the department/division)

The Director of Human Resources and Culture provides vision, leadership, and strategic direction for the human resources activities of the college, overseeing the recruitment, training, development, and engagement of talent for all divisions of the institution. Lead the college’s efforts to promote a relationship-based culture that respects and honors the talents of the employees of CLC. Responsibilities include the administration of personnel and labor relations policy for approximately 250 classified and unclassified administrators, managers, faculty, professional, clerical, and maintenance employees; adherence to collective bargaining agreements; recruitment, and onboarding processes for all positions; employee engagement and performance management; leadership and staff training and development; classification, compensation, and benefits administration; HRIS systems administration; and supervision of the Human Resources office. Principles of diversity, affirmative action, and equal employment opportunity will be applied to all college human resources practices. This position involves significant discretion and substantial involvement in the development, interpretation, and implementation of college policy. This position provides confidential advice to the president and administrative team. This position also serves as the Affirmative Action Officer.

RESPONSIBILITIES AND RESULTS

1. Collective Bargaining Agreement and Personnel Plan Administration: Provide leadership, direction, policy and procedure development and implementation in the area of collective bargaining agreement and personnel plan administration.

• Administer the AFSCME, MAPE, MMA, MSCF, Commissioner’s Plan, and Minnesota State Administrator Plan for the college.

• Provide detailed interpretation of those agreements and plans and serve as a resource person for employees, supervisors, and administration in the interpretation and implementation of all related terms and conditions of employment with the college and the State of Minnesota.

• Maintain effective and collaborative relationships with local and state-wide union leadership.

• Actively participate in labor/management meetings with the president including agenda development and follow-up on action items presented at those meetings.

• Conduct training for appropriate staff on labor relations topics as necessary.

• Investigate contract violations; serve as advisor to the president and deans on faculty grievances. Draft responses as requested.

• Provide input or participate in the classified and unclassified negotiations process.

2. Recruitment, Selection and Onboarding: Provide leadership, direction, and policy and procedure development and implementation in the areas of recruitment, selection, and onboarding for classified and unclassified positions.

• Work with departments to determine staffing needs, developing the position description, preparing and distributing vacancy notices to state agencies, and communicating benefit information to interviewees.

• Ensure accurate, substantive information to students, staff, and the general public on employment opportunities with the State of Minnesota and Central Lakes College. Ensure training for selection committee members to include college hiring procedures, interview techniques, section criteria, and affirmative action requirements.

• Provide direction and assistance to supervisors and administrators throughout the entire selection process.

• Manage the selection process so that affirmative action goals of the college are met.

• Monitor the hiring process to ensure a good faith effort is expended to increase the diversity in job categories with disparities.

• Complete Monitoring the Hiring Process reports and ensure proper submission.

• Work with search committees to provide training and information on the selection process.

• Develop, implement, and lead onboarding for all new administrators, faculty, and staff.

• Develop, implement, and lead staff orientation programs and assist with faculty orientation.

3. Employee Engagement and Performance Management: Provide leadership, direction, and policy and procedure development and implementation in the areas of employee engagement, improving college culture, and performance management.

• Administer the development, implementation, and operation of the staff performance management system.

• Provide assistance and training to supervisors on performance management and reviews.

• Oversee the administration of climate survey tools to measure employee satisfaction and cultural competency, and help lead subsequent efforts to address the results of the surveys.

• Oversee annual college employee engagement recognition programs and events.

• Analyze, advise, and recommend alternatives to resolve conflicts, and provide mediation services when appropriate.

4. Training and Development: Provide leadership, direction, and policy and procedure development, and implementation in the areas of leadership, staff training and development, and mandatory training programs.

• Develop, implement, and lead appropriate organizational training and professional development programming for classified and unclassified staff.

• Manage and coordinate all staff professional development duty day activities at the college.

• Work with supervisors to coordinate departmental and individual training and development activities for staff.

• Develop and implement supervisory and leadership training, including outsourced training.

• Ensure compliance with all requisite training activities such as, but not limited to, new supervisor training, employee code of conduct, data privacy, sexual harassment prevention, and Respectful Workplace.

5. Provide leadership, direction, and policy and procedure development, and implementation in the areas of classification, compensation, and benefits administration.

• Direct and manage the position classification system.

• Conduct or delegate job audits and submit appropriate audit documentation to the system office.

• Advise administrators and managers on organizational structure and staffing patterns.

• Administer compensation systems to ensure equity among salary levels and advise administrators and managers on appropriate salary levels at point of hire and upon promotion.

• Oversee the employee benefits functions including new employee onboarding, retirement programs, health/dental/life/optional insurance program, unemployment, and workers’ compensation.

• Provide reasonable accommodations to employees and applicants with disabilities.

6. Personnel Management and Supervision: Provide supervisory authority for direct reports in the areas of human resources and payroll to achieve the objectives of each area.

• Ensure collaborative and supportive relationships among the human resources, administrative services, and academic and student affairs divisions of the college.

• Exercise appropriate supervisory authority and delegation so that applicable labor agreements and plans are equitably administered and employees effectively perform assigned job duties to achieve departmental objectives.

• Identify staffing needs for each area in the assessment of the qualifications of candidates and effectively recommend the hiring of employees to perform the job duties to achieve departmental objectives.

• Evaluate employee performance, reward or discipline employees, and effectively recommend the promotion, suspension, discharge, or change of status according to performance.

• Confer with staff members individually and/or as a group to help resolve operational problems, interpret and implement policies, rules and regulation, and employee contracts. Address personnel conflict in a collaborative manner.

7. Other Duties as Assigned:

• Participate in committee meetings as part of the president’s executive and leadership teams.

• Represent Central Lakes College at other meetings, Minnesota State assignments and task forces, and joint collaborative efforts.

• Chair committees and perform other duties as assigned by the president.

• Serve as the college’s Data Practices Compliance Official.

• Provide guidance and assistance for OCR Reviews.

• Serve as the college’s Affirmative Action Officer. Develop and implement the college’s biannual affirmative action plan. Conduct workforce analysis to determine EEO categories where disparities exist and establish hiring goals to increase the diversity of faculty and staff.

Priority: Essential=if responsibility is reason job exists, is a highly specialized task or one that requires special education or training licensure, requires a great % of time, has a high level of accountability (consequences are considerable to others or the institution if failure to perform), the responsibility is essential; Secondary=if not essential, then responsibility is secondary; Discretion (optional): A-Employee investigates situations, makes decisions, takes appropriate action reports by exception and through normal review processes; B=…reports to supervisor immediately after action is taken; C=…makes decisions with supervisor….reports to supervisor immediately after action is taken; D=Employee discusses situations with supervisor before investigation, makes decisions with supervisor, takes appropriate action, and reports to supervisor immediately after action is taken.

QUALIFICATIONS FOR APPOINTMENT:

Knowledge, skills and abilities required to perform duties and responsibilities.

Relationship to the Organization:

The Director of Human Resources and Culture provides vision, leadership, and strategic direction for the human resources activities of the college, overseeing the recruitment, training, development, and engagement of talent for all divisions of the college. Responsibilities include the administration of personnel and labor relations policy for all employee groups; adherence to collective bargaining agreements; recruitment, selection, and onboarding for all positions; employee engagement and performance management; leadership and staff training and development; classification, compensation, and benefits administration; HRIS systems administration; and supervision of the Human Resources office staff. Principles of diversity, affirmative action, and equal employment opportunity will be applied to all college human resources practices. This position involves significant discretion and substantial involvement in the development, interpretation, and implementation of college policy. This position provides confidential advice to the president and administrative team.

This position serves on the Executive Leadership team and reports directly to the college president. As a senior leader of the institution and member of the Executive Leadership team, this position provides critical input to the president on key college issues and opportunities. This requires compatibility and a commitment to shared goals with the president and with the college’s management team, as well as the ability to establish and maintain productive collegial and professional working relationships with the internal and external community.

The successful Director of Human Resources and Culture is defined by colleagues as a trusted advisor whose empathy is demonstrated through inclusiveness and service to others. This person is described as having integrity, humility, and an inviting demeanor that puts those around him/her at ease. Consistent with the college’s mission, this leader will demonstrate a strong commitment to the value of diversity and inclusion among students and staff, as well as sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of Central Lakes College students. The Director of Human Resources and Culture works together with colleagues to create a strong sense of fiscal accountability across campus, and to create an atmosphere of trust and respect in which all can succeed.

KNOWLEDGES, SKILLS, AND ABILITIES:

The Director of Human Resources and Culture must have the expertise and experience to lead the human resources activities of a student-centered college and possess the following qualifications.

Minimum Qualifications (expected to have to enter job)

• Bachelor’s degree and/or equivalent years of experience.

• Five or more years of successful and progressively responsible professional experience in human resource management.

• Demonstrated high level of skills in leadership, management, supervisory, organizational, and human relations.

• Demonstrated competence in interpreting and complying with federal and state legislation, and state, system, and college policies.

• Demonstrated genuine commitment to inclusiveness and shared governance in leadership and decision making.

• Knowledge of principles of continuous improvement and quality management.

• Demonstrated ability to work successfully with persons of diverse backgrounds and commitment to affirmative action in staffing and operations.

• Demonstrated ability to identify and address issues and concerns in a diplomatic, sensitive, and confidential manner.

• Demonstrated effective written and verbal communication skills.

• High degree of computer literacy, including proficiency and demonstrated ability to use technology to develop business process efficiencies.

Preferred Qualifications (desired but not expected to have to enter job)

• Advanced degree in a related field.

• Experience in public sector and/or higher education human resource management.

• Experience in employee relations/labor relations, including negotiating and managing collective bargaining agreements and maintaining sound business relationships with union representatives.

• Demonstrated ability to foster participation of others and to work effectively and collaboratively with administrators, faculty, staff, students, and other constituents of the college.

• Experience in strategic planning, project management, and change management.

• SPHR or equivalent professional HR certification.

RELATIONSHIPS

This Position Reports to (provide class title, not person’s name): MnSCU President IV

Supervises (classification title; FTE; # in position; note if providing work direction only)

1 – HR Specialist 2, 1.0 FTE

1 – HR Specialist 1, 1.0 FTE

Internal and External Clientele and Purpose of Contact (the most significant job related contacts)

Classified and Unclassified Staff

College Administration

College Faculty and Students

MinnState System Office Staff

Minnesota Management and Budget and various other State Agencies

Insurance and Dental Carriers

Union Stewards and Business Agents – MSCF, MMA, MAPE, AFSCME

General Public

PROBLEM SOLVING (most difficult types of problems to resolve and consequence of error/non-resolution)

Knowledge, Skills, and Abilities:

The Director of Human Resources and Culture must maintain knowledge of employment law (i.e., Fair Labor Standards Act, Public Employees Labor Relations Act, Family Medical Leave Act, Americans with Disabilities Act, Title VII, etc.), personnel management principals, system and college policies, collective bargaining agreements, and a working knowledge of the State’s classified and unclassified systems and payroll systems. This position requires that the employee have the ability to analyze and resolve a variety of complex problems; the consequences for error can be extremely serious and costly.

This position requires effective leadership, planning, organization, human relations, and written and verbal communication skills. The ability to address conflicts, mediate/negotiate, manage change, share both negative and positive information, and handle confidential information is imperative.

Problem Solving and Creativity:

The Director of Human Resources and Culture should have the ability to anticipate and address potential problems in the area of responsibility. The ability to be creative with regard to management decisions and generation and use of resources is necessary.

FREEDOM TO ACT

Budget ($ authority and/or type of impact on budget, i.e., signatory, manage, monitor, recommend): $33,500

Decision(s) Position Makes and Decision(s) Referred to Higher Authority

The Director of Human Resources and Culture needs to act independently within the scope of the position description.

All employees must comply with department and institution procedures and policies, Minnesota State policies and procedures, as well as local, state and federal laws, regulations, guidelines and business and industry standards.