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Director of Human Resources
DATE:   1/15/2014
JOB TITLE:   Director of Human Resouces
JOB STATUS:   FT
FLSA STATUS:   Exempt
TITLE OF IMMEDIATE SUPERVISOR:   Executive Vice President
DEPARTMENT:   HR
SECTOR:   Executive Vice President

SUMMARY:

Under broad supervision the Director of Human Resources will be responsible for leadership, direction and coordination of the Office of Human Resources, in alignment with the strategic initiatives of the University and in compliance with federal, state and local laws. The Director will provide leadership and direction for University supervisors and its employees regarding human resources by managing a comprehensive human resource administration and ensuring the development, implementation and continuous improvement of sound HR practices and outstanding customer service in the following areas: policy and procedure development; employment, compensation and benefits services; employee training and organizational development; employee and labor relations, counseling and discipline. The Director will supervise the HR office staff, and is responsible for the effective functioning of the office, including human resource information systems and records maintenance. He/she is required to work in close collaboration with the senior executive team, managers and departments across the university, and is expected to be a strong team developer and player, as well as an effective communicator in person, in writing, and through the effective use of various University-wide communications and mediums (e.g. HR website and myNU).


ESSENTIAL DUTIES:

Policy and Procedure Development

Develop and recommend human resource and personnel policies, practices and procedures for approval by the University executive team, based on solid analysis of personnel concerns and their causes, feedback and reports on key issues, applicable regulations, industry “best practices,” and statistical data concerning all aspects of human resources administration;

Ensure effective communication of policies and procedures using multiple modes of communication (e.g., presentations, written communications, etc.;)

Ensure consistent and equitable application of human resources policies and government regulations throughout the University by advising employees and administration about applicable policies and regulations, and enforcing rules and regulations of the University;

Ensure that policies, procedures and practices are assessed and updated on a regular basis, and that they are consistent with current federal, state and local laws, including provisions that relate to immigration and/or employees in Canada.

Employment, Compensation and Benefits

Ensure the provision of effective recruitment and job evaluation services to the university community;

Ensure that the University’s Affirmative Action Plan meets all applicable opportunity and affirmative action laws and regulations through participation in the development and coordination of the University’s Affirmative Action Plan and by providing effective support to its administrators;

Develop and implement fair and effective systems for administering all employee compensation and benefits plans;

Provide innovative solutions to employee benefit needs, by researching, negotiating and recommending a benefits plan and maintaining relationships with carriers to offer a range of services and products dedicated to a two-fold goal of delivering quality and cost effective employee benefit plans;

Evaluate benefit program options and recommend service providers in accordance with university policy and procedures on contracting and tendering for services.

Employee Training and Organizational Development

Provide opportunities for professional development, improving organizational effectiveness and productivity, and work related training for University employees by developing training strategies that ensure the effective delivery of appropriate training and development programs;

Develop and implement effective programs for new employee orientation, mentoring and regularly recurring staff development in line with the university’s mission and consistent with the university’s emphasis on strong customer service;

Ensure new hire interviews and exit interviews are accomplished;

Ensure that NU employees have appropriate opportunities for providing feedback and input on university policies through surveys, advisory groups, and effective communications;

Develop and implement effective programs of recognition for employee service (service awards, Outstanding Employee Award, etc.)

Employee and Labor Relations, Evaluation, Counseling and Discipline

Originate human resources practices that take into consideration current HR “best practices” and provide balanced programs of employee relations for the university, promote a positive, diverse and productive culture, and are in accordance with the ethical and social consciences of business and society, and government regulations;

Serve as a member of the university faculty union negotiating team and advisor to university managers on employee and labor relations;

Serve as a university harassment officer and oversee employee complaints and investigations;

Ensure that all HR practices are consistent with current contractual agreements;

Ensure that the university has an effective program of performance evaluation for all employees;

Ensure that employee counseling and disciplinary systems are fair, consistent and aligned with the university mission, including providing advice and counsel to managers and employees in specific situations where appropriate, and overseeing the university Employee Assistance Program.

Office Management

Develop a competent, productive and effective human resource staff by supervising, scheduling, monitoring workflow and deadlines, approving timesheets weekly, preparing performance reviews, and providing mentoring and professional development; 

Ensure the HR office staff is a cohesive, well-functioning team that fosters a collaborative and service-oriented approach to human resources for the staff, faculty and administration of the University in support of the institution's mission;

Prepare and monitor annual operating plans and budgets for the office;

Analyzes human resource information systems/structures and recommend appropriate interventions and tools for improvement;

Works with the General Counsel, the VP for Administration, and the Director of IT to ensure that NU has the best possible human resource information systems;

Ensures accuracy and accountability of personnel information on all University employees by supervising the maintenance of personnel records.

Collaboration and Communication

Works particularly closely with functional officers of the university as well as with information technology, risk management, business affairs and the general counsel;

Keeps abreast of current trends, practices and legal requirements relevant to Human Resources through such means as maintaining contact with community and professional organizations (e.g., SHRM, BNHRA, CUPA);

Represents the university within the broader community as needed;

Contributes to the overall success of the University by participating in development of new initiatives and plans, and by aligning HR functions within strategic initiatives of the University by performing all other duties and responsibilities as assigned.


GENERAL DESCRIPTION:

30%    HR Policy and procedure development and implementation.

30%    Employment, compensation and benefits.

20%    Employee training and organizational development.

10%    Labor relations, employee evaluation, counseling and discipline.

10%    Office management.


REQUIRED KNOWLEDGE, SKILLS AND ABILITIES:

Proven ability to develop and work with teams, including interfacing and maintaining effective relationships with all levels of the university administration, all departments and employees in a team-oriented environment;

Demonstrated success in employee relations, increasing employee satisfaction and retention.

Excellent written and oral communication and presentation skills, with the ability to communicate with all levels of the University;

A proven leader with success across broad and decentralized environments of comparable size and complexity, and the energy and interest to work with all divisions of the University;

Ability to serve as a mentor to, and advocate for, the staff of Human Resources and to work with the staff to develop a consistent, accurate, and supportive customer-service environment;

Successful experience with budgets and financial analysis related to human resource programs;

Extensive knowledge and expertise in federal/state employment law and regulations;

Experience implementing and/or managing an automated HR system, with experience in the Datatel Colleague system a plus;

Strong working knowledge of all Microsoft Office programs including Microsoft Word, Excel, Outlook and PowerPoint (or similar packages);

Ability to quickly analyze, evaluate and prioritize problems and issues and develop workable resolutions;

Absolute discretion in handling confidential information;

Ability to handle multiple priorities at the same time, prioritize work and fulfill responsibilities with minimal administrative direction.



ERGONOMIC REQUIREMENTS:

The functions of the position usually performed sitting, but may require some amount of time standing. Some amount of stooping, kneeling, bending, crouching, lifting, walking, carrying and other movements may be required. Tasks involving working on a computer keyboard, computer software applications, calculator, cutting, labeling, and taping involve extensive wrist and hand movement. All individuals are required to be able to perform these movements without significant risk of injury to themselves or others.


QUALIFICATION STANDARDS:

Master’s degree in related field required;

A minimum of eight years of progressive human resources experience with a significant amount of time in a leadership capacity is required;

PHR/SPHR certification, and/or Human Resource experience in higher education is strongly preferred.



Non Discrimination/Equal Employment Opportunity Statement Policy:

The University affirms its commitment to equal opportunity and non-discrimination and recognizes its responsibility to provide for all employees an environment that is free of discrimination and harassment based on gender, sexual orientation, race, color, creed, national origin, age, marital status, predisposed genetic disorder, Vietnam Era or disabled veteran status, disability or other category protected by law. The University also does not tolerate any actual or attempted reprisals or retaliation against an employee who raises a sincere and valid concern regarding harassment or discrimination. All such discrimination, harassment, and/or retaliation is, therefore, strictly prohibited. This policy protects and covers the conduct of all employees, without regard to job title or status. Anyone engaging in the above mentioned conduct is subject to disciplinary action up to and including discharge or termination of any other status.

Niagara University is an equal opportunity/affirmative action employer. Women and minorities are encouraged to apply. A copy of the Student Right to Know Annual Security Report is available at: http://www.niagara.edu/safety
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