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Inside Higher Ed · 4 weeks ago

Assistant Director of Human Resources (Employee Relations/Classification & Compensation)

Newport News, VA

Full-time

Onsite

Director/Executive

Christopher Newport University is a leading institution in Virginia, committed to excellence and inclusive community values. The Assistant Director of Human Resources will provide strategic and operational leadership for the University's Classification and Compensation and Employee Relations functions, overseeing various HR processes and ensuring compliance with relevant regulations.

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Responsibilities

Provides oversight of the University compensation program to include compliance with federal, state and University regulations and policies, creates, maintains, and updates the University compensation plan and philosophy

Assists the Executive Director of Human Resources with budget preparation with regards to compensation planning, estimates and initiatives to include compensation study and market adjustments

Directly manages the creation of administrative professional (AP) positions, the AP salary plan, and University compensation studies

Reviews and approves appropriateness for pay action requests for current employees using the Commonwealth of Virginia Compensation Reform policies, the CNU Salary Plan and additional resources as needed

Determines appropriate starting salaries and wages for employees using sound compensation practices to ensure fairness and consistency

In conjunction with the Training and Development Manager, develops and provides training on the classification and compensation processes

Provides performance planning and evaluation support to managers and employees to ensure consistency and fairness, including training and talent development resources

Effectively leads and manages performance planning and evaluations to include process, schedule, employee and manager notifications, training, tracking, and follow-up in accordance with Virginia’s Department of Human Resources Management (DHRM) and University accreditation requirements

Resolves employee/management issues concerning classification and performance evaluations

Partners with the Human Resources Business Partner to provide advice, assistance, and counsel to employees and managers in the positive resolution of work-related problems, concerns, and grievances

Provides oversight of the University’s employee relations program. This includes serving as the employee relations liaison with departments and enhancing the University’s environment by establishing and promoting effective employee relations strategies through proactive means such as training programs, workshops and individual meetings

Analyzes problem situations and creatively works with employees and managers to find alternative methods of dispute resolution. Provides or coordinates mediations, as needed

Conducts investigations and interviews employees and managers, as needed, to ascertain the facts surrounding alleged issues in order to resolve employment problems

Consults and works closely with the Director of Institutional Compliance/Title IX Coordinator on related issues, policies and needs

Provides guidance, interpretation and consultation on complex human resources policies related to EO compliance, and employee relations. Serves as a consultant to managers and employees to strengthen employee relations and training and development in the positive resolution of work-related problems, concerns, and grievances

Consults with the Executive Director of Human Resources as to related DHRM and Employee Dispute Resolution (EDR) policies, as well as performance planning and evaluation, and other issues, needs and recommended actions. Serves as a consultant to faculty, staff and supervisors on EDR and DHRM policies and procedures concerning employee relations, dispute resolution, performance planning and evaluation, and required reporting

Responsible for navigating the Commonwealth’s grievance process

Ensures compliance with federal and state regulations, policies and procedures for employee relations issues

Hires, trains, supervises, evaluates, and recommends personnel actions for those individuals under direct and indirect supervision within the Human Resources Department

Collects and analyzes relevant data to make recommendations to the Executive Director of Human Resources Operations on strategic process improvements

Acts as the Data Owner of the University’s Human Resource Information System (HRIS), and is responsible for making policy and practice decisions regarding HRIS data. Required to complete assigned role-based security training annually as defined in the University Role Based Security Standard

Ensures audit requests and responses are completed on time and accurately

Serves as a point of contact in the absence of the Executive Director of Human Resources

Ensure HR practices adhere to federal, state, and local employment laws (FLSA, FMLA, ADA, EEO, etc.)

Review HR policies and update them based on regulatory changes and organizational needs

Is responsible for documentation standards for classification reviews, compensation decisions, and employee relations actions

Provides indirect oversight of the classified and hourly and Administrative and Professional recruitment process in accordance with Virginia’s Department of Human Resources Management (DHRM) and University policy procedures

Serves as the back up to the Human Resources Business Partner, conducting reviews of recruitment and hiring processes to ensure adherence to legal and institutional requirements. Offer guidance and support to departments and search committees on best practices for inclusive and equitable hiring

Partners with the Executive Director of Human Resources and senior leadership to align Human Resource practices with overall strategic plan- Strategic Compass

As needed, serves as the project manager for projects within the Human Resource Department

As needed, lead change-management efforts related to new systems and processes within the Human Resource Department

Serves as the Deputy Title IX coordinator for the University

Follow workplace safety regulations and adhere to applicable standards, processes, and programs established for your position

Report unsafe work conditions to your supervisor

Immediately report work-related incidents to your supervisor and participate in accident investigation requests

Promote a safe and healthy work environment by ensuring the implementation of safety regulations and applicable standards, processes, and programs established for employees under your supervision

Ensure employees under your supervision are trained in safety standards and procedures for their positions

Report work-related incidents within 24 hours according to the procedures established by the university, state and federal guidelines

This position is designated as a “responsible employee” who has the authority to redress sexual violence, who has the duty to report incidents of sexual violence or other student misconduct, or who a student could reasonably believe has this authority or duty

Develop and maintain very positive and professional customer service and/or relations within the office/department and with all constituencies to include students, faculty, staff, guests, and employees. Demonstrate a positive and professional attitude and treat everyone with dignity and respect. Fully supports the “Student’s First” value at CNU and routinely goes the extra mile in providing service

Qualification

Employee RelationsCompensation ManagementPerformance EvaluationHuman Resources LeadershipData AnalysisProject ManagementDiscretionProfessionalismTraining DevelopmentPolicy DevelopmentGrievance ResolutionHRIS ManagementCompliance KnowledgeAnalytical SkillsCommunicationProblem-SolvingStrategic Thinking

Required

Master's degree in a related field, or a bachelor's degree with significant experience that equates to an advanced degree

Experience in a Human Resources leadership position

Experience in the areas of compensation and classification

Experience with employee relations, grievances and developing positive relations between employees and management

Advanced experience using spreadsheet software with functions

Experience analyzing data and communicating outcomes

Experience developing human resource policies and procedures

Excellent written and verbal communications skills

Working knowledge of classification, compensation, performance planning and evaluation processes

Excellent problem-solving skills

Demonstrated ability to correctly classify and compensate positions and employees; organize and implement projects or program plans; develop and advise on policy; and, to investigate and analyze complex questions and issues

Strong analytical and decision-making skills

Excellent communication and facilitation abilities

High level of discretion and professionalism

Ability to navigate complex workforce issues with fairness and consistency

Strategic thinking with attention to operational detail