Senior Director – Human Resources

Job Summary:

Responsible for supporting the Vice Chancellor of Business and Finance/CFO in overall management of
the district’s
human resources function. Supports the strategic planning and implementation of human resources programs to include
professional and
auxiliary staffing, wage and salary administration, leave administration, performance appraisal administration, employee
relations, and
benefits. Recommend and implement legally sound and effective human resources management programs, policies, and
practices.

Principal
Accountabilities:

1. Create and execute plan for human
resources in alignment with College
District core values as adopted by the Board and the College District’s strategic plan. Identify current
and future needs of the College
District and align processes and procedures, including recruitment, selection, onboarding, professional and
leadership development,
training, evaluation, and retention strategies.

2. Determine the HR
training needs throughout
the College District and develop and plan training programs to meet the established needs. Implement both ongoing
and special interest
training programs.

3. Direct the planning, development, coordination,
and evaluation of
operations of the human resources department, including establishing department goals and objectives.

4.
Direct and monitor employee performance appraisal system and ensure that supervisors have proper training.
Assist supervisors
with employee counseling, improvement plans, and due-process procedures, where needed.

5.
Train, supervise, and evaluate HR staff and make sound recommendations relative to assignment, retention,
discipline, and
dismissal.

6. Work with College District leadership to forecast needs and
develop plans for
faculty and staff. Develop and implement recruitment and retention strategies and a screening and selection process for
all employees.

7. Work with Academic leadership to ensure that all faculty are highly
qualified and have the
appropriate credentials for assignments.

8. Provide a system for new
employees to acquire
appropriate information, support, and training necessary for success on the job.

9.
Oversee
all aspects of employment contract administration.

10. Direct the
administration of the
College District’s compensation program, including job descriptions, salary surveys, and position reclassifications.

11. Develop, implement, administer, and monitor procedures for salary administration and
placement of new
hires.

12. Oversee the management of the College District’s leave, health
insurance, optional
employee benefits, workers’ compensation, and unemployment compensation benefit programs, including overseeing
relationship with insurance
vendors and third-party administrators.

13. Take a proactive role
in identifying and
responding to complex, highly sensitive issues. Consult, influence, and partner with all levels of management regarding
critical and complex
employee relations decisions in the areas of performance management, harassment, business conduct, terminations,
restructuring, policies,
guidelines, and best practices. Work collaboratively with College District leadership to ensure preemptive and
effective employee
communications.

14. Administer the employee grievance procedure. Direct
the investigation,
analysis, and decision-making process regarding personnel problems and/or other related policy issues.

15.
Interpret policies and procedures and ensure support of directors, officers, employees, and other
government agencies on
employment, recordkeeping, retirement, grievance, and other personnel matters and procedures.

16.
Conduct annual research regarding employee satisfaction, morale, and communications. Monitor employee
retention and turnover
through analysis of data and exit interviews. Implement and oversee effective employee recognition programs.

17. Ensure that the employee handbook and personnel directory are created, updated annually, and
distributed.
Implement procedures to ensure that employees are informed of personnel policies, procedures, and programs that affect them.

18. Provided input in the development and administration of the human resources budget based
on documented
needs and ensure that operations are cost effective and funds are managed wisely.

19.
Oversee
personnel records management and ensure compliance with the state records management program. May serve as designated
records management
officer.

20. Compile, maintain, and file all reports, records, and other
documents as
required.

21. Prepare and deliver written and oral presentations on HR and
management issues
to the Board and College District leadership. Attend regular meetings of the Board.

22.
Stay
abreast of current research and best practices in human resources management and development in educational and
non-educational settings,
and adjust plans, policies, and procedures accordingly.

23. Ensure
compliance with local,
state, and federal employment laws and regulations. Stay abreast of state and federal public policy changes that
could impact the College
District.

24. Build positive relationships across the organization
to bring the employee
perspective to relevant strategic human capital initiatives, promote employee satisfaction, and ensure a positive
working environment.

25. Supports the mission and goals of the Chancellor and the College
District.

Minimum
Qualifications:

1. Bachelor’s degree from a regionally
accredited college or university.

2. Three years of experience in higher education, human resources, or a related field.

Minimum Competencies:

1. Proven leadership, supervisory and managerial abilities in previous positions and an
   understanding and commitment to the mission of the
   comprehensive community college
2. Excellent oral and written communication
   skills.
3. Knowledge and experience in applying
   federal, state and local employment law and regulations governing Human Resources.
4. Knowledge of benefit programs.
5. Advanced knowledge and experience in employee relations.
6. Ability to
   establish and maintain effective working relationships with
   other employees and the public.
7. Knowledge of work processing and
   spreadsheet programs and ability to perform interactive computer
   sessions.
8. Skilled in resolving conflicts, negotiating
   resolutions and mediating disputes.
9. Ability to make timely
   decisions appropriate to the situation, circumstances and facts at
   hand and to meet deadlines for assigned reports and projects.
10. Ability to create a team–oriented climate and build/mend
    relationships with compassion and sensitivity while demonstrating a cooperative,
    professional attitude.
11. Ability to interact
    effectively as a leader or as a member of a team and work collaboratively with others
    to present information to faculty, academic and campus
    leaders or public groups while encouraging and fostering a collegial work
    environment.
12. Demonstrated proficiency using Microsoft
    Office and Windows software, integrated software systems and related
    instructional technology.
13. Ability to safeguard sensitive or
    confidential information from intentional or unintentional
    disclosures.
14. Ability to travel on a regular basis to all Blinn campuses
    (Brenham, Bryan, RELLIS, Schulenburg, Sealy, and
    Waller).

Preferred Qualifications:

1. Master’s
   degree
2. Juris Doctorate Degree
3. Society for Human
   Resource Management (SHRM) Certified
   Professional

Preferred Competencies:

1. Ability to translate workforce data into
   actionable insights
   to guide strategic decisions.
2. Ability to analyze benefits, pay, and incentives and identify high-potential
   employees to make
   evidence-based decisions to address current and plan for future needs of the College.
3. Advanced knowledge of the
   principles,
   techniques, procedures, and terminology involved in the recruitment, selection, processing, orientation, and compensation of
   employees.
4. Skilled in conducting thorough and impartial workplace investigations.
5. Ability to analyze policy,
   regulations, and
   statutes to serve as a key advisor on risk mitigation and policy adherence.

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