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SUMMARY AND SCOPE OF POSITION
This position serves as the chief human resources officer of the college and is responsible for human resource systems that support the employment and service of faculty, staff, managers, retirees and student employees. This position takes a leading role in the development and administration of personnel policies, procedures, programs, and services that advance the mission of the college. The duties include providing oversight of and integrating all human resource department functions including staff and student employment, classification and compensation, benefits administration, wellness, performance development, employee safety, staff development, payroll and employee relations. This position provides key leadership for the college’s commitment to the diversification of the staff, the creation and perpetuation of inclusive work environments, and for collaborating with the Office of Equity and Diversity in supporting affirmative and appropriate trainings and interventions. This position provides oversight, direction and support to college’s environmental health and safety program. This position provides direct support and consultation to managers on all personnel issues and serves as an advocate for all matters of interest to employees.
Essential Job Functions
1. Develop collaborative relationships at all levels of the college, become an advocate for human resources and promote its ability to function as a flexible, available, and accessible resource to all.
2. Provide strategic leadership and supervision of the HR department, staff and functions: (a) oversees the benefit, compensation, payroll, staff development and employee safety functions of the college, (b) supervises Human Resources Directors responsible for functional areas within HR, (c) selects, trains, supervises, develops and evaluates department personnel, (d) initiates and develops strategic vision and work plan for the Human Resources Department and its programs, (e) oversees the safety, worker’s compensation, leaves and lost productivity programs, (f) represents the Human Resources Department and its programs and perspectives on campus wide committees, and (g) other department head related duties.
3. Policy and organizational development: (a) proposes, publishes, administers, interprets, and enforces personnel and employment-related policies as appropriate, (b) prepares and maintains employee handbook and appropriate documentation of official policies and procedures, (c) serves as an internal resource for policy development and coordination of all official policies within the college, (d) takes a leading role in organizational development activities, such as recommending policies and programs, designed to shape and improve the general work environment and culture on campus.
4. Provides strategic consultation and guidance to senior administration and department managers on human resource issues. Develops strong partnerships across the college with key leaders and managers in order to foster an increased climate of inclusion within the work place. Provides advice and guidance to employees and managers regarding resolution of employee complaints, performance problems or application of college policies. Support managers and supervisors: (a) works directly with department managers to assist them in carrying out their responsibilities on personnel matters, (b) develops, coordinates and conducts appropriate training for supervisors in interpersonal, human relations, supervisory, and conflict resolution skills, (c) partners with managers to design, shape, and affect the utilization of their human resources in the most effective manner.
5. Employment, compensation, performance management and training Activities: (a) oversees and monitors the recruitment and employment of regular and temporary staff, (b) oversees development and administration of the staff classification and compensation program, (c) oversees the annual performance management program, (d) designs and develops the professional development and training of staff, (e) coordinates, supports or hosts employee special events and projects such as the Employee Enrichment Week, Employee Recognition Lunch, Administrative Assistant's Day, Wellness events, etc. (f) provides strategic guidance and coordinates efforts to design programs and services that support the mission of the College.
6. Employee relations: (a) provides assistance in identifying, evaluating and resolving personnel problems and work performance issues, (b) responds to (along with the Office of Equity and Diversity and Title IX)) employee relation issues such as employee complaints and grievances, harassment allegations and civil rights complaints, (c) coordinates the College's Ombuds Program, (d) conducts exit interviews, staff opinion survey and similar processes to gather and analyze employment data in order to recommend ways of improving the College's work environment, (e) supports employee recognition programs, (f) serves as a liaison to various constituent groups and committees, (g) serves an advocate for all employment matters.
ADDITIONAL JOB FUNCTIONS:
1. Bachelor’s degree (Master’s degree preferred) in human resource management, business administration or other related discipline.
2. Minimum of ten years of professional experience in Human Resources or related field, of which five years must be at the senior supervisory level. Highly skilled in at least one key human resource function (employment, compensation, benefits, employee relations).
3. Higher education experience preferred with a residential liberal arts college.
4. Understanding of the mission and values of Bates College and the enthusiasm and ability to communicate their purposes and goals, especially with regard to “the transformative power of our differences.”
5. Significant and demonstrated effectiveness in the area of diversity, equity, and inclusion.
6. Excellent communication and interpersonal skills, strong writing ability and information technology skills, and a good sense of collaboration and public relations in dealing with a wide variety of constituencies (students, faculty, staff colleagues at all levels). Ability to build collaborative working relationships.
7. Strong hands-on work ethic, independence, and willingness to take initiative and follow up.
8. Organizational and analytic capabilities, including the ability to manage the details of multiple projects simultaneously and to learn and process complex information quickly.
9. Maturity, good judgment, problem-solving skills, and ability to maintain confidentiality.
Strategic Thinking – Actively develops and aligns the departmental strategy with the college’s vision, mission and values. Able to quickly assess changing situations and recognize key risks involved in order to handle the problem or opportunity efficiently.
Change Adaptability – Supports change initiatives across the college. Anticipates and addresses staff concerns throughout the change process, creating and maintaining open dialogue to obtain commitment and buy-in. Supports the practical utilization of new ideas that show promise and encourages diversity of thought in own department and others.
Intercultural Competence and Expertise – Affirmatively and holistically integrates the college’s commitment to fostering inclusive work environments throughout the work of the office of human resources. Actively develops resources, strategies, and interventions meant to improve the college’s recruitment and retention outcomes in this arena.
Communication and Networking – Adapts own style to deliver persuasive messages by understanding the audience, communication objectives and intended outcome. Serves as a role model by advocating a culture of openness and two-way communication across departments.
Drive for Results – Champions continuous improvement of work methods, policies and practices. Engages department in setting challenging goals and targets. Promotes establishment of customer service processes to standardize a culture of customer service and sensitivity.
People Management - Actively builds individual relationships on a formal and informal basis with college employees. Leads by example, by supporting the implementation of a sustainable performance development system (e.g., encouraging participation in goal setting activities, final year review, etc.).
Interested individuals may submit a letter of interest, resume and contact infomation for three professional references online. An offer of employment is contingent upon successful completion of a background screening.
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