Detailed Job Description
Founded in 1863, Saint Mary's is a residential campus nestled 20 miles east of San Francisco in the picturesque Moraga Valley. Based in the Catholic, Lasallian and liberal arts traditions, Saint Mary's currently enrolls more than 4,000 students from diverse backgrounds in undergraduate and graduate programs. The De La Salle Christian Brothers, the largest teaching order of the Roman Catholic Church, guide the spiritual and academic character of the College.
As a comprehensive and independent institution, Saint Mary’s offers undergraduate and graduate programs integrating liberal and professional education. Saint Mary’s reputation for excellence, innovation and responsiveness in education stems from its vibrant heritage as a Catholic, Lasallian and liberal arts institution. An outstanding, committed faculty and staff that value shared inquiry, integrative learning and student interaction bring these traditions to life in the 21st century. The College is committed to the educational benefits of diversity.
Saint Mary’s has a 500 faculty members ( full and part-time) and 500 staff members ( full and part-time). Saint Mary’s College is a non-union environment.
The Director responds to campus climate issues, assesses complaints and conflicts to determine appropriate responses, and conducts internal investigations as assigned by Director of HR, conflict resolution services (including mediation and group facilitation), coaching and mentoring, and training, including compliance training to all staff and faculty. The position is responsible for providing input into development of policy and best practices guidelines as well as ongoing HR consultation.
The Director manages compensation programs that attract and retain faculty, staff and student workers. Develop and monitor processes and administer complex systems to provide excellent customer service to the internal and external community. Provide research and analysis of current trends, comparisons and information relevant to labor issues and compensation in Higher Education.
The selected individual will perform in the following areas:
Drawing on extensive professional experience and informed by protocols, conduct internal neutral fact-finding investigations of potential violations of College policies including Equal Employment Opportunity/Non-Discrimination, Prohibition of Harassment, including Sexual Harassment, Retaliation, Amorous Relationships, Whistle Blower Policies as well as College policy on Staff, Faculty and Student Conduct and Responsibilities as detailed in the Staff, Faculty and Student Handbooks. Produce written documentation, summaries and findings in compliance with College policy and state and federal law. Working independently, ensures fact-finding process is timely, fair and thorough in alignment with legal requirements and best practices.
In accordance with College policy and applicable civil rights laws, partner with the Director of Learning & Organization Effectiveness to ensure compliance training to address the prevention of discrimination, harassment, including sexual, and retaliation is conducted. Design and conduct additional training to the campus community based on identified needs, such as addressing diversity and inclusion issues (consistent with the College’s Inclusive Excellence initiatives), performance management, leadership development, communication and conflict resolution.
Provide conflict resolution services as requested or assigned including mediation and group facilitation. Provide coaching and mentoring to individuals as the need arises, including in the context of required action.
General HR Consultation: Provide ongoing consultation regarding a wide range of HR issues including policy and guideline review and development. Gather, analyze and summarize campus climate data to inform HR services. Serve as the first point of contact for group(s), program(s), department(s), and/ or school(s) and form ongoing partnerships with designated campus clients. Collaborate with other HR staff.
Grade staff positions, staff promotion decisions. Assist in the development of annual salary changes for staff and implement /communicate those changes in accordance with the College’s compensation policy. Conduct job analysis to determine appropriate salary level. Evaluate position and internal placement. Negotiate and recommend salary adjustments/increases within budget limitations in consultation with the Director of HR. Approve all stipend requests.
With a thorough knowledge of State and Federal wage & hours laws, FLSA, Senate and Assembly bills, etc; advise management on changing regulations. Participate in salary surveys and recommend changes as appropriate to establish and maintain competitive rates. Preserve the integrity of the compensation program.
Participate in the development and administration of the performance review system to ensure compliance. Analyze and document all evaluations received annually and move to appropriate HR area if needed. Coordinate with Director of Benefits regarding total compensation. Input starting salaries for new staff hires. Process promotions and adjustments to salaries for exisiting staff.
Faculty Contract Administration:
Analyze, validate, approve and send all faculty contracts (approx 2500 per academic year). Including but not limited to policy formation and approval, workload determination and verification, recommendation and input to administration of policy irregularities or inconsistencies, etc.
Monitor compliance and work with Provost and Deans to ensure policy adherence. Advise salary step placement as needed. Verify sabbatical eligibility, interpretation and application of faculty handbook policies including Reduced/Phased Retirement, required notifications, input, development and publication of faculty salary scales. Input starting salaries for new faculty hires. Update compensation changes for exisiting faculty.
Experience and Qualifications:
- Masters, or other Advanced degree preferred.
- CEBS, SPHR, or related certification highly desired.
- BA Degree Required or a combination of an equivalent level of experience, training, and education in Human Resources Management or related field.
- Substantial (5+ years) of experience in compensation, employee relations, and/or HR Generalist with preference in higher education or academic setting.
- Experience in job analysis, career progression development, market pricing, project management, and design of compensation programs including salary structure development highly desired.
- Extensive experience and high level skill investigating employee complaints and allegations of misconduct in work or legal setting.
- Proven conflict resolution/mediation experience with highly educated and often inquiry based population.
- Experience developing and delivering training on sensitive topics, including legal compliance training (AB 1825).
- Excellent written and verbal skills.
- Must have proven analytical, mathematical and computer skills, ie. Excel, PowerPoint, Word, and other automated systems.
- Knowledge in HR databases such as Elucian/ Colleague highly desirable.
- Must have current knowledge and expertise in California and Federal Labor Laws and Regulations.
- Ability to effectively handle multiple situations and make sound decisions.
- Basic knowledge of accounting and payroll tax laws.
- Ability to communicate to resolve problems, raise sensitive issues with individuals and groups in conflict situations with the goal of raising self-awareness and insight regarding behavior and its impact while diffusing strong emotions.
- Solid knowledge of compensation concepts such as: total rewards, classification design and theory, pay for performance, equity theory, and competency based career ladders. Demonstrated work experience applying these concepts to compensation policy development and administration.
- Ability to produce documents that are clearly written, fact-based rather than reliant on opinion, while using judgment to distill complex information free from inflammatory content, including investigation summaries and findings that will withstand the scrutiny of a legal proceeding.
- Ability to provide end to end customer/client service experience in the areas of assessment, contracting, mediation, and resolution.
- Demonstrated track record in promoting an inclusive environment and seeking ways to integrate differences.
- Energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image.
- Strategic planner with sound technical skills, analytical ability, good judgment and strong operational focus applicable in a multifaceted and complex organization.
- Well-organized and self-directed team player who is "politically savvy". An articulate individual who can relate to people at all levels of an institution.
- Excellent communication skills with an ability to conduct coherent and forward thinking presentations to constituents.
- Exceptional educator who is trustworthy and willing to share information and serve as a mentor.
- Ability to work in collaboration with HR and other colleagues.
Depends on Qualifications
Application Instructions: Please apply on-line at http://jobs.stmarys-ca.edu. A complete application includes:1) a letter of interest and how you are prepared to support the Mission of the College; 2), a resume and on-line application;3) And the name and contact information for three (3) professional references. Candidates who submit names of references should expect that references will be contacted, in confidence, by the College and that credentials will be confirmed prior to hire. Candidates who become finalists will be expected to sign a consent authorizing a broader inquiry. Saint Mary's is an equal employment opportunity employer. We support inclusive excellence and are committed to creating a safe and welcoming community for all.