Director, Human Resources - Employee Relations and Talent Management at Pima Community College

Posted in Other 2 days ago.

Location: Tucson, Arizona





Job Description:

Pima Community College



Pima Community College Named 5th Best Employer to Work for in Arizona



Position Title: Director, Human Resources - Employee Relations and Talent Management



Department: District Office - Human Resources



Salary Rate: Band 9 - $84,800 - $112,400



Closed Date: Open Until Filled, Next Review Date: January 24, 2023



Note: To apply to this position send your application materials via email to Pima-DirHR22@myersmcrae.com by January 24, 2023, for best consideration. Applications will be accepted until the position is filled. To view this job advertisement, please visit Pima Community College's current opportunities at Myers McRae, Executive Search and Consulting




Position Summary:



Pima Community College is in the midst of reinventing its Human Resources department from transactional to transformational. All policies, practices, and procedures are being reviewed and modernized. Along with the HR staff being upskilled and/or reskilled, the Department is utilizing the best systems to modernize and automate processes to ensure users' experiences are both effective and efficient. All HR practices and thought processes are being challenged in order to revolutionize the services the Department provides and how it delivers those services to the employees who serve the students.


The Director of Human Resources-Employee Relations and Talent Management (Director) will be fully empowered to develop, document, operationalize, and continually improve processes of all facets of talent acquisition, retention, recognition, classification and compensation, employee relations, succession planning, and performance management. The Director will partner closely with the Director of Organizational Effectiveness within HR to holistically affect positive outcomes specifically in Employee Relations through Organizational Development interventions and the best practice Training/Development of employees.



Duties and Responsibilities:




The key areas of your leadership and work focus, the results required are:



  • Responsibility and full oversight of the HR Consultants/Business Partners and support teams. Your key charge is to drive consistency and major quality improvements in our processes and staff to build a high-performing, professional, user-experience focused, service-oriented, cohesive transformational-HR department

  • Drives deep and impactful change, large-scale systematic improvements, utilizing measurable and actionable data

  • Leads the development, full-documentation, change-management, customer communication/training, HR team implementation, and process improvement of standardization for all of HR with a focus on our staff

  • Strategic communication, oral and written, with/to all constituents on HR practices and services

  • Takes an inquisitive and consultative approach to management of the HR Business Partner and ER teams

  • Partners with managers to define the overall talent management strategy for PIMA Community College, including recruitment pipeline development, broad-based learning & development, differentiated leadership development in alignment with our values, organizational development, and employee engagement


Leads Talent Management



  • Leads Talent management: develop and directs client-units workforce staffing analysis, employer branding/reputation, active and passive recruitment strategy and tactics, interview/selection/offer process, hiring and onboarding, recognition, succession planning, and retention

  • Prepares and presents required and requested reports

  • Create meaningful solutions to activate the PCC internal talent marketplace and ensure continued retention

  • Identifies common talent needs across PCC to inform strategic priorities in alignment with an overarching talent strategy. Ensure talent strategies align with the College's needs

  • Provides subject matter expertise in the talent development domain, including internal and external best practices

  • Performs other duties as assigned


Employee Relations



  • Leads Employee Relations: development of the team, process improvement, and documentation, measurable improvements in case-performance

  • Effectively develops, and uses metrics to drive improvements in HR team and our case/load outcomes

  • Manages and uses NavEx employee relations software program to track trends and reviews and recommends policy and procedure changes for efficiency and effectiveness to achieve college mission, chancellor goals, focusing on all employees and student success

  • Provides guidance and consultative services to team & College leadership related to employee relations and performance management issues

  • Collaborates on proactive approaches to conflict resolution with a strategic focus to drive systemic change

  • Off-boarding: develops and manages a new Exit Interview process to provide trend analysis and feedback to CHRO

  • Performs other duties as assigned.


Performance Evaluation/Goals



  • Leads the complete redesign of performance management from strategy, to building, change management & communication/training, and implementing a new system

  • Ensures a new system is in place to monitor the College's staff performance evaluation processes

  • Leads the team to coach and train supervisors on developing and setting performance standards and conducting quality evaluations that drive performance and employees' career potential

  • Create a strong partnership within the organization-wide talent management lifecycle and contribute substantially to processes (e.g., goal-setting, feedback & performance management, organization and talent reviews, promotions and career pathing) that ensure equitable and inclusive outcomes

  • Oversee the development of programs aimed at aligning employee performance and development with organizational goals. Participate in the design, and implementation of team member goal setting, performance assessment, feedback and development conversations

  • Prepares and presents required and requested reports

  • Performs other duties as assigned


Compensation and Classification



  • Share in the strategic leadership, operational management, and constituent communications in our 2022-2023 district-wide Compensation and Classification Study

The above is not intended to be an exhaustive list of all responsibilities and duties required.



Supervision:



  • Directly supervise HR staff. Provide change-leadership by evaluating our current structures, realigning positions as needed, prioritizing, and assigning work; conducting pre-post change knowledge/skill and performance evaluations; ensuring staff are trained up/re-skilled as needed; and making appropriate hiring, termination, and disciplinary actions.




Job Requirements:



  • Bachelor's degree in Human Resources, Business Administration, or a closely related field and

  • Five to eight years of related experience and

  • Three years of supervisory experience and

  • Strong knowledge and practical application experience of employee relations and coaching, high ethical standards, strong leadership ability, and
    effective change management and organizational skills and

  • Strategic focus with the ability to prioritize and implement and

  • Human Resources Certification (SHRM-CP, SHRM-SCP, HRCI-PHR, HRCI-SPHR)



Preferred Requirements:



  • Master's degree in related fields

  • Higher education experience

  • Certified and/or trained in mediation

  • Knowledge and experience with Title IX regulations


The ideal candidate will have the following knowledge, skills and abilities:



  • Knowledge of current transformational-HR principles, practices, and trends

  • Knowledge of principles of project management, business process analysis, and change management and the ability to successfully analyze, orchestrate, and lead change

  • Knowledge of recruitment, selection, and retention strategies

  • Knowledge of diversity, equity, and inclusion best practices

  • Skill in setting priorities, meeting deadlines, and managing multiple projects

  • Ability to integrate large-scale systemic change programs

  • Ability to communicate effectively orally and in writing

  • Strong presentation skills

  • Ability to exercise sensitivity working in a diverse organizational structure

  • Ability to establish cooperative working relationships while performing assigned duties

  • Ability to use diplomacy and tact in confrontational situations

  • Experience creating and implementing programs focused on the recruitment and retention of employees

  • Experience serving in partnership with managers through an approach that includes emphasis on service delivery, training, and a consultative approach to problem resolution

  • Track record for solving complex problems, designing creative strategies and delivering significant impact

  • Passion for and the ability to thrive in a highly collaborative environment, working closely with internal HR team members and employee representation groups in the higher education context

  • Ability to translate data into meaningful and actionable insights and strategy


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