Linn-Benton Community College Hiring for Executive Director, Human Resources Development and Support Job at Albany, OR Full Time

The position independently manages the college human resources functions. Must work with confidential and sensitive information on a regular basis. Often deal with emotional employees about college rules/procedures. While precedents exist, it is not always available for decisions, or policy/procedure is limited in some areas. Required to design, develop and implement new programs, or enforce procedures, contracts, and agreed upon systems related to employment. Problems and challenges are broadly defined, requiring ongoing creativity and innovation to address new situations encountered. Errors in judgment could have substantial consequences for the college. Position is directly responsible for an annual department budget. Also responsible for managing salary and wage administration and overseeing fringe benefit costs for all college pay structures and employee groups.

Accountable for planning, organizing, and directing a comprehensive and centralized human resources department for all college services and employees responsible for providing management services to the college. Responsibilities include employment services, compensation systems, records systems, benefits and payroll administration, job classification, personnel actions, college human resources and payroll policies, and other College regulatory compliance.

Education and Experience: Requires a BA or BS degree, with emphasis in personnel management, human resources, counseling, business administration, public administration, or a related field. Requires a minimum of 5 years of managing human resources at a higher education institution, K-12 education, health care, non-profit or other government agency. Management experience that includes supervision and budgetary responsibilities. Administrative experience in human resources areas to include recruitment and hiring practices, classification and compensation systems, personnel records, benefits administration, complaint resolution, supervisory responsibilities, affirmative action/EEO, and other regulatory compliance.

Knowledge, Skills and Abilities: Requires an open, positive, and collegial problem-solving work style. Requires comprehensive knowledge of human resources management practices and systems, as well as applicable personnel laws and regulations (e.g., state and federal wage and hour laws, EEOC guidelines, affirmative action practices, etc.). Must have knowledge and understanding of recruitment and fair hiring practices utilizing an equity lens. Must have technical knowledge of classification, compensation, and benefit systems. Requires highly developed interpersonal and overall human relations skills, sound judgment and professional communications skills (oral and written). Must have ability to communicate complex information and work with all levels of management, staff, and the public, in groups and individually (association representatives, board members, job applicants, students, legal counsel, consultants, numerous outside contacts, etc.) to effect change in work behaviors and gain cooperation and understanding from others. Must have investigation and complaint resolution skills and the ability to act as facilitator/mediator. Flexibility and innovation are highly valued in this position. Must have the ability to conduct research, develop new procedures and policies, and make necessary exceptions. Requires ability to supervise, train, evaluate, motivate, and lead staff.

Master’s degree preferred.Training in equity issues, complaint resolution, and conducting investigations.Training in classification and compensation processes, as well as specialized training in employment law (wage and hour, civil rights, etc.).Public sector collective bargaining experience.

Work is performed in a normal office setting with minimal exposure to health or safety hazards. Considerable time is spent working on a computer. Constant interruptions, distractions, and changing priorities. Position has considerable pressure and periodic stress for a variety of time lines and deadlines (e.g., labor negotiations and continuing contract clarifications, grievances, arbitrations, various investigations, system compliance deadlines, etc.). Grievances, complaint investigations and discipline responsibilities may be potentially stressful. May periodically travel for meetings and training. Frequently work early/late hours and extended hours. Must be able to use a computer and communicate effectively in person and over the phone. No special coordination beyond that used for normal mobility and handling of everyday objects and materials is needed to perform the job satisfactorily.

Provide a full range of supervisory responsibilities for department staff (plan, schedule, assign, and review work). Responsible for staffing processes. Ensure compliance with all personnel practices within the department in accordance with employee contracts, administrative rules, Board policies, and state and federal laws. Encourage robust professional development opportunities for the department. Conduct staff performance appraisals within the agreed upon time lines. Resolve performance issues. Develop department budget, as well as monitor and control department expenditures. Participate in the college’s annual budget building process.

Administer the management/exempt job classification process, including evaluating positions for appropriate employee-group, classification and reclassification, interviewing supervisors and developing position descriptions. Oversee classified job classification and reclassification process.

Manage salary and wage administration (compensation systems for classified, faculty, and management/exempt employees) programs for district staff. This includes annually updating non-contracted salary structures, district systems maintenance, development of compensation guidelines and overseeing classified salary placements and position control records.

Oversee the employee performance appraisal systems including annual intents to rehire. Determine exceptions to the routine process.

Monitor classified and faculty professional development processes, providing guidance to the committees as requested.

Ensure that college human resource systems and practices conform to the requirements of collective bargaining agreements, college policy, and state and federal law. Research issues for the bargaining teams. Oversee salary data calculations and scenarios.

Support collective bargaining arrangements by providing procedural guidance and policy interpretation to employees, associations, and the senior leadership team upon request. Prepare salary and benefit calculations and scenarios for all parties involved. Ensure that the colleges’ human resource systems and practices conform to the requirements of collective bargaining agreements, college policy, and state and federal law. Work with all associations to resolve contractual issues at the lowest possible level.

Manage the College’s centralized records systems, i.e., official personnel files, recruitment, insurance, subject files, medical record files, position description files, and various confidential files, etc. Analyze, organize and update the district’s centralized records systems. Assess filing process, update retention requirements and develop a routine purging schedule. Oversee process of imaging files and converting paper files to electronic records.

Participate in the college planning process in defining and accomplishing department goals and objectives for institutional effectiveness. Serve on the Finance and Operations team, College Council, and other committees as needed.

Develop and manage systems and procedures that encourage classified employees to develop and build skills and abilities that will enhance opportunities for career advancement and promotion.

Provide direction and assistance to support staff as needed to ensure the completion of annual employee service awards.

Oversee management of centralized employment services to and in collaboration with Institutional Equity, Diversity & Inclusion provide equitable opportunities as it relates to the recruitment, hiring and retention of College employees. Monitor advertising budget to assure expenditures are within the allotted budget. Supervise reconciliation of advertising bills with expenditures.

Serve as the college’s compliance officer to ensure a more equitable and inclusive working environment for all LBCC employees. Oversee college compliance with all externally imposed laws and regulations (e.g. Affirmative Action/EEO policies and procedures, wage and hour laws, civil rights laws, fair labor standards, state and federal laws, college policies/practices, collective bargaining agreements, etc.) and resolving complaints.

Oversee the college’s workers’ compensation program for work injuries and return-to-work programs, as well as job accommodation processes as needed for injury and/or disabilities.

Oversee various leave of absence options, along with benefit offerings, backfilling temporary vacant positions and payroll processing for employees on leaves.

Oversee the administration of insurance benefit offerings to college employees, and the process for new hires and exiting employees, to include new employee orientation, open enrollment, exit process, early retirement calculations, process and contracts, etc. In addition, oversee processing of life insurance claims and unemployment insurance procedures. Also, oversee non-insurance benefits such as flexible spending accounts, tuition waiver program, and child care resource/referral benefit, and others.

Counsel employees and/or supervisors for resolving personnel problems and/or concerns (policy, procedure, personnel rules, supervision, discipline, etc.). Provide information about personnel processes and assistance in resolving issues. Review performance appraisals with need for improvement, and assist with work improvement plans, letters of warning, etc. May work with employees, supervisors, association representatives or attorneys on these matters.

In conjunction with the College President and Executive Leadership Team, is responsible for coordinating the college’s Title IX compliance efforts as the College’s Title IX Coordinator, to include notification, education, consultation, investigation, and disposition of complaints against college staff and students. Responsible for institutional monitoring and compliance assurance relative to Title IX. Responsible for advising the President and other college officials on Title IX preparation, dispensation, and compliance efforts.

Develop/recommend college human resources, payroll policies, and administrative rules. Review and/or update related policies (6000 series) and administrative rules annually. Assist college staff by answering general questions about operational matters. Provide information regarding policies and procedures. As issues arise, respond to, resolve or research issues. Facilitate discussions/resolutions.

Provide the education/training for college staff to ensure compliance with state and federal statutes including but not limited to Title VII of the Civil Rights Act, Title II of the ADA, section 504 of the Rehabilitation Act of 1973 and other such legislation. Develop and provide training to college staff on department or college human resources policies, procedures, legal requirements or related issues as needed.

Responsible for ensuring departmental compliance with safety regulations, employee safety training, OSHA compliance, and emergency planning related to area of control.

Perform special projects, analyses, etc., as appropriate/assigned.

Committee Assignments
College Council
MESA Professional Development Committee
Issues Clarification Committee
Joint Advisory Task Force

Please complete the online application and upload or attach the following required documents:

• Resume

• Cover Letter

• Academic Transcript(s)

• A written response to the Supplemental Questions shown in the “Special Notes to Applicants”

Transcripts from institutions outside of the United States must be accompanied by an international credential agency evaluation. Click here for a list of agencies that perform these services.

When a degree is required for the position, the successful candidate will be required to submit official transcripts within 30 days of their hire date.

Applications are reviewed for minimum qualifications. In order to be considered, your application must clearly show you meet the minimum qualifications for this position.

U.S. Veterans must attach proof of honorable discharge (Form DD-214, Copy 4) to their application to qualify for veteran’s consideration.

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Salary range is $126,144 – $176,950 for a 248-day annual schedule plus comprehensive benefits. Salary will be prorated for remaining days in the fiscal year.