The Deputy Director of Human Resources will serve as key member of the leadership team in the Human Resources function at Claremont McKenna College. Responsibilities will include but are not limited to:
Compliance with employment laws
Researching and data collection on HR functional areas
Policy development and interpretation
Use and improvement of the Workday HRIS system
Supporting the College Safety Program
Employment reports and statistics
Managing employment leaves including disability, workers compensation, FMLA, and parental leaves
Represent the Human Resources Department on various College committees, as assigned
Other projects may be assigned based on the needs of the department.
Oversee a team of individuals responsible for partnering with all College departments to support effective hiring, management, annual review process and day-to-day HR affairs. Develop a liaison program by apportioning College human resources needs across a team of HR coordinators and professionals to improve responsiveness and support of College departmental management.
Manage and delegate recruiting of new staff across a team of liaisons supporting departments across the College. Individual will review job postings, and approve for posting. Individual will review applicants and hiring recommendations. Oversee the reference and background checking processes, investigate complicated background checks and manage the issuance pre-adverse and adverse actions letters. Individual will manage employment offer letters, and terms of employment.
Work to foster excellent working relationships with managers and supervisors and staff across the College, and within the Human Resources department, to build a culture of trust, transparency, and responsiveness that elevates the human resources departments positioning as a helpful resource to our many stakeholders.
Look for opportunities to work more efficiently within the Human Resources office and in its use of the Workday system, so that transactions can flow more easily and quickly to advance the needs of the College. Optimize the talents of the team to match their core job duties and drive follow-up and results.
Investigate employee relations matters, evaluate course of action for problem resolution and recommend proper steps for resolving employee relations matters as necessary.
Conduct internal investigations on sensitive matters, evaluate various courses of action and recommend course of action for resolution including progressive discipline, termination, reassignment, suspension or other recommendations for disciplinary action up to and including termination of employment.
Coach managers on performance management processes and performance feedback. Individual will coach managers on writing performance improvement plans and progressive discipline processes up to and including termination.
Develop and review job descriptions for various staff positions, in partnership with hiring managers, to support best outcomes in hiring and to ensure proper classification according to federal and state law, proper classification of exempt vs. non-exempt, etc.
Advise managers on matters pertaining to employment law and monitor practices for compliance. Provide recommendation for policy change or training to ensure compliance.
Attend unemployment and workers compensation hearings and represent the College regarding these matters.
Assist in the process of administering and monitoring salary increase letters.
Conduct exit interviews for employees and follow up on matters of significance, providing recommendations for resolution when necessary.
Conduct or manage the employment orientation process for incoming staff.
Monitor and track disability, unemployment, and parental leaves. Engage with and oversee that FMLA Notices and Designations and other forms of communication are issued to employees on leave of absence.
Participate in compliance with College Safety program, including coordination of safety training programs and conducting accident investigations and providing recommendations for improvement.
Participate on various College committees and Consortium committees as directed.
Attend meetings and conferences on behalf of the College.
Regular attendance is considered an essential job function; the inability to meet attendance requirements may preclude the employee from retaining employment.
The successful candidate will also be able to perform the following essential functions:
Take and follow directions.
Work cooperatively with others.
Receive and respond appropriately to constructive criticism.
Display a positive attitude.
Balance multiple tasks and priorities.
Performs other essential duties and tasks specific to the position.
Required Knowledge, Skills and Abilities:
Requires knowledge of human resources policies and procedures and their application in the day-to-day working environment. The candidate must have excellent written and oral communications skills, demonstrated public speaking ability, effective problem-solving abilities for employee relations, time management skills and the ability to listen well.
Five to ten years of broad human resources experience, preferably in a non-profit or academic setting. Individual must possess excellent judgment and have a firm understanding of human resources advising, recruiting, the disciplinary process, hiring and terminations. Individual will understand HR Information Systems and ideally has experience with the Workday HCM system. Individual must have experience administering leaves of absences and safety programs. Must possess a proven ability to manage multiple priorities and work in a fast-paced environment.
1. Education: Bachelor’s degree from an accredited university. Master’s preferred.
2. Experience: Five to ten years’ working experience in a Human Resources department.
3. Licenses: A valid U.S. driver’s license and be eligible as an insurable driver under the College’s insurance plan.
4. A PHR or SPHR certification is preferred.
This is an exempt, benefits-based, full time, twelve-month position.
Supervisor – AB1825: Yes
Mandatory Reporter – CA Penal Code: No
Responsible Employee – Title IX: Yes
Campus Security Authority – The Clery Act: Yes
SUPERVISORY RESPONSIBILITY: Will supervisor exempt and non-exempt human resources staff.
BACKGROUND CHECK: The successful candidate will be required to undergo a full consumer background check. Certain positions will require the successful completion of a post-offer physical agility test. Employment is contingent on the satisfactory results of the aforementioned, in addition to compliance with requirements cited in this job description.
ADA/OSHA: This job description defines the essential or fundamental job duties of this position. It is assumed that employees hired for this position can perform the essential functions of this job without imposing risk of substantial harm to the health or safety of themselves or others. It may also include marginal functions, generally defined within Title 1 of the Americans with Disabilities Act (ADA) and the Occupational Safety and Health Administration (OSHA). Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose.
DISCLAIMER: This job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this position. Duties and responsibilities can change and develop over time, accordingly the College reviews job description on a periodic basis and may make changes of business necessity.
AT-WILL EMPLOYMENT: Employment with the College is “at-will” meaning that the terms of employment may be changed with or without notice, with or without cause, including, but not limited to termination, demotion, promotion, transfer, compensation, benefits, duties, and location of work. There is no agreement express or implied between the College and you for continuing or long-term employment. While the College has every hope that employment relationships will be mutually beneficial and rewarding, employees and the College retain the right to terminate the employment relationship at will, at any time, with or without cause. The President is the only person who can modify or alter the at-will employment relationship.
The Claremont Colleges, a consortium of five undergraduate liberal arts colleges, two graduate institutions, and Claremont University Consortium, which provides shared institutional support services, is reminiscent of the Oxford-Cambridge model. The undergraduate colleges include Pomona College, Scripps College, Claremont McKenna College, Harvey Mudd College, and Pitzer College. The two graduate institutions include Claremont Graduate University and Keck Graduate Institute.