Summary: The Associate Director of Human Resources primary functions are to coordinate HR
policies and programs with an emphasis on employee relations and talent
management. Management of employee relations portfolio includes Title IX,
Title VII, and all compliance-related investigations or questions. This position also helps manage and coach difficult
conversations between employees and supervisors and conducts training across
campus. The talent acquisition manager
reports to the position and the Associate Director will act as a backup to recruitment
and onboarding strategies for a diverse faculty and staff workforce. This position
reports to the Director of Human Resources. The position works closely with the director in developing, implementing,
and evaluating ongoing HR strategies, policies, programs, functions, and
activities. The position may also lead or participate in various campus-wide committees.
Essential Duties
and Responsibilities: include the
following. Other duties may be assigned.
- Supervision and backup
of the Talent Acquisition HR Generalist in planning and directing the talent acquisition activities that result in the
hiring and onboarding of a diverse workforce. Help develop and implement strategies
and programs that are effective and market competitive in our staffing efforts.
- Manages all
employee relations work and inquires, operates as a subject matter expert
regarding employee relations issues such as Title VII, ADA, ADAAA, ADEA, Title IX, and other Rose-Hulman Institute policy
violations for all levels of personnel within the organization, and manages and
resolves highly confidential and complex employee relations issues
- Initiate a proactive,
strategic approach to employee relations by identifying and analyzing ER
data/metrics for themes, trends, and root cause identification. Share findings
with key partners in order to develop and deliver an integrated plan that links
to the organization and people strategies, helping to advance the deliverables
and priorities of the Institution.
- The position
requires managing multiple cases and high-level duties simultaneously while
prioritizing the most urgent needs
Identify,
develop, implement, and sustain risk mitigation strategies with appropriate
partners and stakeholders.
Conduct timely, objective, and
thorough internal investigations including but not limited to allegations of harassment, discrimination, accommodation, and retaliation, and
prepare all required documentation. - Maintain detailed and accurate
accounts of investigations with timely memorialization of the notes and
supporting documents into the case management system.
- Uses sound judgment to mitigate risk
and weighs the importance and validity of information to form fact-based
opinions and recommendations.
- Escalates cases and complaints to the HR Director or Vice President department and/or College
leadership as appropriate.
- Works closely with external legal
counsel to review/conduct investigations, ensures compliance with legal
requirements and determines appropriate steps.
- Operates as a subject matter expert
regarding employment law and regulations, and Rose-Hulman Institute of policy
content.
- Creates and implements new policies
and/or updates current policies as needed to adapt to the changing needs and
best practices of the organization.
- Ensures employees and departments
adhere to institute policies as well as state and federal legislation and
guidelines.
- Assesses and addresses potential
discrimination policy violation(s).
- Promote knowledge, understanding, and
compliance with regard to Institute policy and
relevant employment laws through coaching, presentations, and training.
- Collaborates with the Student Affairs
Title IX Coordinator and the Office of Student Affairs on investigations
regarding specific policy violations.
- Supports the Case Manager in handling
ADA/accommodation requests, including guiding employees and departments through
the ADA interactive process, assessing the reasonableness and undue financial
burden of requests, and providing advice related to the implementation of
approved accommodations.
- Collaborates with department
leadership to provide guidance and direction as it relates to:
- Providing advice and guidance to department leadership on interpreting and application of policies, addressing employee performance and interpersonal conflict issues, and managing complex situations
- Training, guidance, and feedback sessions regarding progressive discipline including misconduct
- Formal complaints against faculty and staff grievance process
- ADA interactive process/Fitness for duty evaluations
- Terminations, resignations, exit interviews, and reductions in force
- Builds and maintains relationships with department leadership and Employee Relations Committee
Supervisory
Responsibilities: Directly supervises
the Talent Acquisition HR Generalist. Is
responsible for the overall direction, coordination, and evaluation of this
position. Carries out supervisory responsibilities in accordance with the
Institute's policies and applicable laws. Responsibilities include
interviewing, hiring, and training employees; planning, assigning, and directing
work; appraising performance; rewarding and disciplining employees; addressing
complaints and resolving problems.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Required Qualifications
- Minimum of 5 to 7 years of progressive HR experience. To include
experience as a direct supervisor, talent acquisition and recruitment, managing
or investigating employee relations or Title IX reports. A combination of
supervisory and HR Generalist experience will also be considered.
- Ability to engage in building strong, inclusive, collaborative,
and healthy working relationships to integrate ER work into other scopes.
- Has heightened self-awareness / emotional intelligence.
- Ability to remain calm and professional under stress and during
emotionally-difficult employee matters.
- Strong persuasion and conflict resolution skills.
- Strong written and verbal communication skills with the ability to
influence and communicate effectively at all levels of the organization.
- Ability to work independently and be part of a team environment
while developing highly effective and valued professional relationships
with peers, colleagues, and cross-functional teams.
- Ability to handle highly sensitive and confidential situations
with objectivity, candor, and confidence.
Preferred Qualifications
- Strategic thinker, with demonstrated experience translating
strategic goals/concepts into action plans and implementing initiatives at
an operational level.
- Ability to analyze data, trends, and insights to identify the root
cause of the event.
- Analytical, reporting, and presentation skills are required; must
be able to confidently make recommendations to senior business leaders or
HR/DI partners for improved employee relations and business results based
on data and findings.
- Broad knowledge of employee relations, complex workplace
investigations, federal and state laws /regulations (including but not
limited to Title VII, ADEA, ADA, ADAAA and FMLA).
- Ability to manage competing, high-priority demands; prioritizing
workload, managing projects, and multiple responsibilities against strict
deadlines.
Required Education
and/or Experience: Bachelor's degree in
human resources or related field required; Master’s degree preferred.
Certificates, Licenses,
Registrations: PHR, SPHR, SHRM-SCP,
or SHRM-CP preferred
Applications: Only online applications/resumes will be accepted at: https://jobs.rose-hulman.edu until the position is filled. Contact Human Resources at 812-877-8176 for questions. EEO/AA