Senior Director Of Human Resources

Equal Opportunity and Nondiscrimination Statement In addition to its commitment to a harassment-free educational and working environment, the College is an equal employment opportunity employer. The College is committed to a policy of equal employment opportunities for all applicants and employees and complies with all applicable state and federal laws on the matter. The College does not unlawfully discriminate on the basis of race, color, religion, sex (including gender, pregnancy, childbirth, or related medical conditions), gender identity, gender expression, national origin, ancestry, age, physical disability, mental disability, medical condition or medical leave, marital status, sexual orientation, or any other category protected by law. The College also prohibits the harassment of any employee on any of these bases.
Location: Claremont, CA
Job Posting Title:
Senior Director of Human Resources Job Details and Requirement: General Description/Basic Function : The Senior Director of Human Resources is responsible for the development, implementation, and administration of all phases of Human Resources including, but not limited to: Employee Relations, Talent Acquisition and Retention, HRIS, Compensation, Benefit Programs, Organizational Development and Training, Legal Compliance, Safety and Worker's Compensation. The Senior Director of Human Resources is also responsible for developing human resource policies, programs, and procedures and providing advice and counsel concerning human resources policies and procedures. The Senior Human Resources Director directly supervises a team of professional staff members responsible for partnering with all College departments.
Essential Functions Employee Relations
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. 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. Investigate employee relations matters, evaluate course of action for problem resolution and recommend proper steps for resolving employee relations matters as necessary. Conduct defensible internal investigations, 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.  Represent the College to outside agencies, individuals, and organizations on matters related to the human resources functions (i.e. Fair Employment & Housing Commission, Employee Development Department, State of California Labor Commissioner's Office and other external regulatory agencies). Oversee and document employee payroll changes, such as merit increases, salary adjustments, leave of absences, terminations, and retirement. Provide assistance and guidance to managers, supervisors, and staff regarding employee relations issues and appropriate resolution. Provide additional assistance and training in conducting performance evaluations, recruiting, and organizational changes or job audits. Policies and Procedures
Develop, implement, revise, distribute, and maintain all staff handbooks, salary surveys, policies and procedures. This position is a member of the senior management team and reviews relevant personnel, safety, and administrative issues to develop and implement applicable College-wide policies. Analyze, develop, and recommend appropriate policies and procedures for implementation. Regularly review policies and procedures for compliance with Federal, State, and other applicable agency regulations. Review new HR legislation. Assure amendments and revisions are implemented and distributed. Consult with legal counsel to ensure policies comply with Federal and State law.  Special projects or reports as requested in regard to personnel, budgetary, and administrative concerns. Talent Acquisition and Retention
Oversee the employee recruitment program which both fulfills the applicable legal requirements of the law and secures a representative diverse pool of applicants for both full and part-time staff. Oversee the reference and background checking processes and manage the issuance of pre-adverse and adverse actions letters, employment offer letters, and terms of employment.  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. 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. Benefits Administration
Manage the administration of the comprehensive benefits program (i.e. medical, dental, vision, pension, 403b, EAP, etc.). Negotiate with benefit providers to assure benefits coverage is at the desired levels for a reasonable cost. Evaluate and recommend alternative benefit programs. Prepare informational data; interpret policy and procedures to facilitate the understanding and processing of documents; and interpret rules and regulations pertaining to the various benefit programs. Assure compliance with all reporting requirements and COBRA regulations. 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. Human Resources Information System
Look for opportunities to work more efficiently within the Human Resources office and in its use of the Workday HCM 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. Ensure data Workday is correct and up to date. Oversee maintenance and assure the integrity of employee files, payroll files and records. Ensure records and files conform to College's policies and applicable labor laws. Develop and document procedures for all system changes. Compensation
Review salary levels to assure ranges are internally equitable and externally competitive. Conduct job audits and determine the proper classification and salary range. Conduct compensation surveys to determine salary rates and ranges for comparable positions in other organizations and analyze results. Prepare recommendations for salary adjustments or reclassifications required to maintain competitive rates. Annually compile and provide budgetary information to management on salary and benefit projections for fiscal budget preparation and control. Worker's Compensation
Oversight and management of worker's compensation claims including conducting investigations, reporting as needed and ensuring applicable reporting forms are completed. Responsible for the implementation of the Illness and Injury Prevention Program. Responsible for keeping abreast of CAL-OSHA policies and regulations. Organizational Development and Training
Review and analyze organizational needs; develop and coordinate professional staff development; implement seminars, workshops, resource library, etc. Coordinate and conduct annual Administrative Staff Meeting Conduct training for in-house staff development. Participate in compliance with College Safety program, including coordination of safety training programs and conducting accident investigations and providing recommendations for improvement.  Provide recommendation for policy change or training to ensure compliance.  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. 
Seven to ten years of progressively responsible 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, talent acquisition, the disciplinary process, 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.
Qualification Standards : Education : Bachelor's degree from an accredited university is required. Master's degree is preferred.
Experience : Seven to ten years' working experience in a Human Resources Department.
Licenses : A valid U.S. driver's license and be eligible as an insurable driver under the College's insurance plan.
Certification : A PHR or SPHR certification is preferred.
Classification : This is a full-time exempt level, benefits-eligible, twelve-month, year-round position.  
Approximate Salary Range : $125,000 - $135,000 PER YEAR SUPERVISORY RESPONSIBILITY:   Will supervise 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.
Claremont McKenna College hires and promotes individuals on the basis of their qualifications, consistent with applicable state and federal laws, without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, pregnancy, breastfeeding or related medical condition, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, genetic characteristic or information, military and veteran status, or any other characteristic protected by state or federal law. Inquiries may be directed to the Director for Human Resources, 528 N. Mills Avenue, Claremont, California ******** , . All applicants must complete and submit an online application to be considered for an open position.
Employment is contingent upon new employee providing documents verifying U.S. citizenship or, for aliens, documents verifying legal permission to work in the United States, applicant's acceptability for positions requiring use of a college vehicle is contingent upon a driving record acceptable to the College's automobile liability insurance. Promotion from within is encouraged whenever qualified employees of Claremont McKenna College are available. Interested employees of the College are urged to contact the Office of Human Resources if qualified for any open position. Please do not contact departments directly. Disability Accommodations In compliance with applicable laws ensuring equal opportunities to qualified individuals with a disability, CMC will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual (applicant or employee) with a disability if the disability affects the performance of essential job functions, unless the accommodation results in an undue hardship for the College. Employment decisions are based on the merit and not an individual's disability.
An applicant or employee who requires an accommodation should contact the immediate supervisor and the Human Resources Office. If multiple accommodations are identified that do not pose an undue hardship for the College, the selection of an accommodation will be at CMC's discretion. To request disability accommodation for any part of the application or hiring process, please contact Human Resources at or for assistance.