Coordinates and manages the employee benefits and compensation programs to establish best practices, attract high-quality employees, and reduce turnover.
Manages the analysis, projection, and implementation of the compensation program to assess and devise programs that best fit United Regional and its employees.
Works in coordination with and under the direction of the Senior Director of Human Resources.
This is a hybrid position.
Skills of the Ideal Candidate:
Are you a highly organized, proactive, and detail-oriented professional looking for an exciting opportunity in the dynamic world of architecture and engineering? If so, FSB Architects + Engineers has the perfect role for you!
The HR Director will play a pivotal role in shaping the workforce of our evolving architectural and engineering firm. Reporting directly to the CHRO, the HR Director will lead and manage human resources practices and objectives that provide an employee-oriented, high-performance culture. This role will emphasize empowerment, quality, productivity, goal attainment, and ongoing development of a workforce committed to excellence.
· Collaborate with the CHRO to develop and implement HR strategies that support business objectives.
· Lead organizational and workforce planning to ensure alignment with strategic goals.
· Oversee recruitment processes, ensuring the company attracts, retains, and develops top industry talent.
· Monitor and refine the company’s onboarding processes to ensure smooth integration of new hires.
· Lead the development and implementation of performance management systems that drive high performance and recognize excellence.
· Ensure regular performance reviews take place, providing support and training to managers as required.
· Foster a positive working environment, advising and consulting around employee concerns.
· Provide guidance to managers on employee relations issues, ensuring compliance with labor regulations.
· Identify and address training needs within the company, overseeing the design, delivery, and evaluation of developmental programs.
· Manage and refine compensation structures, ensuring they remain competitive and aligned with the firm’s objectives.
· Oversee the development and maintenance of benefits programs to enhance employee satisfaction.
· Ensure all HR practices are compliant with federal, state, and local regulations.
· Prepare regular reports for the CHRO on HR metrics, such as turnover, recruitment, training, and employee satisfaction.
· Promote and foster a diverse workplace, developing initiatives to ensure an inclusive environment.
· Oversee the maintenance of HR records, HRIS systems, and ensure data integrity.
· Bachelor’s degree in Human Resources, Business, or a related field. Master’s degree preferred.
· Minimum of 10 years of progressive HR experience, with at least 5 years in an HR operational leadership role.
· Experience in the architectural and/or engineering sector is a plus.
· Knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws.
· Excellent interpersonal, negotiation, and conflict resolution skills.
· Proficiency in HRIS and Microsoft Office Suite.
Physical Demands and Work Environment
· Regularly required to speak and listen.
· Frequently required to sit for extended periods.
· Occasional travel to other office locations.
Frankfurt-Short-Bruza Associates, P.C. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, genetic information, or any other characteristic protected by federal, state, or local laws.
Jasco Products Company is seeking an experienced, dynamic, and engaging leader to execute human resource strategies in our mission to be the best place to work! This position oversees and directs all team member services initiatives including employment practices, compensation and benefits, recruitment and selection, training and development, performance management, payroll, employee relations and retention, AAP/EEO compliance, company culture initiatives, and policy development. Manages multi-million dollar budget.
Develops and implements strategies that enable the company to recruit, reward, and retain highly motivated and highly qualified team members.
Determines the key influencers of team member satisfaction and then leads the organization to being the best place to work possible.
Develops and administers progressive benefits programs. Continually assesses and benchmarks the competitiveness of all programs.
Leads the fiduciary accountability for the company’s 401(k) Plan.
Oversees all compensation programs including salary, wages, monthly incentive programs, bonus programs and all other compensation.
Provides day-to-day performance management guidance to line management including coaching, counseling, career development, and disciplinary actions.
Ensures policies, procedures, and programs are consistently administered, aligned with organizational goals and are in compliance with state and federal requirements and laws.
Builds culture by overseeing and leading programs supporting the company’s What Matters Most and ministry initiatives.
Responsible for the development, implementation, and evaluation of the Company’s affirmative action plan and compliance with all state and federal employment law
Directs the development and implementation of training and development programs.
Oversees a team of HR professionals, responsible for software decisions related to platforms used for HR-related business planning and operations. Responsible for departmental budget and overall company benefits budget.
Other related duties as required.
Bachelor’s degree in human resources or related field.
An HR leader with 10 years of progressive human resources experience.
SHRM-SCP, SPHR preferred.
Ability to be persuasive at all levels of the organization.
Ability to analyze complex human resources issues and develop creative solutions.
Skilled in budget preparation and fiscal management.
Demonstrated knowledge of EEO/AAP regulation.
Ability to analyze and solve problems strategically with a team based approach.
Knowledge of contemporary principles in human resource management.
Proven strategic planning and performance measurement skills.
Demonstrated proficiency in negotiating and influencing.
Jasco is an Equal Opportunity/Affirmative Action/E-Verify Employer
SUMMARY: As administrator of the Human Resources Department, the Human Resource Manager is responsible for all approved aspects of personnel management. This scope of work includes, but is not limited to , recruiting applicants, managing employee relations, procedures, maintaining personnel records, monitoring compliance with applicable employment laws, facilitating employee performance appraisals, and providing relevant training.
ESSENTIAL DUTIES AND RESPONSIBILITIES: Other duties may be assigned.
· Policies & Procedures: Provides interpretation and technical direction to administration, employees, CEO, Board of Directors, etc.; Responsible for, updating, implementing, and monitoring compliance to approved HR policies & procedures.
· Job Descriptions: Works with administration, supervisors, employees or contracted outside agencies to develop job descriptions congruent with work performed by PTDC staff.
· Performance Appraisals: Initiates job evaluations, monitors evaluation process, and provides guidance to administration, employees, CEO, Board of Directors, etc.
· Personnel Records: Maintains official employment records for all employees; Creates or administers electronic system for tracking employment-related events and activities.
· Recruitment: Develops job announcements, coordinates advertising of vacancies, acts as initial point of contact for job applicants, provides referrals to CEO, Board and hiring managers, and facilitates the employee selection process.
· Employee Relations: Acts as the point of contact for employment-related issues, and coordinates employee grievances with the CEO, Board of Directors, or contracted investigators.
· Benefits: Works with PTDC Board and CEO to obtain benefit quotes, select coverage, etc. for approval; Facilitates employee benefits enrollment; Acts as administrator of the PTDC’s employee benefits plans.
· Training: Offers orientation to all new employees; Identifies areas in need of improved employee performance and facilitates applicable training.
· Miscellaneous: Other duties as assigned.
SUPERVISORY RESPONSIBILITIES: Supervises Human Resources Department.
QUALIFICATION REQUIREMENTS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, physical stamina, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
· Strong business acumen and the ability to translate business strategy into HR initiatives
· Ability to provide valued consultation, build partnerships, coach and influence management team, playing the role of a trusted advisor.
· Knowledge and understanding of all HR disciplines, best practices and their application.
· Strong relationship management skills.
· Ability to handle confidential matters with absolute discretion.
· Excellent time management and problem resolution skills.
· Advanced knowledge of Microsoft Office.
· Ability to interact with all levels of management as well as team members in the office and on the floor.
· Excellent critical thinking, strategic and analytical skills needed, as well as the ability to successfully execute strategies in support of the business needs.
· Ability to set priorities, meet deadlines and manage multiple projects in a fast-paced, changing environment.
· Strong written and verbal communication skills.
EDUCATION: Minimum: Bachelor’s Degree in Human Resources, Business Administration, or related field of study or experience. Preferred: Master’s Degree in Human Resources, Business Administration, or related field of study.
EXPERIENCE: Minimum: Three (3) years Human Resources work experience and/or training or equivalent combination of education and experience. Preferred: PHR or SPHR Certification.
CERTIFICATES, LICENSES, REGISTRATIONS: Must be able to obtain a Pawnee Nation Gaming License on acceptance of position.
KNOWLEDGE, SKILLS, & ABILITIES:
1. Proficiency in Microsoft applications, including Word, Excel, Outlook, Power Point, Internet Explorer, etc.
1. Possesses strong written & verbal communication skills;
2. Able to develop and deliver presentations to individuals and groups;
3. Exercises a high level of confidentiality regarding employee matters
4. Skilled at establishing and maintaining effective working relationships
1. Uses analytical skills to identify problems and offer solutions;
2. Demonstrates strong organizational skills, with the ability to prioritize;
3. Able to meet deadlines, adapt to changing priorities, and work well under pressure;
4. Capable of exercising initiative and judgment to make decisions within the scope of assigned authority;
5. Ability to maintain Human Resources confidentiality. Must maintain professional behavior and possess exceptional customer and employee service skills at all times.
MATHEMATICAL SKILLS: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to develop formulas on Microsoft Excel.
PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is almost continuously required to sit, and talk or hear. The employee is occasionally required to reach with hands and continuously repeat the same hand, arm or finger motion many times as in typing. The employee will frequently interact with other staff members. Specific vision abilities required in this job include close vision, depth perception, and the ability to adjust focus. The employee may occasionally lift up to 25 pounds, such as boxes of paper.
WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually quiet to moderate, although it can vary depending on daily activity.
The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job. Qualified applicants must successfully complete a pre-employment drug screen. Applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identify or expression, pregnancy, protected veteran status or other statues protected by law. As a Native American owned business under the jurisdiction of the Pawnee Nation, Pawnee Tribal Development Corporation reserves the right to give preference in hiring and promotions to members/citizens of federally recognized tribes in accordance to TERO (Tribal Employment Rights Office) law.
This position guides the human resources function for the foundation, leading the human resources team and partnering with the leadership team to set strategy, actively identify opportunities and strong solutions, and implement approved changes related to human resources. In addition to ensuring compliance with all employment and tax laws, the director creates a workplace where organizational goals are centered, and all staff members and stakeholders are effectively, and positively engaged. The director leads all aspects of human resources, from tactical to strategic, as we strive to create an effective, aligned organization where all staff, stakeholders, and partners feel welcomed and included. Works with and through the leadership team to build and activate the practices, policies, procedures, and training that drive our desired organizational culture and outcomes.
· Manage the Human Resource and Payroll Department; director and 1 staff member
· Develop and implement HR strategies and initiatives aligned with the overall business strategy
· Report to management and provide decision support through HR metrics
· Manage the recruitment, selection, and onboarding processes through orientation
· Oversee and manage a performance appraisal system that drives high performance
· Equip leaders and staff to align with the mission and reach organizational objectives by supporting role clarity, building communication skills, and managing organizational and individual development opportunities
· Serve as an internal partner, advisor and coach to all staff and leaders from compliance to managing growth
· Bridge management and employee relations by addressing demands, grievances or other issues; manage the progressive discipline process to increase opportunities for success for staff and the organization
· Analyze information from various sources, such as exit interviews, employee feedback, etc. and report to management
· Oversee all aspects of payroll, benefits, worker’s compensation, unemployment, records retention, employment policies, equal employment officer and all employee relations, ensuring legal compliance and a positive working environment with an eye toward continuous improvement
· Serve as a member of the 403(b) retirement plan committee
· Facilitate open enrollment meetings and renewal of all benefit contracts, review check requests/vouchers and monthly invoices for all benefits
· Provide backup for all efforts of the human resources staff member
Qualification & Skills
· Bachelor’s degree in Human Resources, Management, or a related field
· SHRM certification, preferred
· Minimum of 8 years experience in Human Resources across multiple functions
· Management experience
· In-depth knowledge of labor law and HR best practices
· People-oriented and results-driven
· Must be adept at collaborative problem solving, including identifying and resolving issues; critical thinking
· Excellent interpersonal, written and communication skills
· Excellent active listening, negotiation, and presentation skills
· Competence to build and effectively manage interpersonal relationships at all levels of the company
· Experience with Paycom or any other payroll system, preferred
· Strong Microsoft Office Suite skills
· Excellent organizational skills
People and EDI Advocate
The Office of the Alternate Defense Counsel (OADC) seeks a People and Equity, Diversity & Inclusion Advocate (People and EDI Advocate). This visionary and dedicated team leader will be passionately committed to equity, diversity, inclusion (EDI), transforming organizational culture, building collaborative community, and providing exceptional human resource services. The People and EDI Advocate will influence changes in policies and practices within OADC. This FTE (Full-Time Employee) will serve as a conduit to instill and weave equity, diversity, inclusion, and belonging throughout OADC’s internal and external initiatives.
The People and EDI Advocate will guide OADC’s groundbreaking EDI, People, and Engagement work. This work will involve overseeing strategic and functional human resources operations and implementing best practices in EDI. They will manage reporting progress and metrics on internal and external diversity and inclusion efforts, and foster and ensure accountability throughout the OADC. A significant portion of the People and EDI Advocate’s work will relate to human resources activities, particularly diverse recruiting, hiring, and employee retention.
This new pivotal role will enable the OADC to advance its commitment to supporting and growing its staff and to furthering a safe, equitable, diverse, and inclusive environment. The People and EDI Advocate will develop best practice strategies, consistencies, and programs that align with the OADC mission and values, centering an inclusive, collaborative approach to OADC growth, service, and transformation.
The Office of the Alternate Defense Counsel (OADC) is the legislatively created state agency responsible for providing client services and legal representation for indigent individuals (adults and youth) when the government has charged them with a criminal or delinquent act, and the state public defender’s office has a conflict of interest. Traditionally, the OADC has accomplished this by contracting with over 400 private attorneys and another 500 legal service providers (forensic social workers/clinical advocates, paralegals, investigators, legal researchers, case assistants, etc.) to provide client services on an hourly basis. Our fundamental belief is that good holistic legal defense teams produce good results for our clients.
The mission of the OADC, through the practice of holistic public defense, is to help adults and children who the government has charged with criminal and delinquent offenses. The OADC’s holistic practice model fosters ethical, informed, and standard-driven best practices in public defense. The OADC allocates resources in a manner intentionally designed to rebalance the disparate power wielded by the government in the criminal legal system. OADC advocates for every client’s inherent worth and dignity by centering the client’s lived experiences and voice to achieve the best legal outcome.
The OADC is dedicated to zealous, client-centered advocacy rooted in social justice, integrity, and humility. We recognize that we are working within a broken and racist criminal legal system. Public defense advocates play an essential role in challenging bias and disparity within the courtroom, within our offices, and within ourselves. Statistical data and experiences support that there is a disparate presence of violent policing, over-charging, and harsher sentencing outcomes for Colorado’s people of color and other vulnerable populations. The OADC is unwavering in its support of decarceration, the decriminalization of youth, and equity within the criminal legal system.
The OADC is committed to building a culturally diverse staff and strongly encourages people historically underrepresented in the field of law to apply. The OADC seeks candidates who will join us in our mission of sourcing programming and development that engenders compassionate, competent, zealous, and client-centered representation to all OADC clients.
Our EDI Vision:
accelerate Equity, advance Diversity, amplify Inclusion – together
The OADC believes that transforming EDI work at this core level takes courage and intention. The work has progressed from the inside out – beginning first with building a team united in its understanding of and deep commitment to EDI and working to actualize this commitment through efforts to shape and refine our culture, spaces, and practices.
About the Job:
The People and EDI Advocate will implement best practices that strengthen the dimensions of equity, diversity, inclusion, and belonging with a range of strategies. The People and EDI Advocate will collaborate on outreach activities to attract and retain a diverse employee and contractor population; provide guidance to staff to apply equitable practices and solutions to recruiting, onboarding, hiring, promoting, developing, and retaining a diverse and intersectional employee team.
Our Agency consists of twenty-one staff members, and we continue to grow. Our physical office is in downtown Denver. This position is full-time and will require a combination of in-office and remote work in what is often called a “hybrid” model.
● Utilize best practices, support people/human resources and innovative engagement strategies to foster an equitable, diverse, and inclusive workplace;
● Drive EDI and human resources goal attainment through project leadership; engage multiple stakeholders across functions using change management;
● Collaborate with the OADC EDI Committee to identify strategic needs and goals; audit current processes to determine if they support EDI principles;
● Deliver educational programs supportive of OADC’s EDI efforts; build networks to create change in support of EDI initiatives; represent the OADC on EDI committees and boards;
● Partner with external talent consultants and hiring managers to provide expertise on diversity outreach to increase the candidate pool of diverse staff;
● Operationalize agency standards for best practice equitable staff searches, work with the OADC Hiring Committee to strengthen recruiting and hiring processes;
● Support OADC accountability values and processes, implement corrective or alternative actions; handle discrimination and harassment complaints;
● Leverage quantitative analysis and reporting, data-driven insights, and benchmarking to inform EDI goals; and evaluate initiatives by tracking metrics;
● Analyze trends in compensation and benefits; propose competitive base and incentive pay programs to attract and retain top talent; administer and grow OADC’s Total Compensation Plan;
● Advise and support staff on questions of compensation policy and plans; ensure all benefit documentation is submitted for timely review and implementation; submit payroll data to present payroll processor and communicate with Office of the Administrative Services for Independent Agencies (ASIA) surrounding payroll issues.
● Provide collaborative expertise in strategic planning, design, and analytics to develop training and reference material and increase HR capabilities;
● Analyze HR metrics and recommend systems changes to improve key performance measures; develop performance management infrastructure;
● Provide expertise regarding Colorado and Federal law, including FMLA and ADA, with a solid understanding of employer implications and responsibilities;
● Analyze and recommend or mediate solutions to staff/personnel issues;
● Facilitate ‘lessons learned’ process to improve practices, share knowledge, and refine future initiatives.
Other duties as deemed necessary to help fulfill our Mission.
The OADC is a collaborative workspace designed for people who thrive in a team environment.
Our ideal candidate will be zealous in their commitment to equity, diversity, inclusion, empathy, dedicated to employee success, and passionate about team-oriented, holistic public defense.
This new team member has an empathetic perspective and can think and act both strategically and operationally. They embrace open-mindedness, curiosity, and continuous improvement; are able to flex and pivot given diverse circumstances; demonstrate high emotional intelligence and are an excellent communicator.
In addition, the ideal candidate will have the following:
● 5+ years of academic or professional experience in Equity, Diversity, and Inclusion, Human Resources, Social Science, Organizational Performance, and/or related field;
● Bachelor’s degree in Human Resources, Organizational Performance, Business, Social Science, or related field preferred;
● A demonstrated track record of bringing equity, diversity, and inclusion to the workplace and/or to an organization;
● Strong leadership and managerial skills to lead an HR/People & Engagement division and work with employees throughout the organization;
● Track record of program implementation, strategic planning, and managing/prioritizing multiple initiatives;
● Success in relationship building and a track record of leveraging resources to accomplish strategic objectives;
● Stellar interpersonal skills and cultural competencies to interact with a wide range of individuals, including internal staff, contractors, and the entire OADC ecosystem;
● Expert influencing skills, and a proven ability to support and empower leaders who are less experienced in leading conversations about equity, diversity, inclusion, and lived experience;
● Exceptional professional communication and advanced presentation skills;
● Analytical skills and the ability to translate metrics into valuable insights and informed decisions;
● Self-motivation, creativity, and the ability to work in a multi-disciplinary environment;
● Excellent problem-solving and organizational skills;
● SHRM-CP or SHRM-SCP preferred.
If you are offered employment, the following are the conditions of employment:
● Be a current resident of the State of Colorado or become a resident of the State of Colorado within 30 days of the hire date;
● Be willing to submit to a routine background investigation, including a criminal history check;
● If hired, the Immigration Reform and Control Act requires you to provide proof of your eligibility to work in the United States within three workdays.
How to Apply:
You will be required to provide three references in addition to the following documents:
● Resume – Required
● Cover letter – Highly preferred
● Letter(s) of Recommendation – Highly preferred
Please complete the online application at the link below by 11:59 pm on Wednesday, August 2, 2023. Please add firstname.lastname@example.org as a safe sender. Once you submit your application, you will receive an automatic email from Formsite. If you cannot find this email, please look in your spam/junk folder.
Late or incomplete applications will not be considered. Faxed, mailed, or emailed applications will not be accepted. Please direct any additional inquiries or questions to email@example.com.
The State of Colorado is committed to providing employees with a comprehensive and competitive benefits package that supports you, your health, and your family. Click here for further information about State of Colorado Employee Benefits.
In addition to benefits offered by the State of Colorado, there is a gym located in the Ralph Carr Building for use by OADC employees, you will receive an RTD pass, a cell phone stipend each month, and a flexible work schedule.
Job Class Code: RE3209
Monthly Salary Range: $7,244 – $8,633 Annual Salary Range: $86,928 – 103,596
FLSA Status: Exempt
Job Type: Full Time
The Office of the Alternate Defense Counsel is an equal-opportunity employer that is committed to diversity and inclusion in the workplace. We do not discriminate on the basis of race, ethnicity, age, religion, social class, national origin, marital or parental status, pregnancy, disability status, sexual orientation, gender, gender identity or expression, veteran status, or political affiliation. We are committed to fostering a culture of inclusion and an environment of representation diversity and we encourage individuals of many identities, backgrounds, and experiences to apply.
To request accommodation, please contact Daniel Nunez at firstname.lastname@example.org or (720) 994-2844 as soon as possible. Any person with a disability, as defined by the Americans with Disabilities Act (ADA), may be provided a reasonable accommodation upon request to enable the person to participate in the hiring process. The person making the request may be asked to provide additional information regarding functional limitations and the type of accommodation needed, which will be kept confidential. Preparation may be required, so timely requests for accommodation are appreciated.
The Human Resource Manager is primarily responsible for garnering their knowledge, skills and expertise to create and execute tactical action to resolve clients’ human resources needs as well as develop proactive approaches and talent management strategies to mitigate risk and optimize performance. HRM will partner with clients to ensure strategic HR goals are aligned with business objectives while providing advice and counsel. HRM will administer systems and draft HR documents including handbooks, policies, and forms, develop HR related processes and perform HR administrative and compliance tasks. This position will also assist the principal consultant and Client Success Manager with special projects as assigned. This position is responsible for upholding the WYHR quality of work and ensuring professionalism is extended throughout all completed projects.
Role and Responsibilities
Compose a variety of sound and multi-state compliant HR documents and processes, conduct compliance audits of, and administer processes and systems related, but not limited, to the following:
-Employee Handbooks and Policies
-Drug & Alcohol Testing Management Programs
-Leaves of Absence; FMLA
-Job Descriptions and Job Postings
-Payroll and Time Reporting
-Safety & Compliance Management Programs
-Leadership Training Programs
-Culture and Employee Engagement Initiatives
-Training and on-boarding curriculum
Research and prepare statements, white papers, and presentations to provide to clients on various HR subject matters to include providing supporting documents as needed retrieved during research
Participate and/or assist in the development of special projects as assigned. Projects may include compensation analysis, performance evaluation systems, wellness, safety, or other related areas
Participate in weekly check-in meetings with detailed account of work progress
Splitting work hours between the WYHR office, WYHR Client sites, and occasionally remotely while maintaining detailed account of project and billable hours and project progress
Monitoring and adjusting to dynamic timelines that change frequently based on client needs
Conduct HR administrative duties for clients as assigned such as on- or off-boarding employees, payroll entry, progressive discipline, compliance audits, unemployment claims, leave tracking, etc.
Assist with marketing campaigns via social media, networking events, speaking engagements, email notifications, newsletters, blogs as well as print and digital business development initiatives
Able to answer phones, write emails, coordinate schedules, and manage projects with some oversight
Work with Principal Consultant and Client Success Manager on new client intake, setup of client meetings and follow-up as needed
Attend client meetings and events as needed, individually and with team members
Maintain physical and digital files with a high level of attention to detail
Qualifications and Education Requirements
Bachelor’s Degree with an emphasis in Human Resources, Organizational Development or related field
Minimum of three (3) years in a Human Resources position with broad working knowledge of compliance, affirmative action, employee relations, talent management, talent acquisition, compensation, training and development payroll and benefits OR five (5) years of experience providing administrative/technical support in a human resources office
Broad understanding of local, state and federal employment laws and HR competencies with a PHR and/or SHRM-CP highly preferred
Fluency in Spanish highly preferred
Familiarity with OFCCP guidelines a plus
Professional demeanor and service-centered attitude, with vigorous work ethic and impeccable integrity
Solid communication skills both verbal and written and strong interpersonal skills
Self-motivated; able to work independently with minimal supervision; willingness to continually learn
Must be detail oriented and work with dynamic timeline
Ability to move quickly from one task to the next without mistake and understand complex verbal and written instructions
Advanced Microsoft Office Experience; Word, Excel, PowerPoint, OneNote, Outlook
ATS, HRIS and Payroll system experience highly preferred
Working knowledge of LinkedIn, Facebook, Instagram and various social media platforms necessary
Proficient with Dropbox, Canva, MailChimp, and Quickbooks Work a plus
Working Conditions and Physical Demands
Ability to physically stand, bend, sit for long periods, and squat throughout the day
Ability to repeat the same movements
Use hands to type, handle, control or feel objects, tools or control
Must be willing and available to travel to Tulsa, OK daily during workweek
Occasionally lift or move up to 25 lbs.
Understand the speech of another person
Speak clearly so listeners can understand
See details of objects that are less than a few feet away and ability to adjust focus
Most work is performed remotely but occasional travel will be required (must have valid Driver’s License)
Work is generally performed Monday through Friday 9:00 – 5:00 p.m.; some work assignments and deadlines may require work outside of standard hours
Director of Human Resources
Langston University invites confidential inquiries, nominations, and applications for Director of Human Resources. Reporting to the Assistant Vice President for Fiscal Affairs, the new Director will have extensive working relationships with the University executive leadership in academics, student affairs, and other related offices as well as with the business and industry leaders. The Director will provide leadership to human resources personnel and budget while planning and implementing a fully integrated HR program that ensures goals are met in areas of continuous improvement, innovative solutions, and employee development as well as other organizational goals and equal employment opportunities.
Langston University, a public, 1890 Land-Grant University, offers 36 degree programs, including master and doctoral degrees. Most of the 2,000 traditional undergraduate students are enrolled at the Langston campus which is located in a rural setting east of Guthrie, Oklahoma. Langston also serves an urban mission, with campuses in Oklahoma City and Tulsa as well as a nursing program in Ardmore.
The Director of Human Resources will coordinate all functions of the Office of Human Resources as well as provide administrative services to the University through the Fiscal Affairs division. The Director will develop and implement strategic human resource plans and goals, as well as policies and procedures that address the HR requirements of a complex university (faculty, staff, and students) while enhancing diversity in the workforce. The Director will provide leadership for the planning and implementation of a fully integrated human resources program centered around the framework presented in Who, a book by Dr. Geoff Smart and Randy Street, as the foundation for the talent acquisition process. The Director will ensure organizational goals (e.g., continuous improvement, innovative solutions, employee development) and fair and equal employment opportunities.
The Director of Human Resources is also responsible for leading the human resource function in ensuring quality employee relations; fair and equitable compensation decisions and opportunities for all personnel; fair and equitable training and employee development opportunities; a reliable and accountable position appointment, payroll, and benefits system; a comprehensive performance evaluation process; systematic recruitment and selection procedures utilizing “Who” concepts; comprehensive onboarding of employees; retirement counseling; and other related programs. This position is responsible for management of the Office of Human Resources personnel and office budget. A successful Director will routinely collaborate with other statewide and national entities involved in the planning and development of human resources programs, policies, and procedures.
In addition, the Director must have the vision to realize the expansion of talent management appropriate for a 21st century university per the mission and vision of Langston University.
· Earned master’s degree in business or related field from an accredited institution;
· Minimum of five years of administrative leadership experience in Human Resources field; and
· Excellent written and oral communication skills.
· A record of commitment to talent management;
· Demonstrated experience in budget and personnel management;
· Demonstrated commitment to diversity, inclusion, and professional integrity;
· Evidence of previous involvement with service to minority and underserved populations, and
· A strong commitment to fostering community/university collaboration and partnerships.
APPLICATIONS AND NOMINATIONS
Academic Search is partnering with Langston University for this search. Those who are considering applying are encouraged to schedule a confidential conversation with Ms. Kate Nolde, the Senior Consultant leading this search, by emailing her at Kate.Nolde@academicsearch.org or scheduling a conversation by utilizing her online calendar.
To apply, a candidate should attach these four separate PDF documents to an email addressed to LangstonHR@academicsearch.org:
· A detailed letter of interest addressing the responsibilities and qualifications as outlined in this posting;
· A full resume/curriculum vitae with relevant administrative responsibilities and accomplishments;
· A Statement of Contributions to advancing diversity, equity, and inclusion; and
· A list of five professional references, including names, titles, organizations, phone numbers, and email addresses, noting the candidate’s relationship for each reference.
Note: References will not be contacted until later in the search process and only with the candidate’s permission. A background check (including identity, degree verification, and criminal records check) must be completed satisfactorily before any candidate can be offered this position.
The position is open until filled but only applications received by Thursday, February 9, 2023 can be assured full consideration. The new Director may start as soon as available.
When submitting a nomination, please email LangstonHR@academicsearch.org and include the nominee’s full name, position, institution/organization, and email address so that we can contact the prospective candidate.
Langston University is an equal opportunity/affirmative action employer. All persons will be offered employment and promotion on the basis of qualifications and capabilities without regard to race, religion, sex, national origin, qualified ADA recognized disability or veteran status.
Senior Human Resources Generalist
As a Human Resources generalist, you will be a part of a team that supports a growing business unit under the direction of Human Resources leader. You will be accountable for assisting in developing, implementing, and leading assigned HR functions and supporting the business unit leaders.
Send resume to Kyle@catalystconsultantgroup.com