Associate Director of Human Resources

Department: Human Resources
Reports To: Director of Human Resources
Supervises: Recruiter, Student Employment Coordinator

FLSA Status: Exempt  (hiring range $76,468 - $86,028)

Essential Responsibilities

1. Talent Acquisition and Recruitment

• Provide leadership and oversight of staff recruitment and hiring processes to attract, select, and retain qualified employees.
• Partner with hiring managers and College leadership to identify staffing needs, develop recruitment strategies, and support effective hiring decisions.
• Supervise and collaborate with the Recruiter to evaluate and improve recruitment processes, including the effective use of Oracle Recruiting.
• Provide guidance to hiring managers on recruitment practices, candidate evaluation, selection processes, and hiring procedures.
• Identify opportunities to improve the applicant and hiring manager experience, streamline workflows, and strengthen recruitment outcomes.
• Collaborate with the Director on workforce planning, staffing priorities, and recruitment challenges requiring broader institutional consideration.

2. Employee Relations

• Serve as a primary HR resource to employees and supervisors on workplace concerns, employee relations matters, and the interpretation and application of College policies.
• Conduct confidential workplace investigations, document findings, and recommend appropriate actions consistent with College policies and applicable employment laws.
• Partner with supervisors to address employee performance and conduct concerns, including coaching, corrective action, disciplinary processes, and employment separations.
• Provide guidance on conflict resolution, workplace communication, and consistent employment practices.
• Identify emerging employee relations trends and recommend proactive strategies to address organizational concerns and mitigate risk.
• Collaborate with General Counsel on significant disciplinary actions, sensitive investigations, complex employment matters, and decisions that may present institutional risk.

3. Performance Management

• Lead the administration and continuous improvement of the College's performance management program, including annual evaluations, goal setting, ongoing feedback, and employee development.
• Provide guidance, resources, and training to supervisors on establishing performance expectations, delivering meaningful feedback, and addressing performance concerns.
• Monitor completion of performance management activities and identify opportunities to improve program effectiveness.
• Collaborate with the Director on broader performance management strategies and institutional priorities.

4. Employee Engagement and Retention

• Develop and implement initiatives that strengthen employee engagement, workplace culture, job satisfaction, and retention.
• Collaborate with campus partners to identify opportunities to improve the employee experience and address workplace challenges.
• Evaluate exit interview feedback and retention data to identify areas for improvement and recommend actionable solutions.
• Partner with supervisors to develop strategies that improve team effectiveness, employee morale, and workplace relationships.
• Provide recommendations to the Director regarding emerging employee engagement and retention concerns.

5. Student Employment Administration Oversight

• Provide leadership and supervision for the Student Employment Coordinator and oversee the administration of student employment processes within Human Resources.
• Support the development and improvement of student employment policies, procedures, systems, and services for student employees and campus supervisors.
• Collaborate with campus partners, including the Piper Center, Payroll, Finance, and Information Technology, to address student employment challenges and improve operational efficiencies.
• Ensure student employment practices align with applicable employment laws, College policies, and institutional priorities.
• Identify opportunities to improve student employment workflows, supervisor resources, and administrative processes.
• Escalate significant policy, compliance, or resource concerns to the Director of Human Resources.

6. HR Leadership and Department Operations

• Serve as second-in-command to the Director of Human Resources, providing leadership and oversight of day-to-day departmental operations.
• Supervise, coach, and evaluate designated HR staff, fostering accountability, collaboration and effective service delivery.
• Coordinate departmental workflows, monitor operational priorities, and identify opportunities to improve efficiency and responsiveness.
• Provide day-to-day leadership in the Director's absence, ensuring continuity of services and appropriate escalation of sensitive or high-impact matters.
• Assist the Director in implementing departmental goals, policies, programs, and strategic initiatives.
• Partner with HR staff and campus departments to identify and resolve operational challenges and improve the effectiveness of HR systems and processes.
• Support the development of HR procedures, training resources, and communication materials that promote consistent employment practices.
• Serve as a resource to HR team members on complex operational questions and assist in resolving issues that require cross-functional coordination.