Human Resources Manager jobs at University of Washington

- 158 jobs

Human Resources Director
University of Washington 4.4
Human resources manager job at University of Washington
The **College of the Environment Dean's Office** is currently searching for a talented Human Resources Director to join our team. The **Human Resources Director** provides strategic human resources leadership, oversight, and consultation to leadership, faculty and staff of the College of the Environment in all matters related to human resources. The HR Director interprets and guides compliance with UW Faculty Code, Executive Orders, Administrative Policy Statements, UW staff and academic HR policies and College policies, as well as federal and state regulations and employment laws. The Human Resources Director will also bring a diversity, equity, and inclusion lens to their consultation practice to help clients foster inclusive and equitable workplaces. This Director oversees successful human resources operations across the College and is the primary liaison for the College to UWHR and related offices. Lastly, this position oversees the development and operations of ENV HR Shared Services, a centralized resource support to ENV units. This role is responsible for guiding and overseeing both staff and faculty HR operations and compliance throughout 14 units and the Dean's office. The Director is a representative of the Dean and of the College, and in that role makes decisions about and provides advice on complex faculty, staff, and organizational issues affecting the employment and livelihoods of 2,000+ employees. The Director uses professional judgment to formulate intelligent and creative solutions to challenging situations that meet workplace needs while adhering to University policies and procedures, and relevant rules, regulations, and employment laws. The HR Director must be highly effective at working with many different individuals with varied interests and goals and at different professional levels, including the Dean, Associate Deans, unit Chairs and Directors, Administrators, postdoctoral scholars, staff and faculty members, and central HR and administrative offices' staff. **Duties & Responsibilities:** **Human Resources Management and Leadership: (30%)** + Provide consultation, mentorship, and leadership to College staff and faculty charged with human resources management across the employment life cycle and human resources spectrum, including: recruitment, hiring, performance, termination, compensation, retention, engagement, benefits, leave, accommodations, performance management, layoffs, dismissals, labor relations, diversity and inclusion, training and development, ethics, communication, records management, and risk management. + Collaborate with Dean, Associate Dean, and others to develop and implement College-wide human resources policies and practices that support the College's strategic goals and objectives and improve organizational culture. Contribute to other College policies with human resources impacts. + Interpret and ensure compliance with College and UW human resources policies and procedures, local, state and federal employment laws and industry best practices. + Represent the Dean's Office and College of the Environment as primary HR point of contact to UW Campus HR Operations. Facilitate problem resolution between units and these offices, and interpret and share information from and to these offices. + Review and approve College-wide human resources actions by delegation of the Dean. Hold Dean's Delegate, Additional Approver, HR Partner, Academic Partner, and UW Hires Hiring Manager roles in Workday. + Oversee leave administration, providing guidance on leave use and parameters, and return to work plans. + Partner with Director of Finance and unit Administrators to prepare for and implement annual faculty and professional staff merit salary increase process. + Build out operations of HR Shared Services in the Dean's Office. Work closely with HR Shared Services Specialists, IT Director, and others to establish, stabilize, and improve processes and systems to enable successful shared services HR work on behalf of units. **Academic Human Resources Administration: (25%)** + Collaborate with Associate Dean to interpret and guide unit, Dean's Office, and College Council compliance with UW Faculty Code for faculty appointments, promotion and tenure, voting, professional conduct, reappointments, merit reviews and other salary changes, etc. + Serve as primary point of contact for Academic Human Resources, Office of Academic Personnel, and unit staff on academic personnel matters. Provide consultation and mentorship to department staff and Chairs/Directors on academic personnel topics, including faculty performance issues. Liaise between parties to provide information and facilitate solutions to problems. Oversee academic personnel data audits and submissions for entire College. + Oversee the promotion and tenure process (including extensions), sabbatical applications, and reappointments; provide advice and guidance to Chairs/Directors, staff and faculty members on these processes. + Review and approve new faculty hire offer letters, administrative appointment offers, and retention offers (A/B and regular); negotiate for university resources as necessary with other offices; work closely with Dean's Office team and unit staff to coordinate all aspects of offers from conception through completion. + Oversee submission and tracking of faculty hiring plans, job advertisement review and approval, visa applications, outside work requests, and endowed faculty appointment nomination process. + Oversee postdoctoral scholar appointment process, including disseminating, advising, and enforcing requirements under the collective bargaining agreement. **Staff Human Resources Administration, including for the College's Office of the Dean: (25%)** + Utilize knowledge of UW's professional and classified staff classification and compensation practices and rules to inform the College's staff hiring practices, position reviews, reorganizations, and compensation changes. Help supervisors achieve organizational goals in alignment with employment laws, UW employment policies and collective bargaining agreements. + Advise supervisors on employee retention and total rewards options based on research and consideration of pay equity, compression, market factors, and candidate record. + Advise supervisors and employees on confidential and often stressful personnel concerns and conflicts. Support and guide supervisors through performance reviews and disciplinary actions, including letters of expectation, corrective actions, layoffs and dismissals. Help employees and supervisors understand their options as outlined in labor contracts and the professional staff program, and work to resolve conflicts. + Consult with supervisors and unit HR staff on position development, recruitment, and negotiation strategies. + Consult with unit leadership and UW Human Resources to ensure layoffs are necessary and appropriate. Review all layoff requests and manage layoff process to ensure timely notification. **Personnel Management: (20%)** + Supervise Human Resources team in the Dean's Office. + Assign and prioritize work to optimize efficiency and responsiveness. + Review work and provide direction and correction as necessary. Help employees solve problems with people, process, and technical issues. + Coach and mentor to facilitate professional growth in university human resources management. Cross-train to ensure back-up coverage is in place and so employees have additional learning opportunities. Seek out professional development opportunities and support participation. **Minimum Requirements:** + Bachelor's degree in social sciences, business, or other related field. + Five or more years of human resources management experience, including both staff and academic human resources in a university setting. **Additional Qualifications:** + Direct knowledge of and experience with major human resources functions and their administration at a university, e.g., workforce planning, recruitment and retention, compensation, employee and labor relations, employment law, and diversity and inclusion. + Superior interpersonal skills and ability to build and maintain effective working relationships across the College and University. + Demonstrated ability to effectively communicate orally and in writing with diverse individuals at many levels across a complex, multi-department organization. Able to interpret and communicate complicated and evolving policies and procedures to provide actionable advice. + Ability to exercise discretion, maintain confidentiality, demonstrate good judgment, build trust, and work collaboratively with others as both leader and team member. + Proven self-motivation, resourcefulness, curiosity, tenacity, and problem solving ability. Willingness and desire to learn and to facilitate learning and growth of others. + Ability to work independently, self-organize, meet deadlines, and multi-task with a high degree of reliability, accuracy and efficiency. **Desired Qualifications:** + Current SHRM or SPHR certification. + Knowledge of and proficiency in University of Washington human resources policies and procedures for both faculty and staff employee populations. + Knowledge of and proficiency in Workday for HCM transactions and HRIS data extraction and analysis. + Experience leading and managing others through institutional changes and transitions. **Compensation, Benefits and Position Details** **Pay Range Minimum:** $87,000.00 annual **Pay Range Maximum:** $130,488.00 annual **Other Compensation:** - **Benefits:** For information about benefits for this position, visit ****************************************************** **Shift:** First Shift (United States of America) **Temporary or Regular?** This is a regular position **FTE (Full-Time Equivalent):** 100.00% **Union/Bargaining Unit:** Not Applicable **About the UW** Working at the University of Washington provides a unique opportunity to change lives - on our campuses, in our state and around the world. UW employees bring their boundless energy, creative problem-solving skills and dedication to building stronger minds and a healthier world. In return, they enjoy outstanding benefits, opportunities for professional growth and the chance to work in an environment known for its diversity, intellectual excitement, artistic pursuits and natural beauty. **Our Commitment** The University of Washington is committed to fostering an inclusive, respectful and welcoming community for all. As an equal opportunity employer, the University considers applicants for employment without regard to race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability, or veteran status consistent with UW Executive Order No. 81 (*********************************************************************************************************************** . To request disability accommodation in the application process, contact the Disability Services Office at ************ or ********** . Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law (********************************************************* . University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, religion, color, national origin, sexual orientation, gender identity, sex, age, protected veteran or disabled status, or genetic information.
$87k-130.5k yearly 5d ago
Vice President of Human Resources and Workplace Experience
Pacific Northwest University of Health Sciences 3.8
Yakima, WA jobs
Pacific Northwest University of Health Sciences (PNWU), located in Yakima, Washington, seeks an accomplished and solution oriented executive to serve as the Vice President of Human Resources and Workplace Experience (VPHRWE) to reimagine, elevate, and advance the role of human resources within the organization and to play a critical role in helping to shape the future of PNWU's workplace culture and employee experience. Since graduating its inaugural class of 70 Doctors of Osteopathic Medicine in 2012, PNWU has grown substantially, with five health science programs designed to meet the needs of rural and medically underserved communities. The College of Osteopathic Medicine, School of Physical Therapy, School of Occupational Therapy, School of Dental Medicine, and the Master of Arts in Medical Sciences program focus on producing healthcare professionals who reflect and serve the local communities. Located on a collaborative, 70-acre health sciences campus, with 690 students across five health programs, 97 faculty members, and 203 staff, PNWU serves as a hub of collaboration and innovation. The VPHRWE will join PNWU at a time of meaningful momentum with the continued advancement of a dynamic strategic plan (2025-2028), ongoing expansion of academic offerings, and deepening of clinical partnerships. In addition, the recent appointment of the institution's seventh President, Dr. Michael H. Mittelman, marks a pivotal moment for PNWU, as the University continues to expand its mission-driven work in health sciences education and service to underserved communities. Reporting directly to President Dr. Michael H. Mittelman and serving as a key member of the President's executive leadership team, the VPHRWE is the principal steward of PNWU's human-capital strategy, aligning strategy, resources, and operations to advance institutional priorities and shared accountability. Following the institution's two decades of rapid growth, this leader will have the opportunity to build a modern, sophisticated, and strategic human resources organization, to establish best practices, policies, systems, and programs to effectively support the evolving needs of the organization and its mission-driven employees at all levels. As a result, the HR organization will be known for service excellence, transparent communication, and evidence-based decision-making. Particular areas of focus for the VPHRWE include shaping a transformative and future-focused strategy for human resources, implementing best practices for the recruitment and hiring of top talent, delivering comprehensive training for managers and supervisors, implementing programs to elevate workplace experience, and deepening campus-wide trust through transparent communication and engagement. In addition, a key priority for the VPHRWE is fostering a culture of university-wide succession planning, leadership development, and structured role-based learning pathways that cultivate supervisor capability and support employee career progression. This ensures that the University not only retains top talent but also empowers individuals at every level to advance and realize their professional goals. As a result, the VPHRWE will support a dynamic and resilient workforce, driving operational excellence and positive outcomes for the community, and will sustain university-wide employee engagement and productivity across the institution. Requirements The PNWU community desires a leader who brings demonstrated experience advancing transformational change in complex mission-driven environments, who possesses broad human resources knowledge and a strong record of driving efficiencies and innovation in HR business practices, fostering collaboration across all levels of an organization, and delivering strategic consultative services to organizational leadership. In addition, the ideal candidate will have a reputation as a transparent and trusted colleague, an excellent listener, and will possess the humility to roll up their sleeves and be known as a solution-oriented problem solver. Unquestionable integrity, strong management skills, and the courage to take a firm stand or apply a gentle touch as a situation requires will be critical. A deep resonance with and eagerness to embrace PNWU's service-centered mission and values and contribute to and advance these within the University and beyond will be paramount. The leader will bring experience supporting a workforce of diverse constituents, an appreciation for and understanding of the nuanced needs of faculty, including clinical faculty, and at least ten years of progressively responsible human resources experience, including supervisory experience with an institution of higher education or healthcare system of comparable size and complexity. Prior experience in a graduate health sciences institution is strongly preferred. All applications, nominations, and inquiries are invited. Applications should include, as separate documents, a CV or resume and a letter of interest addressing the themes in the leadership profile available at ******************** Professional references are not requested at this time. WittKieffer is assisting Pacific Northwest University of Health Sciences in this search. For fullest consideration, candidate materials should be received by November 3, 2025. Application materials, nominations, and inquiries can be directed to: Sarah Palmer and Luis Bertot at PNWU_********************** Anticipated annual salary range for the opportunity is $220,000 - $275,000, commensurate with experience and qualifications. Relocation assistance available. Benefits include medical, dental, and paid time off. Full details: PNWU Employee Benefits. PNWU is an equal opportunity employer and makes employment and student application decisions on the basis of merit. The University shall not discriminate against faculty, staff, volunteers, students, or applicants on the basis of race, ethnicity, color, religion, sex, gender, national origin, age, disability, sexual orientation or gender identity, marital status, or any other characteristic protected by law for any reason including recruitment, selection, and promotion. As well, PNWU prohibits all forms of harassment by students, employees, guests, or volunteers whether intentional or unintentional, on campus or at other owned or contracted facilities.
$220k-275k yearly 60d+ ago
Director of Human Resources
Institute for Native Pacific Education and Culture 3.9
Kapolei, HI jobs
The Institute of Native Pacific Education and Culture, fondly known as INPEACE, empowers communities-from the ground up. From pre-natal education to small business workshops, we nurture growing families through Hawaiian culture-based early learning education and promote community strengthening through educational equity, teacher development, and family economic capacity building programs Job Description Under the direction of the Chief Operating Officer, the Director of Human Resources is responsible for the overall administration of all human resource functions and is responsible for the planning and implementation of INPEACE's risk management program. Additionally, this position is responsible for developing and executing human resource strategy in support of the INPEACE's overall mission and strategic direction, of the organization specifically in the areas of worker's compensation, general liability claims, and the development and implementation of initiatives, strategies, and procedures to reduce loss costs. The position will: Develop and implement a strategic human resource HR development plan, as well as policies and procedures that define human resource roles. Oversee payroll processing, benefits administration, and performance management. Maintain and ensure an effective program of compliance with all laws and regulations related to HR. Responsible for identifying potential causes of organizational accidents or loss and recommending and implementing preventative measures. Will develop and implement safety HR and Risk Management policies and practices to be used within the organization. Qualifications Minimum Qualifications: Bachelor's degree in Business Administration, Human Resources, or a related field from a four-year university required. 5+ years of Human Resources experience at a medium-sized, multi-site organization. At least 5 years of managerial experience. 10 or more years of progressive Human Resources experience at a medium-sized, multi-site organization. Master's Degree in Business Administration preferred. Preferred Experience: Master's Degree in Business Administration preferred. Posses human resource knowledge and expertise to guide and counsel human resource decisions. Ability to analyze problems, develop effective solutions, and resolve problems within the Hawaiian cultural context. Knowledge and experience administering risk management and loss prevention programs. Knowledge and sensitivity to the interests and needs of families in Native Hawaiian communities. Additional Information All your information will be kept confidential according to EEO guidelines.
$76k-90k yearly est. 2h ago
Executive Director of Compensation and Benefits, Human Resources
Wake Forest University 4.2
Winston-Salem, NC jobs
External Applicants: Please ensure all required documents are ready to upload before beginning your application, including your resume, cover letter, and any additional materials specified in the . Cover Letter and Supporting Documents: * Navigate to the "My Experience" application page. * Locate the "Resume/CV" document upload section at the bottom of the page. * Use the "Select Files" button to upload your cover letter, resume, and any other required supporting documents. You can select multiple files. Important Note: The "My Experience" page is the only opportunity to attach your cover letter, resume, and supporting documents. You will not be able to modify your application or add attachments after submission. Current Employees: Apply from your existing Workday account in the Jobs Hub. Do not apply from this website. A cover letter is required for all positions; optional for facilities, campus services, and hospitality roles unless otherwise specified. Summary The Executive Director of Compensation and Benefits leads the evaluation, development, communication, implementation, and maintenance of a comprehensive and competitive total rewards strategy for faculty, staff, and retirees. This role is also responsible for ensuring compensation and benefits programs align with organizational goals while providing strategic guidance, fostering collaboration, and maintaining key campus relationships, including, but not limited to, Executive Leadership, Institutional Talent Partners, Senior Budget Administrators, Fringe Benefits Advisory Committee, and Retirement Plan Committee. This position reports to the VP/CHRO and directly supervises the Director of Compensation and the Director of Benefits. * This position is not eligible for sponsorship of non-immigrant or immigrant visa status through Wake Forest University. All eligible applicants are encouraged to apply. Essential Functions: Compensation * In partnership with VP/CHRO, plans and leads the annual Executive Compensation process. * Accountable for the implementation of a market pay structure. * Collaborates with the budget office and assists leaders in addressing compensation challenges. * Responsible for clear, accurate, and updated compensation policies/procedures. Benefits * Lead the annual benefits evaluation process in partnership with the Fringe Benefits Advisory Committee, Human Resources, and Benefits Consultant, including but not limited to leading discussions on benefit plan recommendations, developing presentations, and presenting information to the Committee and other Executive Leadership. * Evaluate and make recommendations on the effectiveness, cost, trends, and competitiveness for the University's benefit programs while balancing the needs of our campus community and the overall fringe budget. * Lead the University's retirement plan program in partnership with the Retirement Plan Committee, Human Resources, and the Retirement Plan Consultant, including but not limited to leading discussions on retirement plan recommendations, developing presentations, and presenting information to the Committee and other Executive Leadership. * Evaluate and make recommendations on the effectiveness, cost, trends, and competitiveness of the University's 403(b) Retirement Plan and 457(b) Deferred Compensation Plan. * Responsible for the overall Fringe Budget. Compensation, Benefits, and Absence * Ensure compliance with all governmental regulations and University policies related to compensation, benefits, retirement plan, and leave programs by researching, monitoring, and tracking new and existing laws and regulations. Recommend, communicate, and implement required changes. * Implement, lead, and maintain an out-of-state compliance program for the University regarding compensation, benefits, and leave program requirements. * Responsible for evaluating and maintaining relationships with third-party administrators, consultants, and other institutional relationships for compensation and benefits. * Accountable for the execution of new and existing compensation, health and welfare, retirement plan, and any other benefits-related contracts, agreements, policies, amendments, revisions, and required forms/filings. This includes, but is not limited to, reviewing the terms, conditions, fees, guarantees, and other contractual arrangements for accuracy, developing summaries for Executive Leadership, and obtaining the required approvals and signatures. * Resolve and communicate final compensation and benefits determination(s) on disputes, challenges, inquiries, and/or exception requests from internal colleagues and/or third-party administrators. * Oversee the development, evaluation, revision, and communication of new and/or current policies, programs, and procedures for compensation and benefits. * Research and maintain best practices in compliance and administration of compensation and benefits programs. * Within our Workday ERP environment, in collaboration with Directors of Compensation and Benefits, identify priority projects and provide information and partnership to the HRIS team to move forward with necessary initiatives/updates/changes. * Partner with HR colleagues and other campus constituents to develop and disseminate communication materials to promote compensation and benefits programs at Wake Forest University, including but not limited to presenting information to various campus committees, partners, and Executive Leadership. * Provide leadership and coaching to the Compensation and Benefits/Absence team members through effective coaching and performance management. * Establish and maintain strong relationships with Institutional Talent Partners, providing information at standing meetings and responding to ad hoc requests. * Provide strategic leadership as part of the Human Resources leadership team. * Stay current on compensation, benefits, and wellness trends by conducting research and connecting with peers at other universities and professional organizations, such as CUPA HR. Other Functions: * Performs other related duties as assigned. * Collaborates with the AVP for Employer Experience to manage relationships with vendors for health and wellness benefits to maximize the utilization and value of paid services for employees. This includes coordinating with vendors to promote existing benefits, identify new opportunities, and ensure that programs align with the WFU's health objectives and employee needs. Required Education, Knowledge, Skills, Abilities: * Bachelor's degree in Human Resources Management, Business Administration, or a related discipline, plus eight years of combined experience in compensation, benefits, and wellness, with at least five years in a supervisory role. * Knowledge of organizational structure, workflow, and operating procedures. * Skill in developing, managing, and implementing new strategies, procedures, and large-scale projects. * Ability to apply principles of logical thinking to define and analyze problems, collect data, establish facts, draw valid conclusions, and develop creative solutions. * Strong interpersonal and communication skills and the ability to work effectively with various constituencies in a community of different constituent groups. * Ability to foster a cooperative environment. * Ability to supervise, lead, and train staff. * Proficiency in annual financial/budget processes. * Knowledge of federal and state employment laws, regulations, and private sector employment policies and procedures. * Current knowledge of benefit programs and their interface with regulations, related retirement and benefits acts at both the state and federal levels, recent court decisions, legal trends, and Social Security. * Skill in developing and implementing salary administration plans and programs. * Ability to analyze problems and develop creative solutions to complex human resource issues. * Proficiency in using the Microsoft Office Suite and/or Google Workspace * Ability to format data to support analysis and recommendations. * Strong analytical and critical thinking skills and the ability to analyze, summarize, and effectively present data to individuals/groups, including executive levels. * Experience with HRIS (Oracle, Workday, Banner, or a related system), to include exporting and using data to answer questions, present data, and create presentations. Preferred Education, Knowledge, Skills, Abilities: * Relevant Master's degree. * CCP/CBP/CEBS/GBA/SPHR/PHR/CTRP or other related certification. * Higher education experience. * Experience in executive compensation. * Workday experience. Physical Requirements: * Sedentary work. Talking, hearing, and repetitive motions. Close visual acuity. Subject to inside environmental conditions. Not substantially exposed to adverse environmental conditions. Accountabilities: * Budgetary responsibilities, including fringe benefits budget. * Responsible for Compensation and Benefits programs and directly manages the Director of Compensation and the Director of Benefits. Additional Job Description Time Type Requirement Full time Note to Applicant: This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be reasonably assigned by his/her supervisor. In order to provide a safe and productive learning and living community, Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment. Equal Opportunity Statement The University is an equal opportunity employer and welcomes all qualified candidates to apply without regard to race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, genetic information, disability and military or veteran status. Accommodations for Applicants If you are an individual with a disability and need an accommodation to participate in the application or interview process, please contact ************* or **************.
$65k-76k yearly est. Auto-Apply 2d ago
Director, Employee Relations, Human Resources
Wake Forest University 4.2
Winston-Salem, NC jobs
External Applicants: Please ensure all required documents are ready to upload before beginning your application, including your resume, cover letter, and any additional materials specified in the . Cover Letter and Supporting Documents: * Navigate to the "My Experience" application page. * Locate the "Resume/CV" document upload section at the bottom of the page. * Use the "Select Files" button to upload your cover letter, resume, and any other required supporting documents. You can select multiple files. Important Note: The "My Experience" page is the only opportunity to attach your cover letter, resume, and supporting documents. You will not be able to modify your application or add attachments after submission. Current Employees: Apply from your existing Workday account in the Jobs Hub. Do not apply from this website. A cover letter is required for all positions; optional for facilities, campus services, and hospitality roles unless otherwise specified. Summary Reporting to the Executive Director of Employee Relations and Learning and Development, the Employee Relations Director will oversee the policies, procedures, and programs of the Employee Relations team, developing and improving programs related to employee performance, assistance, and engagement. The Employee Relations director is responsible for coordinating and directing the employee relations programs and functions. The incumbent has the primary responsibility for employee relations and staff performance management, in accordance with Wake Forest's mission, values, and goals. Essential Functions: * Provides leadership and support to the Employee Relations team. * Counsels employees, managers, and leaders on concerns related to applicable Equal Employment Opportunity laws including Title VII, Fair Labor Standards Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws. * Communicates with faculty and staff regarding employee relations concerns; provides guidance and recommendations for resolution of issues. * Investigates workplace issues, supports disciplinary actions, and manages employee and applicant appeals and grievances. Provides guidance and recommendations to departmental leaders and individuals. * Mitigates risk to the University by applying consistent and appropriate employment practices. Evaluates and makes decisions on background screening results, unemployment inquiries, employment verifications. Evaluates and applies management plans for potential Conflicts of Interest. * Designs and maintains general employment policies. * Assists managers in understanding and implementing departmental policies related to performance, discipline, and related topics. * Evaluates exit data and offers solutions to assist with retention and reduce turnover. * Suggests learning and development opportunities to managers. * Coaches managers on principles and techniques for becoming more effective leaders. * Conducts and/or designs supervisor training covering employment laws, performance management, and related policies, procedures and best practices. * Provides guidance in developing objective performance evaluations and practices; will be responsible for implementing best practice performance management practices, to include designing appropriate Workday functionality in partnership with HRIS * Responsible for maintaining, troubleshooting, and testing Workday Performance Management business processes in partnership with the HRIS team. * Coaches managers on appropriate steps for performance appraisals, corrective actions, terminations, EAP referrals, reasonable suspicion drug and alcohol testing. Provides guidance related to proper language, detail, and tone. * Ensures consistency between individual pay and individual performance. * Assists leaders in assessing the need for workforce reductions, departmental reorganizations, and position eliminations. Advises managers on organizational design issues. * Collaborates with the General Counsel's Office, Office of Institutional Equity, Compliance Office, Audit Office, CARE team, BIAS incident reporting team, Threat Assessment team, and Employee Assistance Program affiliates. * May serve as Human Resources liaison to the CARE, Threat Assessment, or other emergency management teams. * Responsible for managing and forecasting the budget for the Employee Relations team. * Performs other related duties as assigned. Required Education, Knowledge, Skills, Abilities: * Bachelor's degree in Human Resources, Business, or related field required; At least five years of related experience required, including three years of management/leadership experience. * Thorough understanding of how to utilize policy and procedure to drive strong ER practice. * Practical knowledge of current employment laws and regulations. * Ability to develop and maintain positive relationships with employees, managers, academic and administrative leaders, and other stakeholders. Strong customer service orientation. * Ability to analyze complex issues and make sound objective judgments. * Ability to use independent judgment to make appropriate decisions on employment matters. * Ability to develop excellent working relationships and establish personal credibility with individuals at every level of an organization. * Excellent leadership and management skills. * Excellent oral and written communication skills; ability to facilitate educational programs in front of audiences. * Ability to prioritize work and handle multiple tasks simultaneously in a fast paced environment. * Understanding of a broad array of leadership principles and techniques. * Knowledge of general business principles and ability to quickly learn operational aspects of various organizations to help with strategic decisions. * Sedentary work. Talking, hearing, and repetitive motions. Close visual acuity. Subject to inside environmental conditions. Not substantially exposed to adverse environmental conditions. Preferred Education, Knowledge, Skills, Abilities: * Master's degree in a related field. * SHRM Certified Professional (SHRM-CP) or Senior/Professional in Human Resources (PHR/SPHR certification preferred. Accountabilities: * Responsible for managing the Manager of Employee Relations and Employee Relations Consultant, including work direction and performance. * Responsible for interpreting and applying policies and procedures as related to Human Resources matters, employment laws, and practices. This position is not eligible for sponsorship of non-immigrant or immigrant visa status through Wake Forest University. All eligible applicants are encouraged to apply. Additional Job Description Time Type Requirement Full time Note to Applicant: This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be reasonably assigned by his/her supervisor. In order to provide a safe and productive learning and living community, Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment. Equal Opportunity Statement The University is an equal opportunity employer and welcomes all qualified candidates to apply without regard to race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, genetic information, disability and military or veteran status. Accommodations for Applicants If you are an individual with a disability and need an accommodation to participate in the application or interview process, please contact ************* or **************.
$65k-76k yearly est. Auto-Apply 4d ago
Director of Human Resources
Orcas Island School District 3.4
Washington jobs
Director of Human Resources JobID: 367 Classified: District Office/Human Resources Additional Information: Show/Hide Notice of a CLASSIFIED EMPLOYMENT OPPORTUNITY FOR THE 2025-26 SCHOOL YEAR This is an 8 hour per day, year-round, classified, exempt position providing administrative and supervisory support for the Human Resource department. FIRST YEAR ANNUAL SALARY: $101,982.40 Benefits: Medical, Dental, Vision, Life, LTD, VEBA, Retirement, Paid Holidays, Personal, Vacation and Sick Leave Successful applicants must be 18 years of age and hold a high school diploma or its equivalent (Job description is attached) Questions? Please contact: Mallory Balcomb, *****************, ************ Deadline: Open until filled; for best consideration please submit your application no later than January 5, 2026. The Orcas Island School District does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Compliance Coordinator: Eric Webb, Superintendent, ************, **************, Orcas Island School District, 557 School Rd., Eastsound, WA 98245 Section 504/ADA and Title IX Coordinator: Lorena Stankevich Director of Special Services ************, ********************, Orcas Island School District, 557 School Rd., Eastsound, WA 98245 School Board Approved on November 12, 2025
$102k yearly Easy Apply 8d ago
Vice President of Human Resources
McGregor Foundation 3.5
East Cleveland, OH jobs
The McGregor Foundation is a recognized leader of innovation and high-value services in meeting the changing needs of Cleveland's seniors throughout Northeast Ohio. As a leading care provider for elders through our residential care services and community-based PACE program that keeps people connected in the community, and our grant-making foundation that supports affordable housing with services, workforce development and quality of life. The Role The Vice President of Human Resources will be an integral member of the executive leadership team responsible for overseeing all HR functions across multiple facilities, ensuring alignment with the organization's mission and values, and providing strategic guidance on workforce planning, talent acquisition and development, employee engagement, employee relations, compliance, compensation and benefits administration, labor contract administration, HR policy development, workers compensation, and performance management, while also fostering a positive and inclusive work culture that supports both the residents, participants and employees. Your leadership will help to drive key organizational outcomes, including talent acquisition, retention, performance optimization, and organization health, contributing directly to the overall success and growth of the organization. You will have the opportunity to shape the future of HR across our locations and work closely with senior executives to create a culture of respect, collaboration, and innovation. In addition to your leadership responsibilities, you will also be expected to provide hands-on support for day-to-day HR operations during times when our HR staff are unavailable to ensure continuity in HR services. The ideal candidate will bring deep HR leadership experience within healthcare or long-term care, exceptional communication skills, and a passion for fostering an engaged, high-performing workforce. Reporting to the President and CEO, this position requires the incumbent to promote the McGregor values of Respect, Community, Trust, and Impact in all duties, responsibilities, and interactions. What You Will Do • Lead and develop long-term HR strategies aligned with organizational goals • Partner with senior leadership to ensure HR practices support overall business objectives. • Step into day-to-day HR operations as needed in the absence of HR staff, ensuring continuity in HR services • Oversee talent acquisition, employee engagement, employee relations, performance management, leadership development, succession planning, labor contract administration and other essential HR functions. • Ensure compliance with federal, state, and local employment laws and work closely with leadership to ensure compliance with healthcare-specific regulations. • Champion equity and inclusion initiatives across the organization. • Maintain a positive organizational culture through effective communication and leadership. Qualifications • Bachelor's degree in human resources, Business Administration, or related field (Master's degree preferred) • PHR/SPHR, SHRM-CP, or SHRM-SCP, certification strongly preferred. • Minimum of 5-7 years of progressive HR leadership experience, with at least 3 years preferred in a healthcare or long-term care setting. • Proven ability to lead organization change and support multi-site operations. • Strong knowledge of employment law, regulatory compliance, and HR best practices • Exceptional interpersonal, communication, leadership, and strategic thinking skills. Benefits **Health/HSA, Dental, Vision, 403b Matching Retirement plan, Employer paid Life Insurance, optional Voluntary Life coverage, STD, LTD, Critical Illness and Accident coverage. Paid Time Off, Sick Time and Paid Holidays. McGregor is an Equal Opportunity Employer that recruits and hires qualified candidates without regard to race, religion, sex, sexual orientation, gender identity, age, national origin, ancestry, citizenship, disability, or veteran status.
$178k-272k yearly est. Auto-Apply 10d ago
DIRECTOR, HUMAN RESOURCES (BUREAU OF HUMAN RESOURCES) - SHAKMAN EXEMPT
Cook County, Il 4.4
Chicago, IL jobs
Cook County Bureau of Human Resources is seeking an experienced HR leader with a strong background in complex organizations to oversee daily human resources functions and operations. This role offers an excellent opportunity to make a significant impact by collaborating with senior leadership to develop policies, guide staff initiatives, and represent the bureau/department in meetings with elected and administrative officials to discuss hiring and other personnel-related matters. Cook County offers great benefits and the chance to participate in a strong tradition of public service. Cook County is home to more than five million residents, roughly 45% of Illinois' population. Cook County Government provides a range of vital services and programs that enhance the quality of life for residents across the region. These services range from health care to urban planning. Cook County is committed to empowering its employees to bring our constituents the best that public service has to offer. Attention Applicants: Please note that as part of ongoing job architecture initiatives, the County is reviewing job titles and corresponding grades, which may be subject to change. WHY PURSUE A CAREER WITH COOK COUNTY? In addition to providing employees with a challenging, rewarding environment for career and personal growth, we are proud to also offer some of the best benefits in the public sphere, including: * Top Tier Medical Benefits: Medical Plans, Prescription Drug Benefit, Dental Plans, Vision Plan and 9 Additional voluntary benefit plans * Flexible Teleworking Options * Generous, Flexible Paid Time Off (13 paid designated holidays; Minimum of 15 vacation days annually; and Paid sick leave) * Pension Plan * Financial Support Programs and Resources: Life Insurance, Flexible Spending Accounts - Dependent Day Care, Commuter Benefits, Discounted Parking, PSLF Eligibility, Deferred Compensation and Education Tuition Stipend * Health/Wellness Perks: Flexible Spending Accounts-Health Care, Employee Assistance Program and MyHealth Connections wellness program. SALARY RANGE: $157,000 - $192,500 / YEARLY SNAPSHOT OF COOK COUNTY * Serves 5.28 million residents of Chicago and its inner suburbs * 2nd largest county in America * Larger than 27 states * Cook County employs over 22,000 employees who work in a variety of skilled jobs and trades. * Nearly 80% unionized workforce * 15 unions represented * 63 separate collective bargaining agreements * Highway - Cook County maintains almost 600 miles of roads and highways. * Land - Cook County assesses the value of more than 1.5 million parcels of taxable land and collects and distributes tax funds as a service for local government taxing bodies. * Safety - Cook County provides vital services to local government, from conducting elections in suburban areas to offering 911 services in unincorporated areas and municipalities. LOCATION Located in the Loop District of downtown Chicago, one of the most formidable business districts in the world, the area has an astounding number of cultural foundations, stunning parks such as Millennial Park and Maggie Daley Park, steps away from the Chicago Riverwalk, award-winning restaurants, and plenty of shopping! In addition, Chicago is serviced by multiple bus and train lines for public transportation from the suburbs to the city, taxis are plentiful, public parking garages for motorists, and bicycle share rentals and local bike lanes for bicyclists. Job Summary Oversees daily human resources (HR) functions and operations. Coordinates the efforts of managers and collaborates confidentially with senior leadership to develop policies and evaluate staff efforts. Leads the planning, development, and implementation of projects and programs, with primary responsibility for the overseeing the public service counter and public facing activities. Represents the bureau/department in meetings with elected and administrative officials to discuss hiring and other personnel related matters. Reviews, finalizes, and approves various personnel actions while keeping senior leadership informed of matters requiring their attention. Typical Job Duties * Collaborates with senior leadership to plan, develop, and implement programs that enhance personnel effectiveness and support the management of divisions within the bureau/department. * Oversees HR functions related to the central administration, including training and career development, employee relations, equal employment opportunity (EEO), leave management, talent acquisition, and onboarding. * Addresses and resolves a wide variety of day-to-day operational issues, often requiring direct intervention with high-ranking personnel across County offices to resolve matters related to employee rights, salary adjustments, return to work, and job placement. * Evaluates policies and procedures, recommending improvements to ensure compliance with regulations and alignment with best practices. * Coordinates hiring, wage, and salary administration, and position classification. Reviews and processes personnel actions for senior leadership approval. * Works with senior leadership to establish goals and objectives, develop timelines, and respond to special needs and compliance requirements. * Conducts research and analyzes HR trends using reports and metrics from the HRIS and talent management systems. * Ensures bureau/department have the necessary resources to meet expectations and fulfill responsibilities. * Monitors staffing and recruiting needs, implementing best practices for hiring and talent management that align with the County's Employment Plan. Required for all jobs Performs other duties as assigned. Minimum Qualifications * Graduation from an accredited college or university with a Bachelor's Degree or higher and * Five (5) years of human resources, labor relations or directly related experience or * An equivalent combination of education and/or experience. Preferred Qualifications * Graduation from an accredited college or university with a Master's Degree in Human Resources, Business, Public Administration, Sociology, Political Science or Labor Relations or Juris Doctor (JD). * Eight (8) years of human resources or labor relations experience. * Six (6) years of prior management or supervisory experience. Knowledge, Skills and Abilities * Knowledge of human resources administration and personnel management, particularly within the context of a large municipal governmental setting. * Knowledge of federal, state and county laws, regulations and ordinances governing employment in the public sector and the relationship between employer and employee. * Ability to articulate clearly and effectively the terms and conditions of employment in Cook County Government. Ability to interpret official policy relative to the above and explain it to others. * Skill in the management of a large and highly specialized human resources staff; ability to coordinate diversified efforts related various HR functions. * Ability to plan, organize and administer policy changes, programs and new initiatives relative to the areas of personnel management; skill in researching new and existing policies, trends and practices in the industry and formulating policy recommendations, reports and papers for senior leadership. * Understanding of the budgetary aspects of organizing, developing, training, classifying and compensating the work force. * Skill and judgment of a high order in handling confidential matters requiring executive decision making and the ability to recommend and provide input relative to changes in policy. Physical Requirements: Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work. EMPLOYMENT TERMS RESIDENCY REQUIREMENT: Pursuant to the Shakman Consent Decree, Supplemental Relief Order and the Cook County Personnel Rules, this position is exempt from the County's career service rules, is at-will and political reasons or factors may be considered when taking any employment action. As an employee in a Shakman Exempt Position, if you do not currently live in Cook County, you will have six (6) months from date of hire to establish actual residency within Cook County. Please contact ****************************************** for inquiries about this position.
$157k-192.5k yearly 28d ago
Coordinator or Assistant Director of Human Resources - Recruitment - Wittenberg University
Wittenberg University 4.1
Springfield, OH jobs
Wittenberg University is seeking a Coordinator or Assistant Director of Human Resources, with a specialization in employee recruitment. This individual is responsible for all activities supporting the recruitment and employee life cycle function and onboarding, offboarding, and transfer processes related to applicants and employees. This person serves as a backup resource providing assistance to the HR team in various services and functions of the team. This is a full-time, exempt (salaried), 12-month position, reporting to the Director of Human Resources. Essential functions include but are not limited to: * Serves as the primary HR staff member responsible for activities supporting the recruitment, screening, and referral of applicants to the university. * Posts all approved jobs to ATS and coordinates the placement of advertisements. * Establishes and maintains relationships with external agencies and recruiting sources; represents Wittenberg at occasional job fairs and/or hiring events. * Develops and trains university employees on appropriate recruitment processes and serves on hiring teams throughout the process to ensure processes and procedures are followed. * Collects, manages, and reports on data related to employee recruitment and retention efforts, including but not limited to time-to-fill, turnover, expenses, collection and retention of recruiting records, etc. * Oversees the activities of the employee transfer process. * Serves as a primary resource for various HR services and functions including but not limited to: onboarding, offboarding, employee retention, and other employee lifecycle processes. * Serves as a backup resource to provide assistance to the team by cross training in various HR services and functions including but not limited to: training, benefits, policy and procedure documentation, special projects, performance management, etc. * Assists HR leadership with scheduling and communication process related to "HR with HR" stay interviews. * Assists with coordination of all special events including but not limited to wellness initiatives, employee service awards, employee picnic, etc. * Coordinates and conducts research related to recruiting compliance issues, policy and process evaluation and development, and appropriate metrics related to HR recruiting functions. * Develops forms and workflows for HR recruiting processes; collaborate with hiring supervisors on Request to Fill and Request to Hire processes. * Manages Graduate Assistant recruitment, hiring, and onboarding processes. * Assists with HR efforts to comply with recruiting record retention process and files. * Serves as a backup to the Payroll Coordinator role. * Keeps current with HR industry trends related to recruiting and recommend new policies and modifications to current recruiting policies, procedures and programs that will enhance compliance efforts or improve the applicant experience. * Performs general and administrative HR duties in support of the overall department including but not limited to participation in the identification of process improvements, cost saving efforts, and other methods to improve efficiency and effectiveness of the department as a whole. * Perform other relevant duties or special projects as assigned. Requirements: Required: * Bachelor's degree and 2-3 years' related experience OR a combination of education and related experience (minimum 4 years). * Experience with Hirezon Interview Exchange or other ATS. * Working knowledge and experience using Microsoft Office software, specifically proficient in the use of Teams, Word, and Excel. * Excellent communication skills, both verbal and written. * Excellent organizational and time management skills. * Ability to work effectively with staff and faculty at all levels. * Ability to meet deadlines and exercise sound judgment and discretion. * Ability to manage frequently-changing priorities and work under pressure. * Ability to maintain strict confidentiality. * Willingness and ability to speak and present information to potential applicants, the campus community, external stakeholders as appropriate for training, development or open communication needs. * Ability to work independently and in team environments. * Ability to work with sometimes tense circumstances related to individual or groups of employees. * Ability to work in a typical office environment with ability to adapt to different meeting spaces as needed to perform essential duties of position. * Ability to utilize office equipment including computer, phone, copier/scanner and relevant applications. * Ability to transport/lift up to 30 lbs with or without assistance (i.e. personnel records). * Ability to be stationary but also navigate various campus buildings and grounds as needed. * Ability to appropriately sort and file documentation. * Ability to travel occasionally for career fairs. A valid driver's license is required; must meet required insurance qualifications found in Wittenberg Motor Pool policies and procedures. If license is from out of state, successful candidate will need to obtain a valid Ohio driver's license within 30 days of hire date. The work of this position is primarily performed on campus in Springfield, Ohio, and may be eligible for consideration of a flexible work schedule based on the university's policies which are subject to change. Additional Information: Wittenberg is committed to attracting and retaining highly qualified individuals who collectively reflect the diversity of our student body and society at-large. Please see our notice of nondiscrimination housed on our website. The successful candidate will demonstrate support for diversity, equity and inclusiveness as well as participate in maintaining a respectful, positive work environment. Wittenberg University is committed to preventing and addressing sexual misconduct in our campus community. Click here to view our Title IX policies. Employment at Wittenberg University is contingent upon satisfactory completion of applicable background checks including but not limited to: criminal records, educational verifications, driving records (when job-related), and/or credit history (when job related). For this position, we are unable to sponsor candidates for work visas. Wittenberg University participates in E-Verify to confirm authorization to work in the U.S. Application Instructions: Review of applications will begin immediately and the position will remain open until filled. To apply, please set-up an account in our online recruiting system and upload the following documents in MS Word or Adobe Acrobat format. * Resume * Cover letter * Name, relationship, and contact information of three professional references. Applicants who require accommodation during any stage of the hiring process should contact the Office of Human Resources at ************** or email ************************.
$85k-109k yearly est. Easy Apply 44d ago
Associate Director, Human Resources
Rocketship Education 4.4
Milwaukee, WI jobs
At Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential. Position Summary The Associate Director, Human Resources serves as a trusted advisor and strategic partner to regional and school leadership. This role drives organizational effectiveness, cultivates an inclusive and high-performing culture, and proactively anticipates workforce needs to ensure Rocketship remains an exceptional place to work and grow. Operating with high autonomy, the Associate Director of Human Resources makes independent, values-aligned decisions that strengthen leadership capacity, mitigate risk, and drive long-term talent outcomes across schools and regions. This position reports directly to the Regional Executive Director and maintains a dotted-line reporting relationship to the Director of People. This dual-reporting structure ensures this role is deeply embedded in regional priorities while staying aligned with national HR strategy, compliance, and culture. The role serves as a critical liaison between school/regional leadership and the broader People Team, helping to drive strategic initiatives, talent alignment, and operational excellence. Core Competencies * Strategic Judgment: Applies sound judgment in complex, high-impact decisions. * Influence without Authority: Gains buy-in and alignment across diverse stakeholders. * Relationship Building: Develops trust and credibility at every level of the organization. * Innovation: Challenges assumptions, designs creative solutions, and drives improvement. * Coaching & Development: Elevates leaders and teams through tailored guidance and feedback. Essential Functions * Strategic Partnership & Leadership * Serve as a thought partner to regional and school leaders, translating organizational strategy into actionable people plans that drive engagement, retention, and performance. * Make independent, sound HR decisions; balance compliance with business judgment and empathy. * Anticipate workforce trends and recommend proactive strategies to address turnover, leadership readiness, and culture health. * Lead and coach leaders through organizational change, conflict, and performance management with discretion and composure. * Collaborates with the recruiting team on a weekly basis to review hiring progress, share key updates, and provide regional leadership with timely recruitment insights and data. Relationship Building & Influence * Build deep, trust-based partnerships across executive, school, and support teams to influence without authority. * Foster strong collaboration with Talent, Program, and other cross-functional partners to align systems and practices. * Act as a cultural leader who models open communication, inclusivity, and professional accountability. * Maintains key partnerships with the Recruitment team and external talent pipelines, including but not limited to Teach For America and Relay Graduate School of Education. Leadership Development * Design and deliver targeted development sessions for school and regional leaders to strengthen performance management, coaching, and compliance acumen. * Partner with the Talent team to identify developmental gaps and co-create scalable solutions that enhance the employee experience. * Use data and feedback (surveys, exit trends, engagement) to shape culture and inform action planning. Employee Relations & Risk Management * Lead and resolve complex employee relations matters with fairness, urgency, and discretion. * Conduct objective investigations and provide clear, consistent recommendations. * Coach managers on performance management and disciplinary actions, ensuring equitable application of policies and values alignment. Operational Excellence * Drive HR project execution and process improvements across regions. * Partner with Talent Operations and Legal to ensure compliance with all applicable federal, state, and local employment laws. * Use data analytics to identify trends and measure the effectiveness of human resource initiatives. Qualifications * Bachelor's degree required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. * 8+ years of progressive HR experience, including direct HRBP or HR leadership experience in a multi-site organization. * Proven ability to make autonomous, strategic HR decisions in complex or ambiguous environments. * Advanced critical thinking, problem-solving, and influencing skills. * Expertise in employee relations, organizational development, and change management. * Exceptional interpersonal and communication skills, with the ability to tailor messages to varied audiences. * Deep commitment to Rocketship's mission and values. Additional Details * This role is primarily remote, but will require consistent travel to schools based on needs. * Travel up to 30% may be required across regions. * Requires independent transportation to schools within the region supported. $95,000 - $105,000 a year 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 position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adults and children. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds and occasionally climb ladders. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is moderate to high. Compensation: Commensurate with qualifications and experience, plus excellent health and wellness benefits, 403b retirement plan, flexible spending account (FSA), and generous paid time off. Rocketship Public Schools provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Rocketship Public Schools complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Rocketship Public Schools expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Rocketship Public Schools' employees to perform their expected job duties is absolutely not tolerated. Click here for our Sexual Harassment Policy. For questions, concerns, or complaints, please contact Human Resources.
$95k-105k yearly 31d ago
Associate Director, Human Resources
Rocketship Public Schools 4.4
Milwaukee, WI jobs
At Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential. Position Summary The Associate Director, Human Resources serves as a trusted advisor and strategic partner to regional and school leadership. This role drives organizational effectiveness, cultivates an inclusive and high-performing culture, and proactively anticipates workforce needs to ensure Rocketship remains an exceptional place to work and grow. Operating with high autonomy, the Associate Director of Human Resources makes independent, values-aligned decisions that strengthen leadership capacity, mitigate risk, and drive long-term talent outcomes across schools and regions. This position reports directly to the Regional Executive Director and maintains a dotted-line reporting relationship to the Director of People. This dual-reporting structure ensures this role is deeply embedded in regional priorities while staying aligned with national HR strategy, compliance, and culture. The role serves as a critical liaison between school/regional leadership and the broader People Team, helping to drive strategic initiatives, talent alignment, and operational excellence. Core Competencies Strategic Judgment: Applies sound judgment in complex, high-impact decisions. Influence without Authority: Gains buy-in and alignment across diverse stakeholders. Relationship Building: Develops trust and credibility at every level of the organization. Innovation: Challenges assumptions, designs creative solutions, and drives improvement. Coaching & Development: Elevates leaders and teams through tailored guidance and feedback. Essential Functions Strategic Partnership & Leadership Serve as a thought partner to regional and school leaders, translating organizational strategy into actionable people plans that drive engagement, retention, and performance. Make independent, sound HR decisions; balance compliance with business judgment and empathy. Anticipate workforce trends and recommend proactive strategies to address turnover, leadership readiness, and culture health. Lead and coach leaders through organizational change, conflict, and performance management with discretion and composure. Collaborates with the recruiting team on a weekly basis to review hiring progress, share key updates, and provide regional leadership with timely recruitment insights and data. Relationship Building & Influence Build deep, trust-based partnerships across executive, school, and support teams to influence without authority. Foster strong collaboration with Talent, Program, and other cross-functional partners to align systems and practices. Act as a cultural leader who models open communication, inclusivity, and professional accountability. Maintains key partnerships with the Recruitment team and external talent pipelines, including but not limited to Teach For America and Relay Graduate School of Education. Leadership Development Design and deliver targeted development sessions for school and regional leaders to strengthen performance management, coaching, and compliance acumen. Partner with the Talent team to identify developmental gaps and co-create scalable solutions that enhance the employee experience. Use data and feedback (surveys, exit trends, engagement) to shape culture and inform action planning. Employee Relations & Risk Management Lead and resolve complex employee relations matters with fairness, urgency, and discretion. Conduct objective investigations and provide clear, consistent recommendations. Coach managers on performance management and disciplinary actions, ensuring equitable application of policies and values alignment. Operational Excellence Drive HR project execution and process improvements across regions. Partner with Talent Operations and Legal to ensure compliance with all applicable federal, state, and local employment laws. Use data analytics to identify trends and measure the effectiveness of human resource initiatives. Qualifications Bachelor's degree required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. 8+ years of progressive HR experience, including direct HRBP or HR leadership experience in a multi-site organization. Proven ability to make autonomous, strategic HR decisions in complex or ambiguous environments. Advanced critical thinking, problem-solving, and influencing skills. Expertise in employee relations, organizational development, and change management. Exceptional interpersonal and communication skills, with the ability to tailor messages to varied audiences. Deep commitment to Rocketship's mission and values. Additional Details This role is primarily remote, but will require consistent travel to schools based on needs. Travel up to 30% may be required across regions. Requires independent transportation to schools within the region supported. $95,000 - $105,000 a year 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 position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adults and children. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds and occasionally climb ladders. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is moderate to high. Compensation:Commensurate with qualifications and experience, plus excellent health and wellness benefits, 403b retirement plan, flexible spending account (FSA), and generous paid time off. Rocketship Public Schools provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Rocketship Public Schools complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Rocketship Public Schools expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Rocketship Public Schools' employees to perform their expected job duties is absolutely not tolerated. Click here for our Sexual Harassment Policy. For questions, concerns, or complaints, please contact Human Resources.
$95k-105k yearly Auto-Apply 28d ago
DEPUTY CHIEF HUMAN RESOURCES OFFICER (BUREAU OF HUMAN RESOURCES) - SHAKMAN EXEMPT
Cook County, Il 4.4
Chicago, IL jobs
Cook County Bureau of Human Resources is seeking an experienced HR professional with a strong background in developing policies, programs, and strategic initiatives. This high-level, strategic role will directly support and report to the Chief Human Resources Officer, managing a variety of projects and leading cross-functional project teams. This is an excellent opportunity to make a significant impact by supporting senior leadership at the highest levels, advancing the Bureau's strategic initiatives, including communications policy and legislative input, and representing senior leadership in meetings with elected and administrative officials to discuss policies and procedures related to HR strategy and operations. Cook County offers great benefits and the chance to participate in a strong tradition of public service. Cook County is home to more than five million residents, roughly 45% of Illinois' population. Cook County Government provides a range of vital services and programs that enhance the quality of life for residents across the region. These services range from health care to urban planning. Cook County is committed to empowering its employees to bring our constituents the best that public service has to offer. This position may be eligible for a signing bonus. Attention Applicants: Please note that as part of ongoing job architecture initiatives, the County is reviewing job titles and corresponding grades, which may be subject to change. WHY PURSUE A CAREER WITH COOK COUNTY? In addition to providing employees with a challenging, rewarding environment for career and personal growth, we are proud to also offer some of the best benefits in the public sphere, including: * Top Tier Medical Benefits: Medical Plans, Prescription Drug Benefit, Dental Plans, Vision Plan and 9 Additional voluntary benefit plans * Flexible Teleworking Options * Generous, Flexible Paid Time Off (13 paid designated holidays; Minimum of 15 vacation days annually; and Paid sick leave) * Pension Plan * Financial Support Programs and Resources: Life Insurance, Flexible Spending Accounts - Dependent Day Care, Commuter Benefits, Discounted Parking, PSLF Eligibility, Deferred Compensation and Education Tuition Stipend * Health/Wellness Perks: Flexible Spending Accounts-Health Care, Employee Assistance Program and MyHealth Connections wellness program. SALARY RANGE: $156,870 - $191,730 / YEARLY SNAPSHOT OF COOK COUNTY * Serves 5.28 million residents of Chicago and its inner suburbs * 2nd largest county in America * Larger than 27 states * Cook County employs over 22,000 employees who work in a variety of skilled jobs and trades. * Nearly 80% unionized workforce * 15 unions represented * 63 separate collective bargaining agreements * Highway - Cook County maintains almost 600 miles of roads and highways. * Land - Cook County assesses the value of more than 1.5 million parcels of taxable land and collects and distributes tax funds as a service for local government taxing bodies. * Safety - Cook County provides vital services to local government, from conducting elections in suburban areas to offering 911 services in unincorporated areas and municipalities. LOCATION Located in the Loop District of downtown Chicago, one of the most formidable business districts in the world, the area has an astounding number of cultural foundations, stunning parks such as Millennial Park and Maggie Daley Park, steps away from the Chicago Riverwalk, award-winning restaurants, and plenty of shopping! In addition, Chicago is serviced by multiple bus and train lines for public transportation from the suburbs to the city, taxis are plentiful, public parking garages for motorists, and bicycle share rentals and local bike lanes for bicyclists. Job Summary Supports senior leadership in overseeing human resources (HR) functions and developing policies, programs, and strategic initiatives. Leads projects and special assignments aligned with bureau/department objectives. Develops recommendations for improving work methods and ensuring compliance with policies. Represents senior leadership in meetings with elected and administrative officials to discuss policies and procedures related to HR strategy and operations. Keeps leadership informed of matters requiring their attention. Typical Job Duties * Engages in confidential consultations to develop HR policies, programs, and other executive functions to ensure adherence to county policies. * Reviews the effectiveness of personnel policies and procedures and recommends innovative changes. * Addresses a wide variety of complex issues, problems, and concerns requiring immediate attention intervention, often involving matters that need executive-level review. * Assists with confidential and special work projects to fulfill the goals and objectives of the bureau/department. * Reviews the accuracy and completion of assigned work projects. * Analyzes confidential reports and managerial studies to present recommendations to senior leadership and the board. * Contributes to strategic planning and the delivery of effective human resource services across the county. * Collaborates on opportunities to automate or streamline processes for efficiency. * Assists in formulating goals and objectives, developing timelines, and responding to special needs and concerns. * Assists in meeting various compliance goals and timetables of the Shakman Relief Order and the Employment Plan. Required for all jobs: Performs other duties as assigned. Minimum Qualifications * Graduation from an accredited college or university with a Bachelor's Degree or higher and * Five (5) years of human resources, policy development, organizational strategy or directly related field or * An equivalent combination of education and/or experience. Preferred Qualifications * Graduation from an accredited college or university with a Master's Degree in Human Resources, Business, Public Administration, or Labor Relations or Juris Doctor degree. * Eight (8) years of human resources, policy development, or organizational strategy experience. * Six (6) years of previous management experience. Knowledge, Skills and Abilities * Knowledge of human resources administration and personnel management, particularly within the context of a large municipal governmental setting. * Knowledge of federal, state and county laws, regulations and ordinances governing employment in the public sector and the relationship between employer and employee. * Ability to research, develop, and implement policy and programmatic changes including preparing reports and recommendations. * Skilled in researching industry best practices and streamlining HR processes for enhanced efficiency and effectiveness. * Skilled in strategic decision-making, sound judgment, and discretion in handling confidential matters and the ability to recommend and provide input relative to changes in policy. * Ability to identify errors, irregularities, and compliance risks, taking appropriate action as needed. * Strong communication skills with ability to write clear documentation and strong interpersonal skills to navigate complex employee issues with tact and diplomacy. * Ability to plan, prioritize, and manage multiple projects efficiently. Physical Requirements: Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work. EMPLOYMENT TERMS RESIDENCY REQUIREMENT: Pursuant to the Shakman Consent Decree, Supplemental Relief Order and the Cook County Personnel Rules, this position is exempt from the County's career service rules, is at-will and political reasons or factors may be considered when taking any employment action. As an employee in a Shakman Exempt Position, if you do not currently live in Cook County, you will have six (6) months from date of hire to establish actual residency within Cook County. Please contact ****************************************** for inquiries about this position.
$156.9k-191.7k yearly 24d ago
Executive Director - Human Resources
Community High School District 94 4.4
West Chicago, IL jobs
Administration/Executive Director - Human Resources Date Available: 07/01/2026 COMMUNITY HIGH SCHOOL DISTRICT 94 WEST CHICAGO, IL 60185 2026-2027 Vacancy Available starting 7/1/26 JOB TITLE Executive Director - Human Resources SUMMARY It is the responsibility of the Executive Director of Human Resources to supervise and guide the strategic staffing plans, compensation, benefits, training and development, budget, and labor relations of District 94. ESSENTIAL DUTIES AND RESPONSIBILITIES (other duties and responsibilities may be assigned) Coordinates, under the direction of the Superintendent, the recruitment, interview and hiring of all employees and reporting of same to the Superintendent and Board of Education. Among other things, this includes licensure records, non-administrative s, salary determination and records, and contract preparation. Manages and oversees the PERA process along with the evaluation framework of certified staff. Prepares and maintains complete and accurate records for all District employees. Develops and maintains a list of qualified and available substitute teachers and coordinates the securing of substitute employees, as required. Assists with the orientation and mentoring of all new certified staff and plans for the orientation of all support staff. Oversees the mentorship program for all new support staff. Assists with the coordination of student teacher placement, in collaboration with the office of the Principal. Coordinates Federal programs related to personnel administration and completes required Federal, State, and County reports. Serves as the District's Title IX Coordinator and Nondiscrimination Coordinator. Investigates allegations regarding student and staff issues for which the position is responsible in its job description. Serves as the District FOIA Officer. Coordinates ISBE mandated training for all school personnel. Assists, as appropriate, with planning staff development programs Collaborates with the Business Office to ensure consistent interpretation and implementation of policies, laws, negotiated contracts, and oversight of the insurance program. Assists the Superintendent with the preparation for, and conduct of, collective bargaining with District unions and serves as chief negotiator for the Board of Education. Manages ADA compliance efforts, ensuring adherence to regulations and providing necessary accommodations. Administers leaves of absence and FMLA processes, ensuring compliance with legal requirements and District policies. Oversees the Reduction in Force (RIF) process, ensuring compliance with District policies, school code, and labor agreements. Plans and executes staff recognition programs. Coordinates and oversees annual open enrollment for benefits. Carries out duties as assigned by the Superintendent. SUPERVISORY RESPONSIBILITIES Human Resources Specialist EDUCATION, CERTIFICATION, AND EXPERIENCE ISBE PEL with administrative licensure preferred Related master's degree or higher from an accredited college or university Previous administrative experience preferred SKILLS AND ABILITIES Must be able to perform all of the duties and responsibilities of the position Demonstrates leadership ability Ability to communicate effectively and accurately, both orally and in writing, in English Ability to establish and maintain effective working relationships with both internal and external constituents Ability to make independent decisions in accordance with established policies and procedures Ability to deal with difficult situations courteously and tactfully Possess strong troubleshooting and problem-solving skills PAY TRANSPARENCY This position offers a starting salary range of $135,000 to $150,000, with the final salary based on experience and qualifications. Pay scale and benefit information is available on our website HERE. APPLICATION PROCESS APPLY HERE Internal applicants: Please choose the Internal Applicants section. APPLICATION DEADLINE Contractual language requires that positions be posted for a minimum of five business days. Positions will be posted until filled. NOTICE OF NON-DISCRIMINATION: Equal educational and extracurricular opportunities shall be available for all students without regard to color, race, nationality, religion, sex, sexual orientation, ancestry, age, physical or mental disability, gender identity, status of being homeless, immigration status, order of protection status, actual or potential marital or parental status, including pregnancy. Further, the District will not knowingly enter into agreements with any entity or any individual that discriminates against students on the basis of sex or any other protected status, except that the District remains viewpoint neutral when granting access to school facilities under School Board Policy 8:20, Community Use of School Facilities. Any student may file a discrimination grievance by using Board policy 2:260, Uniform Grievance Procedure. The following person has been designated to handle inquiries regarding the non-discrimination policies: NON-DISCRIMINATION COORDINATOR Kerry Foderaro Interim Executive Director of Human Resources 326 Joliet Street West Chicago, IL 60185 ************ For further information on notice of non-discrimination, click here for the address and phone number of the office that serves your area, or call **************.
$135k-150k yearly 60d+ ago
Enterprise Resource Planning Trainer
Howard Community College 4.1
Columbia, MD jobs
Bookmark this Posting Print Preview | Apply for this Job Details Information About Us Howard Community College (HCC) is an exciting place to work, learn, and grow! We are proud to have received the Great Colleges to Work For honor for 12 consecutive years, 2009-2020. Howard Community College values diversity among its faculty, staff and student population. We are an innovative institution that is committed to responding to the ever-changing needs and interests of a diverse and dynamic community. No matter where you want to go in your career, you can get there from here! Health Insurance * Multiple medical options with no annual deductible and low co‑pays; prescription drugs covered through mail‑order or retail pharmacies. * Vision coverage includes an annual eye exam and a generous frame allowance. * Dental plans offer low deductibles and reasonable annual maximums. Paid Time Off & Leave * 20days of vacation per year for full‑time staff (capped at 30 days), with additional accrual tiers for other employee groups. * Spring break and winter break each add one extra week of paid vacation. * 4days of personal leave per year (rolls into sick leave if unused). * 12days of sick leave per year, unlimited carry‑forward. * Additional leave options include bereavement, organ‑donor, sabbatical (faculty & staff), and an emergency‑leave bank. Tuition Waiver * Full‑time budgeted employees receive a tuition waiver for Howard Community College courses taken during non‑working hours (subject to space availability and prior approval). On‑Site Amenities * Fitness center accessible to all staff. * Library with research resources and bestseller collection. Café offering a variety of food options and a quick‑service kiosk as well as free parking on campus. Position Title Enterprise Resource Planning Trainer FLSA Exempt FT/PT Full Time Hours Per Week 37.5 Work Schedule Monday-Friday Grade 16 Compensation Range $73,172 Summary The Enterprise Resource Planning (ERP) Trainer is responsible for designing, delivering, and assessing training programs for faculty and staff at the Howard Community College to effectively utilize the college's ERP system. This position works within the Information Technology department to help functional area end-users understand system functionality, features, and best practices, enabling them to perform their roles efficiently and accurately. Essential Role Responsibilities Training Development and Delivery * Design, develop, and update training materials, including manuals, guides, videos, and presentations, tailored to the needs of various user groups. * Conduct in-person and virtual training sessions for faculty and staff on ERP system modules (e.g., student information, HR, finance, etc.). * Facilitate hands-on workshops to enhance end-user familiarity with the system. * Manage ERP training module access through partnership with user Director of AIS and department leadership * Development and maintain user learning plans by department and role through collaboration with user department leadership. Needs Assessment * Collaborate with college departments to identify training needs and customize programs accordingly. * Conduct skill gap analyses to align training materials with users' knowledge levels. Technical Support * Serve as a subject matter expert (SME) on the ERP system to answer user inquiries and troubleshoot system-related issues. * Partner with the Technology Service Center to resolve user challenges during and after training. Communicate planned and unplanned changes with Technology Service Center. System Updates and Communication * Stay updated on ERP system changes and upgrades, ensuring training materials reflect the latest functionality. Attend regional and national conferences to maintain this currency. * Communicate system updates, tips, and best practices to end-users regularly. Develop and maintain online materials for this communciation. Documentation and Reporting * Maintain comprehensive training records, including attendance, progress, and feedback. Work closely with Human Resources to develop these trainings within the college's Professional Development program. * Provide reports to IT leadership on training effectiveness and user proficiency levels. Collaboration * Work closely with the ERP vendor to understand system functionality and incorporate best practices into training. * Collaborate with other IT staff and college stakeholders for seamless system implementation of new software and infrastructure. Minimum Education Required Bachelor's degree Experience Required 2 Preferred Experience * Bachelor's degree in technical or a related field with 2-3 years of experience. * Well versed in Ellucian Colleague, CRM Advise, and CRM Recruit. * Demonstrates a knowledge of computing, telecommunications, networking, security and information technology. * Demonstrated ability to manage training program in alignment with organizational goals while delivering measurable results. * Ability to manage multiple priorities and work collaboratively with diverse stakeholders. * Experience in higher education preferred. OTHER REQUIREMENTS * In-depth knowledge of enterprise resource planning systems, including implementation, upgrades, and integrations. * Demonstrates the ability to work effectively within a large diverse organization of professionals and customers. * Has the ability and experience with managing complex technology systems and applications. * Has excellent organizational and interpersonal skills. * Demonstrates the ability to communicate at a very effective level, both verbally and in writing. * Has the ability to maintain strict confidentiality. * Regular attendance is a requirement of this job. * Performs all duties while considering the impact of any actions on the college's sustainability initiatives in the areas of environmental stewardship, social responsibility, and economic prosperity. Physical Demand Summary Fast-paced, deadline-driven, office working environment. Concurrent management of numerous tasks, some with conflicting priorities. Flexibility required. Supervisory Position? No Division Information Technology Department Administrative Info. Systems Posting Detail Information Posting Number B559P Number of Vacancies 1 Best Consideration Date 11/14/2025 Job Open Date 10/31/2025 Job Close Date Continuous Recruitment? No Job Category Staff Benefits Summary Howard Community College offers competitive salaries, excellent medical and dental selections, tuition reimbursement and paid leave programs. As a participating member of the Maryland Retirement and Pension System, HCC offers two retirement options: The Pension, which requires a 7% employee contribution and The ORP, a 403(b) with a 7.25% employer contribution only. Employees in positions that do not require a bachelor's degree must participate in The Pension. Employees that possess a bachelor's degree and hold professional positions that require a bachelor's degree may choose to participate in either The Pension or The ORP. Applicant Instructions * Pre-employment criminal background investigation is a condition of employment. HCC is interested in all qualified applicants who are eligible to work in the United States. However, HCC will generally not sponsor applicants for work visas. Due to HCC policy, only employees living in states contiguous to Maryland are eligible for work at HCC and include Virginia, West Virginia, Washington DC, Pennsylvania. Candidates must live in the commutable area or willing to relocate at their own expense if offered the position because HCC does not offer relocation benefits. Please complete the entire HCC Employment Application (Candidates will be evaluated on completing the college's application in full). Quick Link for Internal Postings ********************************************** EEO Statement Howard Community College (HCC) is an Equal Employment Opportunity & Affirmative Action employer & values diversity within its faculty, staff & student population. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, gender, sexual orientation, gender identity, genetic information, disability or protected veteran status. HCC understands that persons with specific disabilities may need assistance with the job application process and/or with the interview process. For confidential assistance with the job application process, please contact the Office of Human Resources at ************. Reference Collection References Minimum Requests 3 Maximum Requests 3 Cut-off Date Special Instructions to Reference Provider Supplemental Questions Required fields are indicated with an asterisk (*). * * Do you have a bachelor's degree or higher? * Yes * No * * Please describe your experience training or teaching others how to use Colleague or another Student Information System (SIS). This experience can be formal or informal. (Open Ended Question) Documents Needed to Apply Required Documents * Resume * Cover Letter Optional Documents
$73.2k yearly 43d ago
Human Resource Officer (Classification/Compensation Analyst)
Western Illinois University 3.9
Moline, IL jobs
Recognized as a "Best Midwestern College" by the Princeton Review. Western Illinois University, accredited by the Higher Learning Commission, serves nearly 6,300 students at its traditional, residential campus in Macomb, IL and its metropolitan, non-residential branch campus in Moline, IL. Job Description: RESPONSIBILITIES: This position is responsible for the operation of the Civil Service and Administrative classification/compensation programs and must possess professional knowledge of compensation principles and position analysis. This position also oversees the audit processes for civil service classifications and performs salary surveys as required. This employee is required to know and follow the rules/regulations of compensation and classification as set forth by the State Universities Civil Service System (SUCSS) and Western Illinois University. Verbal and written communication skills are essential. Ability to research and analyze data as well as proficiency in Microsoft Word and Excel are required. WORK LOCATION: Macomb campus APPOINTMENT: As soon as possible HOURLY WAGE: $18.78 - $20.66 (Anticipated starting wage $18.78) Western Illinois University employees may be eligible for a variety of State of Illinois benefits. These benefits are administered through the Illinois Department of Central Management Services (CMS). These benefits include: Health Insurance plans, (HMO's, OAP's, QCHP, and CDHP), Dental Insurance, Vision Plan, Life Insurance, Accidental Death & Dismemberment (AD&D), Supplemental Long-Term Disability (LTD), Flex Spending Accounts (HAS, MCAP, and DCAP), 403(b) Supplemental Retirement Plans and 457(b) Deferred Compensation Plans. Eligible employees are required to participate in the State Universities Retirement System (SURS). SURS is the retirement administrator for employees in public higher education in the State of Illinois. Other benefits available to eligible employees include: Paid time-off, Employee Assistance Program, Tuition Waiver programs, and discounts to the local YMCA. For a full list of benefits as a WIU employee, please visit our Benefits Homepage: ************************************************** For questions on benefits, or eligibility, contact our benefits team at ******************* or by calling ************. Requirements: 1. High school diploma or equivalent. 2. Any one or any combination totaling three (3) years (36 months) from the following categories: A. course work in human resource administration, business administration or a closely related field, as measured by the following conversion table or its proportional equivalent: * 30 semester hours equals one (1) year (12 months) * Associate's Degree (60 semester hours) equals eighteen months (18 months) * 90 semester hours equals two (2) years (24 months) * Bachelor's Degree (120 semester hours) equals three (3) years (36 months) B. progressively more responsible work experience maintaining, monitoring, and/or processing human resource records and reports. For a degree to be considered, it must be conferred from a regionally accredited degree-granting institution of higher education (or equivalent from an international accrediting body). The degree must be conferred at the time of application. Additional Information: About WIU Since 1899, Western Illinois University has provided outstanding educational opportunities to individuals in west central Illinois and well beyond our region and state. WIU's traditional residential campus in Macomb, Illinois, is the educational, cultural and athletic center of the region, while the WIU-Quad Cities non-residential branch campus in Moline, Illinois, is the only public university in the immediate Quad Cities region. WIU-Macomb, IL: Western's traditional, residential main campus offers a comprehensive slate of undergraduate and graduate programs, including a doctorate in education, and post-baccalaureate certificates. A diverse community in west central Illinois, Macomb features a unique blend of agriculture, industry, service, retail, education, and culture. Macomb serves as the county seat, with connections across the state with Amtrak providing twice-daily service from Macomb to Chicago (and point in between). Macomb is located approximately 75 miles from the Quad Cities International Airport (Moline, IL) and 70 miles from the Greater Peoria Regional Airport (Peoria, IL). WIU-Quad Cities: Located on the banks of the Mississippi River in Moline, Illinois, the WIU-Quad Cities campus is the only public four-year regional university that serves the Quad Cities region. Designed as a metropolitan commuter campus, WIU-Quad Cities offers select undergraduate, graduate, and doctoral programs. Moline is located just 80 miles north of the Macomb campus and is centered within a diverse, bi-state community of 383,000 that offers a broad range of cultural, social, and entertainment amenities and experiences, as well as varied businesses and industries. Academics More than 61 undergraduate degree programs, 41 graduate programs, two doctoral programs and 16 post-baccalaureate certificate programs prepare students for a successful career after graduation. Student Resources More than 200 student organizations at Western provide social, academic, recreation, athletics, service, academic, and many other opportunities for students to grow and learn, develop leadership skills, and much more. Numerous concerts, lectures, films, dance performances, cultural events and more are presented and performed each year, along with numerous major theatrical and dance productions and studio shows, and a variety of service-oriented projects and activities. WIU Intercollegiate Athletics The University's athletics program, based on the Macomb campus, sponsors 17 NCAA Division I intercollegiate men's and women's varsity sports. All varsity sports compete at the Division I level through The Ohio Valley Conference. Application Instructions: Complete an Employment Application online by clicking APPLY NOW or by navigating to the WIU Employment page. Upload and submit supplemental application materials, including copies of official academic transcript(s) and a current resume, within the applicant portal. Note In order to upload Individual documents must be under 2 MB in size. Western Illinois University endeavors to provide a safe environment for its employees and students and requires candidates to submit to a background investigation upon offer of employment. Employment is contingent upon compliance with University policies and procedures relating to the receipt and evaluation of information contained in the background investigation. Western Illinois University is an Affirmative Action and Equal Opportunity employer. In that spirit, we are particularly interested in receiving applications from a broad spectrum of people, including, but not limited to, minorities, veterans, women and individuals with disabilities. WIU has a non-discrimination policy that includes discrimination based on an individual's membership in the following classes: sex, race, color, sexual orientation, gender identity, gender expression, religion, age, marital status, national origin, disability, genetic information, veteran status, and any other classes protected by state or federal law. For assistance with the online application system contact the Office of Human Resources at ************** or via email at ******************.
$18.8-20.7 hourly Easy Apply 16d ago
Associate Director, Human Resources
Rocketship Public Schools 4.4
Milwaukee, WI jobs
Job DescriptionAt Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential. Position Summary The Associate Director, Human Resources serves as a trusted advisor and strategic partner to regional and school leadership. This role drives organizational effectiveness, cultivates an inclusive and high-performing culture, and proactively anticipates workforce needs to ensure Rocketship remains an exceptional place to work and grow. Operating with high autonomy, the Associate Director of Human Resources makes independent, values-aligned decisions that strengthen leadership capacity, mitigate risk, and drive long-term talent outcomes across schools and regions. This position reports directly to the Regional Executive Director and maintains a dotted-line reporting relationship to the Director of People. This dual-reporting structure ensures this role is deeply embedded in regional priorities while staying aligned with national HR strategy, compliance, and culture. The role serves as a critical liaison between school/regional leadership and the broader People Team, helping to drive strategic initiatives, talent alignment, and operational excellence. Core Competencies Strategic Judgment: Applies sound judgment in complex, high-impact decisions. Influence without Authority: Gains buy-in and alignment across diverse stakeholders. Relationship Building: Develops trust and credibility at every level of the organization. Innovation: Challenges assumptions, designs creative solutions, and drives improvement. Coaching & Development: Elevates leaders and teams through tailored guidance and feedback. Essential Functions Strategic Partnership & Leadership Serve as a thought partner to regional and school leaders, translating organizational strategy into actionable people plans that drive engagement, retention, and performance. Make independent, sound HR decisions; balance compliance with business judgment and empathy. Anticipate workforce trends and recommend proactive strategies to address turnover, leadership readiness, and culture health. Lead and coach leaders through organizational change, conflict, and performance management with discretion and composure. Collaborates with the recruiting team on a weekly basis to review hiring progress, share key updates, and provide regional leadership with timely recruitment insights and data. Relationship Building & Influence Build deep, trust-based partnerships across executive, school, and support teams to influence without authority. Foster strong collaboration with Talent, Program, and other cross-functional partners to align systems and practices. Act as a cultural leader who models open communication, inclusivity, and professional accountability. Maintains key partnerships with the Recruitment team and external talent pipelines, including but not limited to Teach For America and Relay Graduate School of Education. Leadership Development Design and deliver targeted development sessions for school and regional leaders to strengthen performance management, coaching, and compliance acumen. Partner with the Talent team to identify developmental gaps and co-create scalable solutions that enhance the employee experience. Use data and feedback (surveys, exit trends, engagement) to shape culture and inform action planning. Employee Relations & Risk Management Lead and resolve complex employee relations matters with fairness, urgency, and discretion. Conduct objective investigations and provide clear, consistent recommendations. Coach managers on performance management and disciplinary actions, ensuring equitable application of policies and values alignment. Operational Excellence Drive HR project execution and process improvements across regions. Partner with Talent Operations and Legal to ensure compliance with all applicable federal, state, and local employment laws. Use data analytics to identify trends and measure the effectiveness of human resource initiatives. Qualifications Bachelor's degree required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. 8+ years of progressive HR experience, including direct HRBP or HR leadership experience in a multi-site organization. Proven ability to make autonomous, strategic HR decisions in complex or ambiguous environments. Advanced critical thinking, problem-solving, and influencing skills. Expertise in employee relations, organizational development, and change management. Exceptional interpersonal and communication skills, with the ability to tailor messages to varied audiences. Deep commitment to Rocketship's mission and values. Additional Details This role is primarily remote, but will require consistent travel to schools based on needs. Travel up to 30% may be required across regions. Requires independent transportation to schools within the region supported. 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 position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adults and children. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds and occasionally climb ladders. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is moderate to high. Compensation:Commensurate with qualifications and experience, plus excellent health and wellness benefits, 403b retirement plan, flexible spending account (FSA), and generous paid time off. Rocketship Public Schools provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Rocketship Public Schools complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Rocketship Public Schools expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Rocketship Public Schools' employees to perform their expected job duties is absolutely not tolerated. Click here for our Sexual Harassment Policy. For questions, concerns, or complaints, please contact Human Resources.
$62k-74k yearly est. 30d ago
Associate Vice Chancellor of Human Resources and Chief Human Resources Officer (CHRO)
Appalachian State University 3.9
Boone, NC jobs
Position Title Associate Vice Chancellor of Human Resources and Chief Human Resources Officer (CHRO) Location Boone, NC Faculty Rank Provide Rank Position Number 000151 Department The Office of Human Resources - 170100 Information Primary Purpose Reporting to the Executive Vice Chancellor and Chief Operating Officer, the CHRO is the University's Chief Human Resource Officer and is responsible for comprehensive and strategic leadership of all aspects of the Office of Human Resources and its operations for the campus, including: employment opportunity compliance in talent acquisition, classification and compensation, position management, employee engagement, employee rewards and recognition, employee relations, performance management, and learning and organizational development to attract, recruit, onboard, engage and retain a high performing workforce. The CHRO will collaborate with campus leaders to understand their business needs; build organizational trust in HR operations; provide consultation and expertise; optimize resources to better enable the University to fulfill its mission and the goals set forth in App State's Strategic Plan. The CHRO will lead the HR operation to develop and implement: a modern HR strategy, philosophy and organizational structure; HR services and business processes that align with University strategic goals and organizational needs; operationalized and standardized HR communications; an integrated human capital management system and an issue tracking/knowledge management solution; a culture of continuous improvement; and metrics to monitor HR performance and capabilities. The CHRO will lead change and generate buy-in for those changes; advocate for HR employees and stakeholders; tackle problems head on and invite opinions and solutions from others; provide expertise in HR and University technology systems; cultivate a knowledge base for the HR team; establish best practices and clear policies, processes, and procedures and ensure the HR operation complies with them; lead the HR operation beyond transactional tasks; and confront the unique challenges of App State with a fresh perspective. Minimum Qualifications The successful candidate must possess a bachelor's degree in Human Resources, Business Administration, Public Administration or related field. Additionally, it is preferred that the successful candidate demonstrates: * Minimum of 10 years of progressive HR leadership in large complex organizations. * Advanced degree in Business, Human Resources, Higher Education Administration, Public Administration or related field. * Professional certifications (e.g., SHRM-SCP, SPHR) and HR technology fluency. * Demonstrated experience engaging with governing boards, governing systems and other external oversight bodies. * Familiarity with the UNC System's HR policies and state-level reporting requirements. * Demonstrated success leading organizational change initiatives or transformations. * Proven ability to lead cross-functional teams. License/Certification Required Preferred Qualifications * Minimum of 10 years of progressive HR leadership in large complex organizations. * Advanced degree in Business, Human Resources, Higher Education Administration, Public Administration or related field. * Professional certifications (e.g., SHRM-SCP, SPHR) and HR technology fluency. * Demonstrated experience engaging with governing boards, governing systems and other external oversight bodies. * Familiarity with the UNC System's HR policies and state-level reporting requirements. * Demonstrated success leading organizational change initiatives or transformations. * Proven ability to lead cross-functional teams. Essential Duties and Responsibilities Business Acumen * Demonstrates fluency in the university's financial model, including state appropriations, auxiliary revenue, tuition policy, and sponsored research funding. * Engages in informed discourse with institutional leadership and System Office stakeholders regarding budget priorities, resource allocation and labor cost modeling. * Integrates strategic financial insights into workforce decisions that impact both academic affairs and operational units. HR Leadership & Operational Excellence * Drives a high-performing HR function that aligns with institutional priorities, advances workforce effectiveness, and ensures compliance with policy standards. * Oversees talent development, performance management, succession planning and facultylifecycle processes to strengthen leadership capacity across the institution. * Translates federal, state and system policies into transparent and effective campus practices. * Partners with leaders to implement strategic, efficient recruitment and retention strategies, while improving service quality through streamlined processes, modern tools and continuous improvement initiatives. Strategic Advisor & Principled Leader * Serves as a trusted partner to executive leadership, providing insight on workforce dynamics, organizational risk and strategic opportunities. * Navigates complex change with emotional intelligence and institutional pragmatism, fostering trust and alignment even in challenging circumstances. * Brings the courage to surface difficult truths-on climate, performance or organizational health-while maintaining constructive, solutions-focused engagement with senior leaders. * Lead the development and implementation of a strategic workforce planning framework that guides decisions on hiring, role redesign and position prioritization in alignment with institutional goals and budget parameters. * Partner with executive and senior leadership to evaluate vacant and proposed positions, providing data-informed recommendations on where to invest and restructure, and where to eliminate roles, ensuring the university's talent strategy supports the long-term mission and financial sustainability. * Champions transparency and shared accountability in service to the institution and the public good. Type of Position Full Time Position Staff/Non-Faculty Staff/Non-Faculty VISA Sponsorship? VISA sponsorship is not available for this position. All candidates must be eligible to work and live in the U.S. Appointment Type 1.0 Work Schedule/Hours Mon-Fri, 8 00-5 00 pm with some night and weekend work Number of Hours Per Week 40 Number of Months Per Year 12 Mandatory Staff No Suggested Salary Range Salary commensurate with experience and qualifications Physical Demands of Position Posting Details Information Posting Date 11/21/2025 Closing Date Open Until Filled Yes Evaluation of Applications Begins 12/01/2025 Proposed Date of Hire Special Instructions to Applicants Nomination and Application Process The University invites letters of nomination, applications (letter of interest, full resume/CV, and contact information of at least five references), or expressions of interest to be submitted to the search firm via emails below or the Parker Executive Search website. Review of materials will begin immediately and continue until the appointment is made. It is preferred that all nominations and applications be submitted by Friday, January 30, 2026. For more information, please contact: Porsha Williams, Vice President - ************************** Jacob Anderson, Senior Principal - ************************** Jack McGrew, Associate - ************************ Parker Executive Search Five Concourse Parkway, Suite 2875 Atlanta, GA 30328 ************** ext. 111 Search Chair Name Search Chair Email Quick Link *********************************************** Posting Number 201501700P
$62k-79k yearly est. Easy Apply 23d ago
FOR HR USE ONLY - Corporate Training and Economic Development Part-Time Trainers
Northeast Wisconsin Technical College 4.0
Green, OH jobs
Northeast Wisconsin Technical College is a nationally recognized and locally trusted college dedicated to advancing the success of all students and economic vitality of the communities we serve through access, high-quality education, and strategic partnerships. The community that we serve is home to people with a rich range of backgrounds and experiences. We are committed to supporting an environment where all students and employees thrive and succeed. We believe every team member enriches our organization with unique skills, perspectives, and solutions. We seek applicants who are motivated and equipped to support all students, to work effectively with colleagues from a range of backgrounds, and to build the vibrancy of our community. You belong here. See why you will love working at NWTC. FOR HR USE ONLY - ONLY apply to this opening if you have been directed to do so. Unsolicited applications received will NOT be reviewed by a hiring team for consideration. Warm Regards, Talent & Culture Reasonable Accommodations Statement To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. We strive to accommodate any individual who requires adjustments to ensure a fair and equal employment process. If you require specific accommodations during the application and/or screening process due to a disability or other reasons, please contact Talent and Culture at ************************* or ************. Northeast Wisconsin Technical College does not offer H-1B or other work authorization visa sponsorship for this position. Candidates must be legally authorized to work in the United States at the time of hire and maintain work authorization throughout the employment term. If you have questions regarding this, please contact Talent and Culture. NWTC does not discriminate on the basis of political affiliation, age, race, creed, marital status, color, religion, national origin, disability, veteran status, sex, sexual orientation, gender, genetic testing or other applicable legislated categories. Inquiries regarding the College's nondiscrimination policies may be directed to the Associate Vice President of Student Affairs at ************ or **************************.
$33k-38k yearly est. Auto-Apply 60d+ ago
Human Resources Director
North Carolina Outward Bound School 2.7
Asheville, NC jobs
Job Description Human Resources Director Department: Human Resources Reports To: Executive Director FLSA Status: Full-Time, Exempt Supervision: HR Operations Specialist Anticipated Start Date: Fall 2025 Organizational Summary Since 1967, North Carolina Outward Bound School (NCOBS) has delivered challenging wilderness adventures that teach more than outdoor skills. Our wilderness courses, from the mountains of North Carolina to the shores of south Florida to the peaks of South America, deliver on our mission "to change lives through challenge and discovery." Essential Functions Leads HR strategy and goal setting initiatives, ensuring alignment with the school's culture and strategic plan while being financially sound managing the HR budget. Provides consultation to school leadership on strategic staffing, compensation, benefits, training and development, organizational culture, and personnel relations. Manages the onboarding process for full-time and seasonal staff to ensure compliance with OBUSA, NCOBS, and external obligations. An authentic individual with impeccable integrity whose personal and professional values are consistent with NCOBS mission, vision, and values. Detailed oriented, self-starter who thrives in an environment that privileges action, outcomes, and collaboration. Duties and Responsibilities Leadership Serves as a member of the NCOBS Leadership Team Manages the HR team to ensure hiring, recruitment, training, and performance goals are met. Develops and implements recruitment and hiring goals and strategies to ensure program and administrative positions are filled and meet hiring and diversity criteria. Works with the NCOBS Executive Director to facilitate cultural excellence principles for both NCOBS staff and Board. Works with department heads to ensure administrative hires are timely, align with strategic hiring goals, and well oriented to NCOBS. Supervises seasonal staffing process to ensure high-quality instructional teams on all NCOBS courses. Manages and oversees the execution of the performance management system and succession planning process for NCOBS employees. Maintains clear and compliant policies and procedures for conducting investigations and managing employee grievances with support from the NCOBS Leadership team and legal counsel as necessary. Collaborates with staffing manager and program department to ensure employee training is implemented, documented, compensated, and meets OB, NCOBS, and industry standards. Oversees all new staff onboarding programs. Oversees all terminations, disciplinary plans, and demotions. In conjunction with NCOBS Executive Director (ED) or designee, oversees severance related issues. Represents NCOBS HR and staffing with Outward Bound nationally and externally. Administrative Ensures NCOBS practices comply with all HR laws, standards and regulations. Reviews personnel policies regularly and updates as necessary. Develops and manages HR budget. Develops and administers long and short-term compensation and benefits strategies and policies. Manages all administrative and seasonal staff benefits, including benefits renewals, to attract and retain top talent. Oversees all internal HR processes, including timesheets, sick/vacation accruals, bonuses, and reimbursement programs. Updates benefit booklets (Full-time and Seasonal) annually and ensures benefit programs are effectively communicated to all staff. Manages 403b retirement plan communication, enrollment, and compliance. Manages the NCOBS HRIS database, IHire & ISolved, and all corresponding partner benefits and payroll databases. Completes ACA reporting and the accurate issuing of IRS forms and medical and dental benefits to qualifying variable employees. Manages the NCOBS Workers' Compensation program and works with the COO to ensure accurate audits and renewals. Manages the J1-Visa process and serves as a liasion helping international employees successfully onboard to NCOBS. Oversees all employment agreements for all employees. Ensures all employee screening and personnel records remain current and confidential. Oversees school-wide employee appreciation and recognition programs. Qualifications Bachelor's degree required and a minimum of 10 years total professional experience, at least five years of HR experience. Deep knowledge of current best practices and trends in HR and management in nonprofit organizations. 5+ years with Employee Relations work; including Performance Improvement Plans; conflict resolution; and facilitating difficult conversations with a balance between compassion and accountability. PHR/SHRM certification is desirable. Prior history working with a seasonal staffing pool. Prior experience with employment law & compliance. Prior experience conducting formal investigations into employee grievances. Demonstrated personal and professional commitment to and experience in advancing justice, equity, diversity, and inclusion Strong computer competency and ability to pick up new software quickly; familiar with Human Resources related databases. Experience with ISolved, IHire, and Sales Force is preferred. Proficiency in using Microsoft Office Suite of applications: Outlooks, Teams, Word, Excel, PowerPoint, and SharePoint. Adept at managing projects and setting up efficient systems, processes, and procedures. Supervisorial experience Promotes teamwork among staff members, works well as a member of a team, and relates well to all types of people. Ability to combine analytical reasoning, creativity, compassion, and judgment Able to deal effectively with strategic issues as well as tactical operational details. Strong project and time management skills. Strong results orientation with experience making data-driven decisions. Working Conditions Hybrid work environment, minimum 2 days per week at office Dog-friendly office Travels up to 10% of work time, with occasional irregular work schedule. Must be able to lift 40 pounds. Must be comfortable in an office setting, 60-80% of time on computer and in office. Travel to base camps as required, this includes overnight stays from a couple of days to 1-2 weeks. Compensation and Benefits Annual salary is $75,000, working 4 days per week Medical, Dental, Vision, Employee Assistance Plan, Accident, Group Term Life, Long Term Disability and 403(b) Retirement Account Professional development allowance Generous paid time off policy including Vacation Time (20 days/year) and Sick Time (10 days per year with roll-over option) 13 Paid Holidays Hybrid work environment One free, domestic, Outward Bound Course North Carolina Outward Bound School prohibits discrimination against, and harassment of, any employee or applicant for employment because of race, color, age, religion, sex, gender, pregnancy, genetic information, ethnic or national origin, sexual orientation, marital status, familial status, military or veteran status, qualified individuals with a disability on the basis of the disability, or any other category which may be protected under applicable local, state or federal law. NCOBS promotes respect for all people and will not tolerate harassment based on any of these characteristics nor on differences based on gender identity or expression.
$75k yearly 10d ago
Director for Human Resources & Faculty Affairs
University of Illinois Medical Center 4.1
Peoria, IL jobs
Hiring Department: UICOMP-Admin Budgeted Salary Range: $90,000 to $160,000 per year The University of Illinois College of Medicine Peoria (UICOMP) seeks a dynamic and determined professional for the position Director for Human Resources & Faculty Affairs on our campus. This position will play a critical role in guiding our campus to a future of continued excellence in medical education and healthcare services. Position Summary The Director for Human Resources and Faculty Affairs serves as a key leader, overseeing all HR functions and faculty-related processes to support the institution's academic, clinical, and research missions. This role manages complex personnel structures, including unionized and civil service employees, ensuring compliance with collective bargaining agreements, employment policies, and state and federal regulations. The Director also supports faculty affairs, including recruitment, appointments, promotions, and professional development for teaching faculty and clinical providers. Acting as a strategic partner to school leadership, the Director fosters a positive workplace culture, advances equity and inclusion, and ensures effective alignment between workforce needs and institutional priorities. This position reports to the Regional Dean of the College of Medicine Peoria. Duties and Responsibilities Administrative Duties * Participate in strategic and institutional planning and decision-making committees such as Dean's Executive Committee and Dean's Advisory Council, Heads, Chairs, Associate Deans and Directors, and regional HR committees. * Serve as a strategic partner to leadership by aligning HR and faculty affairs functions with institutional goals. * Serve as the liaison between the three regional campuses for communication and planning of human resource needs and issues. * Regularly reviews all HR related policies, procedures and guidelines to help align the strategic goals of the campus to those of UIC. * Develops and monitors an annual budget that includes HR services, employee development, recruitment, retention and administration. * Defines all HR training needs and programs and assigns the responsibility of HR and managers within those programs. * Establishes an in-house employee training system that addresses training needs including training needs assessment, new employee orientation or onboarding, management development and measurement of training impact. Talent Acquisition and Compensation * Develop and implement workforce recruitment and retention strategies to meet organizational needs, including staff and faculty engagement. * Oversee faculty recruitment processes, including posting, search committees, candidate evaluations and hiring approvals. * Support orientation, onboarding, and mentoring programs for new faculty. * Assist HR Team and departments through promotion and tenure procedures, ensuring compliance with institutional and accreditation standards. * Oversee faculty affairs and civil service processes, including recruitment, appointment, promotion, and professional development of civil service and academic professionals. * Design, direct, and manage organizational development initiatives, including succession planning, workforce development, key employee retention, organizational design, and change management. * Champion a culture of inclusive excellence and belonging by embedding principles into HR strategies, policies and practices. * Maintain compliance with state, federal, and university regulations and reporting requirements. * Initiate and oversee any market analysis performed for the campus. Labor and Employee Relations * Collaborate with UIC labor relations and lead negotiations for all five unions on the Peoria campus. * Ensure compliance with civil service rules, university policies, and collective bargaining agreements. * Lead HR policy development, communication, and implementation across the campus. * Oversee all employee relations, performance management, and conflict resolution. * Oversee and support the performance improvement process with non-performing employees. * Responsible for providing oversight of leadership and department Head/Chair evaluations and feedback. * Oversee and review of employee appeals in collaboration with UIC Employee Relations department. Benefits Administration * Oversee all aspects of benefit administration such as leaves, insurance, employee assistance, time and attendance, fringe reporting, enrollment and offboarding and other supportive services. Minimum Qualifications * Bachelor's degree in business administration or field related with at least 7-10 years of human resource experience with 3-5 years in management or leadership role. * Strong understanding of employment laws, civil service hiring policies, public sector practice, union compensation, organizational planning, organizational development, employee relations, safety, training and development. * Excellent interpersonal and coaching skills * Proven communications (oral and written) skills along with strong facilitative skills plus the ability to lead teams. * Demonstrated ability to lead and develop FA and HR staff members. * Strong change management, strategic planning skills. * Resourceful leader with strong stakeholder engagement skills for collaborative problem solving. * Ability to build collaborative relationships across all levels of the organization. * Competence with HRIS systems and Microsoft Office Suite. Preferred Qualifications * Master's degree with 7-10 years of human resource experience, including five (5) years in higher education or health care. * Strong employee and public sector labor relations skills with experience in civil service and/or collective bargaining environments, faculty and administration. Join the University of Illinois College of Medicine Peoria (UICOMP), where education, research, and innovation thrive in the heart of Central Illinois. UICOMP is a regional campus of the University of Illinois College of Medicine and a vital part of the Peoria community, training more than 300 medical students and nearly 300 residents and fellows each year. With strong partnerships across major hospitals and clinics, UICOMP offers outstanding opportunities for collaboration, growth, and impact in healthcare and academic medicine. Peoria is a welcoming, vibrant community located along the Illinois River, offering the perfect balance of big-city amenities and small-town charm. As the largest city in Central Illinois, Peoria combines affordability, convenience, and cultural opportunities in a way few places can. To apply, please visit this job listing on the UIC Job Board at, ********************************************************************** scroll towards the bottom of the page and click, "Apply Now". You may be redirected to log into, or to create a new account. For fullest consideration please apply 11/7/2025. The budgeted salary range for the position is $90,000 to $160,000 per year. Salary is competitive and commensurate with qualifications and experience, while also considering internal equity. This position is intended to be eligible for benefits. This includes Health, Dental, Vision, Life Insurance, a Retirement Plan, Paid time Off, and Tuition waivers for employees and dependents. More information about employee benefits can be found at: ************************************************ Id=4292&page Id=2461262. The University of Illinois System is an equal opportunity employer, including but not limited to disability and/or veteran status, and complies with all applicable state and federal employment mandates. Please visit Required Employment Notices and Posters at Required Employment Notices and Posters to view our non-discrimination statement and find additional information about required background checks, sexual harassment/misconduct disclosures, and employment eligibility review through E-Verify. As an EOE/AA employer, the University of Illinois encourages applications from individuals regardless of an applicant's race, color, religion, sex, gender identity, sexual orientation, national origin, and Veteran or disability status. The University of Illinois conducts background checks on all job candidates upon acceptance of a contingent offer of employment. Background checks will be performed in compliance with the Fair Credit Reporting Act. The university provides accommodations to applicants and employees. Request an accommodation at Request an Accommodation.
$90k-160k yearly 54d ago