The Director of Human Resources provides leadership and direction for the day-to-day operations and strategic execution of the institution's Human Resources function. Working with the Senior Vice President of Administration and executive leadership, the Director leads HR programs, services, policies, and practices that support institutional priorities, employee engagement, organizational effectiveness, and compliance.
The Director oversees key HR functions, including employee relations, recruitment and onboarding, benefits, compensation, HR data, performance management, policy administration, and compliance. The Director supervises HR managers and professional staff and serves as a trusted advisor to administrators, managers, supervisors, and executive leadership on complex HR and organizational matters.
PRINCIPAL ACCOUNTABILITIES
Strategic HR Leadership
- Partner with the Senior Vice President of Administration and executive leadership to translate institutional priorities into effective HR strategies, programs, and initiatives
- Lead the day-to-day operations and continuous improvement of Human Resources programs, services, policies, procedures, and technology
- Serve as a senior HR advisor on complex organizational, employee, and workforce matters.
- Use HR metrics, workforce data, benchmarking, and emerging trends to inform decisions and recommend solutions
- Manage departmental budget development, financial planning, and expense forecasting
- Promote employee engagement, accountability, professional development, and organizational effectiveness
HR Team Leadership and Supervision
- Supervise HR managers and professional staff, providing leadership, coaching, mentoring, and professional development
- Empower managers and staff through effective delegation, trust, and clear expectations while maintaining accountability for outcomes
- Set performance expectations and provides ongoing feedback and performance management
- Build a high-performing, service-oriented HR team through collaboration, professional development, succession planning, and accountability
- Identify opportunities to improve HR processes, service delivery, and operational efficiency through data analysis, technology, and continuous improvement practices
- Ensure consistent application of institutional policies, procedures, and applicable employment laws
Recruitment, Talent Acquisition, and Onboarding
- Lead institution-wide recruitment, selection, and onboarding programs and practices
- Partner with hiring managers and leadership to develop effective strategies to attract and retain qualified talent
- Ensure recruitment and selection practices comply with applicable laws, EEO requirements, and institutional policies
- Use recruitment metrics and workforce trends to improve candidate experience, retention, and workforce diversity
- Provide guidance on complex recruitment, selection, hiring, and onboarding matters
Employee Relations and Organizational Effectiveness
- Provide expert guidance on employee relations, performance management, workplace concerns, conflict resolution, disciplinary actions, and terminations
- Lead complex employee relations matters and internal investigations
- Coach leaders in performance management, conflict resolution, employee engagement, and workplace communication
- Ensure employee relations practices are equitable, well-documented, and compliant with institutional policies and applicable laws
- Lead the annual performance appraisal process and recommends improvements to strengthen accountability and employee development
- Partner with leadership to address organizational challenges and improve employee effectiveness, engagement, and retention
Compensation, Classification, and HR Data
- Lead compensation, classification, job evaluation, salary structure, and benchmarking programs
- Ensure compensation practices are equitable, competitive, internally consistent, and aligned with institutional priorities
- Oversee HR reporting, workforce data, dashboards, and analytics to support institutional decision-making
- Lead the review and maintenance of job descriptions, classifications, and organizational structures
- Use external market data and higher education practices to inform compensation and classification recommendations
Benefits and Leave Administration
- Provide leadership and oversight for employee benefits and leave programs, including medical, dental, vision, COBRA, FMLA, disability, wellness, HSA, and FSA programs
- Ensure benefits administration is compliant, effective, financially responsible, and responsive to employee needs
- Partner with benefits staff, vendors, and institutional leadership to evaluate programs and identify opportunities for improvement
- Provide guidance on complex benefits, leave, and accommodation matters
Compliance and Risk Management
- Maintain current knowledge of federal and state employment laws and regulations and ensures HR practices remain compliant
- Provide leadership in the development, review, and revision of HR policies and procedures
- Partner with legal counsel and institutional leadership on complex employment matters and organizational risk
- Ensure appropriate documentation, confidentiality, and risk mitigation in sensitive employee and organizational matters
EDUCATION/EXPERIENCE
- Minimum of a bachelor's degree in human resource management, business administration, organizational development, higher education administration, or a related field required; master's degree preferred
- Professional Human Resources certification (SHRM-SCP, SPHR, or equivalent certification) preferred
- Minimum of eight (8) years of progressively responsible Human Resources experience required
- Minimum of five (5) years of progressive leadership or management experience, including supervision of professional-level HR employees
- Higher education experience strongly preferred
- Demonstrated experience leading multiple HR functions, such as employee relations, recruitment, benefits, compensation, performance management, compliance, HRIS, or HR operations required
- Demonstrated experience advising administrators and managers on complex HR and organizational matters required
- Demonstrated experience developing and implementing institution-wide HR programs, policies, procedures, and strategic initiatives required
Sinclair Community College is strongly committed to a policy of equal opportunity in its employment practices, educational programs and activities and the many services it offers to the community. The College does not discriminate against applicants, employees, or students on the basis of race, color, creed, religion, age, sex, sexual orientation, gender identity, marital status, veteran status, national origin, ancestry, citizenship, or disability.
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