Director of Human Resources

Working closely with the Executive Vice President – Finance & Operations, President, Cabinet, faculty, and staff, the Director provides leadership for employee relations, talent acquisition, performance management, compensation and benefits, HR policies and procedures, compliance, professional development, and organizational effectiveness.

The ideal candidate will bring a combination of strategic perspective, sound HR expertise, strong interpersonal skills, and a willingness to be actively engaged in the day-to-day work of a small institution. The Director will help create a workplace culture in which employees feel valued, supported, accountable, and connected to the College's mission.

Essential Responsibilities

Human Resources Leadership

• Serve as a senior HR advisor to college leadership, administrators, managers, faculty, and staff.
• Translate institutional priorities into effective HR strategies, programs, policies, and practices.
• Partner with the EVP and senior leaders on workforce planning and organizational development.
• Help establish consistent, transparent, and service-oriented HR practices across the College.
• Represent Human Resources on institutional committees and initiatives as assigned.

Employee Relations

• Provide guidance and coaching to managers and employees regarding workplace concerns, performance issues, conflict resolution, and employment practices.
• Investigate employee relations matters and recommend appropriate actions in consultation with college leadership and legal counsel when appropriate.
• Promote a positive, respectful, inclusive, and mission-centered workplace.
• Help managers develop effective approaches to communication, feedback, accountability, and employee development.
• Maintain appropriate confidentiality and documentation regarding sensitive personnel matters.

Talent Acquisition and Onboarding

• Lead or oversee recruitment processes for staff and administrative positions.
• Partner with hiring managers to develop position descriptions, recruitment strategies, interview processes, and selection criteria.
• Promote effective and equitable hiring practices.
• Strengthen onboarding and orientation programs to help new employees become engaged and productive members of the College community.
• Develop strategies that support employee retention and workforce stability.

Performance Management and Development

• Oversee and continuously improve the College's performance management processes.
• Support managers in establishing clear expectations and providing meaningful feedback.
• Develop and coordinate professional development and leadership-development opportunities.
• Help identify opportunities for employee growth, career development, and succession planning.
• Promote a culture of continuous learning and accountability.

Compensation and Benefits

• Assist with the administration and ongoing evaluation of compensation programs.
• Support periodic review of salaries, job classifications, and position responsibilities.
• Help oversee employee benefits programs and relationships with benefits providers.
• Communicate benefits information effectively and accurately to employees.
• Provide executive oversight and have ultimate accountability of the organization's payroll function, ensuring payroll is processed accurately, timely, and in compliance with applicable federal, state, and local laws, regulations, and organizational policies.

HR Compliance and Policy

• Help ensure compliance with applicable federal and Missouri employment laws and regulations.
• Maintain and periodically review employee handbooks, policies, procedures, and HR forms.
• Monitor regulatory developments and recommend policy or procedural changes when necessary.
• Maintain appropriate personnel records and documentation.
• Partner with legal counsel and College leadership on employment-related compliance and risk-management matters.

HR Operations and Systems

• Oversee effective day-to-day HR operations and customer service.
• Ensure HR processes and systems are accurate, efficient, and appropriately confidential.
• Maintain and improve HR information systems and reporting capabilities.
• Develop workforce reports and metrics to support institutional decision-making.
• Supervise, mentor, and develop HR staff as assigned.
• Assist in preparation and management of the Human Resources budget.

Requirements

• Bachelor's degree in human resources, business administration, organizational leadership, or a related field.
• At least seven years of progressively responsible human resources experience, including leadership or supervisory experience.
• Demonstrated experience in employee relations, recruitment, performance management, HR compliance, and HR operations.
• Working knowledge of federal and state employment laws and regulations.
• Excellent written, verbal, interpersonal, and organizational skills.
• Demonstrated ability to handle confidential and sensitive matters with discretion and sound judgment.
• Ability to build effective working relationships with employees at all levels of an organization.

Preferred

• Master's degree in human resources, business administration, higher education administration, organizational development, or a related field.
• SHRM-SCP, SPHR, or comparable professional certification.
• Experience working in higher education.
• Experience working in a small college, university, nonprofit, or other mission-driven organization.
• Experience administering faculty contracts.
• Experience with HRIS implementation or optimization.
• Experience with Paylocity, CBIZ Centrally HR, or similar payroll platforms.
• Experience with organizational change, leadership development, and employee-engagement initiatives.

Desired Leadership Characteristics

The successful candidate will be:

• Collaborative: Builds productive relationships across departments and organizational levels.
• Approachable: Creates an HR environment in which employees and managers feel comfortable seeking guidance.
• Strategic: Connects HR initiatives to institutional priorities and long-term organizational needs.
• Hands-on: Willing to personally engage in operational HR matters within a small-college environment.
• Solutions-oriented: Approaches complex employee and organizational issues thoughtfully and constructively.
• Trustworthy: Handles confidential information and sensitive situations with discretion and integrity.
• Mission-focused: Understands and appreciates the unique role of a women's college and its educational mission.
• Change-oriented: Can help the College evolve its policies, practices, and organizational culture in response to changing workforce needs.
• Service-minded: Views Human Resources as both a strategic partner and a resource for the campus community.