Director of Human Resources

Summary

The Director of Human Resources will serve as the sole HR leader and strategic partner for the Michigan School of Psychology. As a small, private graduate school this is a one-person office. The Director will be responsible for executing all administrative and strategic duties, including planning, development, implementation, and administration of all HR functions across the institution, ensuring alignment with MSP’s mission and full compliance with all relevant federal, state, and local employment laws.

Essential Duties & Responsibilities

HR Strategy and Compliance

• Develop, recommend, and implement institutional HR policies, procedures, and practices that align with federal, state, and local employment laws and regulations (e.g., ADA, FMLA, FLSA, EEO/Affirmative Action).
• Serve as the primary resource for interpreting HR policies, contractual provisions, and employment law for all employees and administration.
• Maintain accurate, complete, and secure employee records and files.
• Prepare and submit all required federal and state compliance reports and surveys.

Talent Acquisition and Onboarding

• Manage the full-cycle recruitment process for all faculty and staff positions, including posting, screening, coordinating search committees, and extending offers.
• Ensure all hiring practices promote diversity, equity, and inclusion and adhere to EEO guidelines.
• Administer the pre-employment process, including background checks and new hire paperwork.
• Develop and conduct comprehensive new hire orientation and onboarding/offboarding programs.

Compensation and Benefits Administration

• Administer and manage all employee benefit programs, including but not limited to health, dental, life insurance, and retirement plans; serve as the primary contact for benefit vendors.
• Oversee annual benefits open enrollment processes.
• Collaborate with the accounting agency to ensure accurate and timely payroll processing, including managing leave accruals, deductions, and contractual pay schedules.
• Conduct periodic compensation analysis to ensure the school's salary structure remains competitive and equitable.

Employee Relations and Development

• Advise and counsel employees and supervisors on performance management, disciplinary action, conflict resolution, and grievance procedures.
• Provide resources and assistance to employees and supervisors regarding FMLA, ADA, and EAP programs.
• Conduct internal investigations as necessary, ensuring a fair and consistent process.
• Develop and coordinate employee professional development and mandatory compliance training.
• Foster a positive, respectful, and productive work environment that promotes employee engagement and retention.

Administration and Reporting

• Develop, manage, and monitor the departmental budget to meet current and future needs ensuring that the department is delivering high quality services in the most cost-effective way.
• Coordinate the development and regular maintenance of all faculty and staff job descriptions.
• Process and track all employee status changes (promotions, transfers, terminations, etc.).
• Serve as the system administrator for the Human Resources Information System (HRIS).
• Respond to employment verification requests, Unemployment Insurance Agency claims, and requests for information.