Executive Director of Human Resources

Primary Purpose of the Organizational Unit

The Department of Human Resources commits to the creation of a collaborative and responsive university by attracting, retaining, and developing a community of talented individuals in support of the university’s mission. The Department is dedicated to providing state-of-the-art employee services including talent management, professional development and organizational capacity, compensation, employee benefits, wellness and work/life balance, rewards and recognition, records management, employee relations, and human resource information systems that promote innovation and creativity. The Department Human Resources is responsible for the core HR functions for the approximately 3,500 employees at the University including administrators, faculty, professional staff, and non-exempt employees.

Position Summary

The Executive Director of Human Resources provides key oversight, responsibility and management of the Employee Relations, Equal Employment Opportunity, and Learning and Organizational Development. The Executive Director will be responsible for leading the university’s efforts to provide strategic direction, critical oversight and management of the functional areas, as well as serve as Senior HR Business Partner in providing strategy, advice, and guidance to senior leaders including Deans, Schools, Colleges, and central administrative leaders. This role requires the Executive Director to be fully cognizant of how to provide counsel to the most senior leaders in a complex and challenging environment across the full range of employee matters, and be conversant in the most up to date best practices in employee relations, organizational development, workforce planning, performance management, classification and compensation, delivery of services and support in all functional areas of Human Resources. The incumbent will serve as a resource for other HR Managers in resolving issues, facilitating interactions, and developing and implementing policies and procedures. Primary responsibilities include supporting the planning and execution of human capital plans; executing on talent management strategies, and programs; consulting on business leadership team effectiveness; executive coaching and leadership development processes; support of employee engagement and culture work; serving as an HR liaison between departments and other HR staff; employee relations support, and overseeing the investigation and resolution of employee complaints including the response to third party complaints (i.e., EEOC charges). The Executive Director will manage the Director of Learning and Organizational Development, two HR Business Partners (HR Consultants), who will focus primarily in the areas of people strategy and organizational effectiveness, change leadership and coaching, and management level employee relations support; one investigator (HR Consultant) responsible for investigating employee complaints, one employee relations specialist for administrative and technical support (Human Resource Specialist).

Minimum Qualifications

• A Bachelor’s or Master’s Degree in Human Resources Management, Business Administration, or related field and a minimum of 6-8 years of progressively responsible experience related to organizational development, workforce planning, employee relations, and EEO compliance.
• Knowledge of HR functional areas including Benefits, Human Resource Information Systems, Talent Acquisition and Classification and Compensation.
• Experience working with HR data and an ability to provide analytical reporting to support data driven decisions.
• Previous supervisory experience.
• Strong critical thinking, decision making, interpersonal, organizational, communication and writing skills, with the ability to effectively present information to senior levels of leadership is necessary.
• Ability to work collaboratively and effectively with a wide range of constituencies and a varied community. Must have the ability to interpret and act on policies and procedures, develop and implement policies and procedures for the university.
• Must be self-motivated, must be able to multi-task and handle confidential material In a professional manner.

Preferred Qualifications

• Experience with workplace mediation is preferred.

Key Responsibility: Organizational Performance Management (25%)

• Supervise the Organizational Learning and Development Manager, ensuring development of programming designed to increase the leadership potential and skillsets of current employees. Develop and implement strategic plans with university leadership enabling the achievement of business objectives though talent management. Design, develop, and guide efforts to improve business performance to support the achievement of organizational objectives through integrated HR strategic plans across assigned areas. Consult with supervisors and managers to determine strategies to meet changing business and talent needs. Develop and lead the implementation of HR programs, policies and processes with managers and client group(s) including workforce planning, talent acquisition and management, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning. Communicate organizational culture, policies and procedures, tools and resources to colleagues and internal clients. Partner with executives and senior management to develop and drive strategic workforce plans, with clear, actionable steps, that optimize the organization’s talent, structure, process and culture. Collaborate with business leaders, ensure focus on results and outcomes of the business, understand the organization’s strategy and goals, and translate those goals into actionable HR objectives in support of the business strategy. Provide information, analysis and consultation with department leaders to make data driven human capital decisions about their organizations; leverage HR and business metrics to analyze and identify staff issues, talent needs, and trends. Collaborate with other HR team members on departmental and cross functional initiatives.

Key Responsibility: Direct and Manage Employee Relations Activities (25%)

• Effectively manage a team of HR Business Partners in the daily operation of collaborating with client groups and HR teams to develop and deliver effective human capital programs and policies and practices that align with business objectives, specifically in the area of employee relations, performance management and organizational effectiveness. Manage the organization’s employee relations programs, policies and procedures. Develop and oversee organizational employee relations strategies, working closing with leaders to drive a collaborative effort to engage the workforce and implement the best HR practices. Consult with leaders and legal counsel on employee relations issues including investigating, coaching, advising and reporting when necessary. Review and approve, in consultation with the AVC of Human Resources and the Office of General Counsel, all employee disciplinary actions, specialized leave actions and separations of employment. Effectively ensure that grievance procedures are implemented in accordance with state and university regulations in a timely manner. Provide training, coaching and collaboration with business leaders in employee coaching and development, team building, performance management and talent planning; assist leaders with development plans for teams and employees. Monitor client group environment and the employee experience and report out on trends. Conduct service quality audits to ensure service levels are met.

Key Responsibility: Manage EEO Compliance (20%)

• Supervise EEO investigator. Interpret, analyze and advise on the apolication of EEO laws and regulations. Develop and implement policies and processes on reporting, investigating and resolving complaints. Develop and implement policies and processes regarding employee accommodations requested with respect to the Americans with Disabilities Act Amendments Act. Oversee investigations and collaborate with the Office of General Counsel, client, and reporting party on resolution. Ensure compliance with federal and state laws, executive orders, and University policies and procedures in regards to employment, harassment and discrimination. Lead and coordinate the University’s response to external complaints (EEOC, OCR, etc.) initiated by staff employees and assist in other complaints as needed. Ensure grievance committees are staffed and trained. Monitor and report on the status of complaints. Oversee and facilitate EEODF training.

Key Responsibility: Training and Outreach (5%)

• Serve on cross functional committees such as the Accessibility Committee, search committees, committees related to compliance, etc. as needed. Provide educational opportunities for the campus community as a subject matter expert in areas of performance management, employee relations, organizational design, EEO compliance, etc.

Key Responsibility: Provide support as deputy HR Director (25%)

• Serve as a resource to the other HR functional areas (Benefits, Talent Acquisition, HRIS, HR Operations, Classification and Compensation) providing assistance with the resolution of issues and situations that deviate from the norm. Such situations may involve a high level of research and analysis, assistance from the General Counsel’s office, facilitated conversations with employees and/or leadership, etc. Support may require creating an action plan and following up to ensure issues are resolved timely and within university, state, federal or other regulatory policies. Attend meetings on behalf of the AVC for Human Resources and be prepared to make HR decisions. Develop policies and procedures for the UNCG campus and revise UNCG policies when needed to be consistent with UNC System and Office of State Human Resource policies