Job
Description
Desired Skill Set: Strong knowledge of employment laws, HR technology, and best practices. Proven ability to develop and execute HR strategies at an executive level. Experience in managing complex employee relations issues. Strong interpersonal, negotiation, and communication skills. Ability to align HR initiatives with overall business goals. Oversee recruitment, retention, and workforce planning. Understand HR budgeting, forecasting, and cost management. Ensure adherence to labor laws and regulations Handle disputes, contracts, and policy enforcement. Qualifications: First Class Masters degree in Human Resources, Business Administration, Organizational Leadership, or its related field. 10+ years of progressive HR leadership experience, preferably in an educational institution. Preferred Qualifications: Certification such as Society for Human Resources Management (SHRM), Senior Professional in HR, or equivalent. Work Experience in higher education Institutions Familiarity with faculty contracts, tenure processes, and academic HR policies. Responsibilities 1. Strategic Leadership & Workforce Planning: Develop and implement HR strategies aligned with the institutions goals. Provide leadership in workforce planning, talent management, and succession planning. Collaborate with senior leadership to enhance organizational effectiveness. Promote a culture of excellence, diversity, equity, and inclusion. 2. Talent Acquisition & Retention: Oversee recruitment, onboarding, and retention strategies to attract and retain top talent. Develop innovative hiring practices to support faculty and staff recruitment. Implement policies for professional development and career progression. 3. Employee Relations & Engagement: Foster a positive and inclusive work environment. Develop programs to improve employee satisfaction and engagement. Mediate employee disputes and oversee conflict resolution strategies. Ensure compliance with labor laws, employment policies, and ethical standards. 4. Compensation & Benefits Management: Design competitive compensation and benefits structures. Conduct salary benchmarking and oversee payroll policies. Ensure compliance with federal, state, and local employment regulations. 5. HR Compliance & Risk Management: Ensure compliance with labor laws, accreditation requirements, and institutional policies. Manage HR-related risk, including employee grievances and legal matters. Develop policies that support ethical decision-making and workplace safety.
