|Position Description:||Reporting to the Vice President, Human Resources (VPHR), this position is responsible for a variety of employee relations and employee engagement activities. Specifically, duties include providing support with employer compliance matters, sexual harassment training coordination and compliance; administering all levels of employee engagement performance touch points/trainings and evaluations for discrimination, harassment and retaliation (DHR) employee-on-employee cases and workplace employee relations/standards of conduct matters and will lead employee engagement activities and programs that enhance and improve the employee experience, employee morale and motivation. The incumbent will serve as a Human Resources Deputy IX Coordinator.|
• Bachelor’s degree from an accredited college or institution in HR, Psychology or related field or experience in Human Resources working in a similar capacity in combination with HR coursework
• At least three years of experience in employee relations, handling workplace matters
• Strong knowledge of employee relations and employee engagement practices, protocols, rules, i.e., performance evaluations, sexual harassment training, recognition programs, employee activities, investigation practices
• Working knowledge of labor and employment laws at the federal and state levels
• Strong computer skills, with proficiency in MS Office Suite and experience with an HRIS and/or databases
• Customer service-focused individual with excellent written and oral communication skills, detail-oriented, highly organized, able to balance priorities, manage time effectively, take initiative, reliable and resourceful
• Must be able to actively participate in an “all hands on deck” office to maximize resources in a fast-paced office environment
• Ability to work collaboratively, collegially, independently and as part of a team
• Must exercise good judgment and make informed decisions
• A commitment to diversity, and the ability to establish and maintain effective working relationships within ArtCenter’s diverse communities and with all levels of internal and external customers
• Ability to handle all information with tact and discretion and recognizes the confidential nature of ArtCenter HR business
• Master’s degree in Human Resources or Business from an accredited college or institution
• Prior work experience in higher education
• Experience with Ellucian, Cornerstone Suite or Docuware
• Certification as a Professional or Senior Professional in Human Resources (PHR/SPHR) or SHRM Certified Professional or Senior Certified Professional (SHRM-CP/SHRM-SCP) or Certified Investigator
Employee Relations/Engagement – 60%
• Provides objective advice and guidance, advice and recommendations to employees and department heads to help them settle work-related conflicts to ensure a positive work environment
• Works proactively and collaboratively with employees and department heads in carrying out their responsibilities on employee relations/employee engagement matters. Examples include following procedures for performance evaluations, performance management follow-up on Performance Improvement Plans (PIP); required learning and development, appropriate coaching and counseling methods for managers to administer to their employees
• Design and deliver creative training for employees, supervisors, and managers pertaining to employee relations and related compliance (e.g., training concerning policies, procedures, new hire orientation, and/or applicable state and federal legal requirements).
• Administers activities related to all employee engagement touch points and performance evaluations (entry interviews, introductory and annual evaluations, where applicable exit interviews,) to ensure completion; reviews for appropriate language; flags and addresses problem areas; ensures PIPs are completed and follow through on deadlines with managers
• Provides advice and counsel regarding leave administration, e.g., FMLA, CFRA, and compliance with the Americans with Disability Act and the requirements under this law, e.g., the interactive process
• Researches creative and innovative employee recognition opportunities and programs and makes recommendations while coaching and counseling management
• Administers the process for compliance with all mandated Sexual Harassment training; sends announcements, monitors completion and runs reports for required participants; informs supervisors of employees who are not in compliance; works with vendor to maintain training database and contract
• Researches and identifies other learning opportunities for management and makes recommendations for technical and soft skills development to enhance management effectiveness with their employees
• Researches and leads the College’s employee satisfaction survey activities; works with vendor; collects and analyzes data for management reporting; communication and action plans; and follow-up
• Researches, coordinates and leads employee engagement activities for faculty, staff and students, such as ice cream socials or other activities, for both campuses; participates in HR events such as HR’s Expo or other activities that involve the community coming together; makes recommendations for new employee programs and services that enhance and improve the employee experience
• Provides data analytics to tell the employee engagement story; turnover reports; entry interview data that might inform employee relations issues; trends and opportunities to enhance employee engagement and the employee experience; explores other subject matters to collect useful data
• Administers succession planning activities to include reports of workplace demographics; identifies potential position growth with department heads; meets with department heads to make recommendations; works with department heads to create career paths
• Organizes new hire cohort activities during the first year to establish another touch point for employee engagement, i.e., biannual reception or other activities; creates surveys to assess onboarding and engagement
• Completes the annual Affirmative Action Plan with support from the vendor from beginning to end, including data compilation and final report summary to the VPHR
• Works with Institutional Research in the compilation of the IPEDS report and other college reporting related to employee demographics and trends
• Oversees and maintain performance management and learning management system administration(Cornerstone)
DHR Investigations and other DHR and Title IX Activities – 35%
• Conducts employee-on-employee DHR intake and/or investigations; conducts intake and/or investigations for workplace employee relations conflicts/standards of conduct matters; completes process from intake to closure, including investigation reports and recommendations for corrective action, if applicable
• Serves as HR’s Deputy Title IX Coordinator and liaison to the President’s Office as it relates to Title IX cases; provides information requests documents to the Title IX Director; handles any cases deemed appropriate by the Title IX Director
• Participates, in partnership with the Title IX Director, in Title IX-related activities, including training requirements, employee education and outreach, campaigns, Task Force, policies, etc.
Marginal duties – 5%
• Maintains HR records and documents, personnel files (paper and electronic), including filing and appropriate disposition of all confidential and sensitive HR documents
• Assists in an “all hands on deck” small HR environment for HR activities, services and programs
• Other duties as assigned
Physical Demands and Working Environment
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
This is a full-time position with a schedule of Monday through Friday, 8:30 to 4:30 p.m. From time-to-time, it may be necessary to adjust these hours to accommodate workplace needs. Requires supervisor approval.
Environment: Work is performed primarily in a standard office setting with frequent interruptions and distractions; extended periods of time viewing computer monitor; interactions with other individuals. Due to the nature of the work environment, there is regular exposure to fumes, dust and noise.
Physical: The position is generally sedentary. Employees sit most of the time, but may move about or stand for brief periods of time. Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight.