Administrator II/Organizational Development & People Analytics
Requisition ID: req3199
Job Title: Administrator II/Organizational Development & People Analytics
Location: Columbus Campus
Employment Type: Administrator/Executive/Manager
Employment Status: Board Approved
Bargaining Unit: Non-Bargaining Unit
FLSA Status: Exempt
Compensation Type: Annual
Compensation: Commensurate with experience
Schedule: M-F, 8am-5pm; additional hours based on operational needs
For first consideration, please apply by Sunday, June 13, 2021.
The CollegeCommunity colleges are uniquely positioned to respond to workforce needs and make higher education an affordable reality. There has never been a better time to join a two-year college, and there’s no better place to do it than at Columbus State. A laser focus on student success and a partnership mindset have established Columbus State as a key talent provider in a thriving regional economy, and a premier community college that is changing the nation’s education and workforce landscapes.
With more than 46,000 students across two campuses, at several regional learning centers, and online, Columbus State is the nation’s only institution recognized as an Achieving the Dream (ATD) college, an AACC Guided Pathways institution, and a participant in The Right Signals Initiative through the Lumina Foundation. Columbus State employees at all levels benefit from an engaging, collaborative, and supportive culture that rewards innovation and vision. We provide competitive compensation, comprehensive benefits, and professional development opportunities. We are dedicated to ensuring that the diversity of Columbus State faculty and staff reflects that of our students and region. We are proud to be a central part of a community that embraces differences and celebrates the many cultures, beliefs, and lifestyles that define Central Ohio. The CityColumbus, Ohio is also home to The Ohio State University and more than 30 other colleges and universities as well as the headquarters of multiple Fortune 500 companies. Columbus is one of America’s fastest-growing cities, offering a wealth of cultural experiences, dining, entertainment, shopping opportunities, and more. That’s why Central Ohio residents find living here so fulfilling, both professionally and personally.Position SummaryThe OD & People Analytics Administrator performshighly responsible professional and supervisory work for the strategicleadership, design, coordination, and implementation of the College-wide,comprehensive training and employee development and People Analyticsoperations. The OD & People AdministratorAnalytics ensures the professional development and employee learning is alignedwith the College’s strategic plan and meets the College’s commitment toDiversity, Equity, and Inclusion. Thisposition leads a team of instructional designers, training deliveryprofessionals and analysts. This role serves as a consultant and technicalexpert to executive leadership in areas of responsibility providing strategicdirection in creating a learning and development philosophy to maximizeemployee engagement, development, and retention; continuously identifiesopportunities to create efficiencies and implement improvements. Ensures theemployees of the College receive training and development related to Diversity,Equity, and Inclusion. Serves as a key contact with consultants and vendorsregarding areas of responsibility. This role is responsible for benchmarkinggoals and setting expectations of assigned teams. This role will assumedepartment-wide responsibility and authority to act on behalf of the ExecutiveDirector of Human Resources when the Executive Director is not available.
Professionalism, Adaptability, Managing Work, ManagingRelationships, Continuous Improvement, ConflictResolution, Customer/Student/Employee Focus, Quality Orientation, Collaboration, ContinuousLearning, Leadership, Coaching, Communication, Valuing Differences, Aligning Performance for Success, BuildingOrganizational Talent, Building Partnerships, BuildingTalent, Coaching & Developing Others, CompellingCommunication
ESSENTIAL JOB FUNCTIONSOperational Leadership
Design, develop, direct, implement, coordinate, and lead the organization-widelearning and development activities and PeopleAnalytics operations and programming for the College, including contract developmentwith training providers, instructional design, development of activities insupport of the College’s vision and strategic imperatives; work force educationtop to bottom,establishment of concrete communication channels; development ofcross-functional work teams and task forces, as needed. Counsels employees concerning local and nationaltraining and development opportunities in their career areas. Assists managersand supervisors with staff development plans; coaches people leaders indevelopmental areas as needed. Serves asProject Manager for organizational training initiatives (e.g., Career Mapping,Leadership Series and Academies, including emerging leaders development, leadershipdevelopment for front line supervisors, and Diversity, Equity and Inclusiontraining series for all employees within the College).
Directsthe design, development, and implementation of a Performance Management Processcompatible with the College’s vision and strategic plan, including individualperformance standards and organization-focused development. Advises managersand employees regarding means for resolving issues affecting job performance.Manages the problem-solving process.
Directsthe design, development, and implementation of the Learning Management (LMS)portion of the Human Resources Information System (HRIS) compatible with theCollege’s vision and strategic plan.
Designs, develops, and implements organization-wide continuousimprovement efforts and assists in the development and monitoring of actionplans for integrating results with the College’s vision, core values, and thestrategic plan.
Solicits, analyzes, and produces data and reportingfor benchmarking and success. Tracks allactivities, evaluates effectiveness, and makes recommendations for improvement.
Serves as secondary executive-level leader forentire HR Department; is a trusted partner to the Executive Director of HR withdecisions regarding performance and development initiatives and issues;partners with Manager of Talent Acquisition and HR Operations to collaborateregarding employee experience initiatives; provides recommendation and guidanceto the lead for ERG programs to help further their development.
Supervises assigned area of responsibility andstaff by recruiting, hiring, assigning, and delegating tasks, providingdirection, resolving work problems, communicating job expectations, trainingemployees, and developing professional growth opportunities.
Conducts annual employee evaluations, providesongoing feedback and coaching, and effectively recommends pay increases,promotions, and other personnel actions. Approves leaves and authorizesovertime as appropriate. Administersdisciplinary actions upon approval and in collaboration with Human Resourcespartners. Interprets, explains,carries out and enforces the College's policies.
Analytics & Reporting
Engages with partners to understand anddefine modeling and analytic requirements and translate business problems intoquestions that data science can answer. Uses impactful visuals, narratives, andstorytelling to develop compelling presentations for technical andnon-technical partners that describe models or provide insights about theimpact of the College’s initiatives related to employees and Human Resources(HR).
Completes monthly, quarterly, and ad-hoc HRreporting and data analysis. Designs and implements the HR roadmap for reportingand analytics to provide the business and HR operational, strategic, andtactical metrics for the College. Determines the strategy to evolve People Analyticsmaturity level from descriptive to diagnostic reporting, predictive analyticsto proscriptive outcomes.
Customer Service & Communication
Preparesrecommendations and effective employee communication strategies regarding allareas of responsibility, to include options that focus on quality of life for employeesand support the recruitment and retention of a high-quality workforce. Collaboratesclosely with Talent Acquisition, Employee Relations, and other key Collegedepartments.
Vendor Management & Best Practices
Serves as the key contact with consultants andvendors on various matters such as training delivery.
Researches best practices related to all areasof responsibility. Formulates innovative plan recommendations.
Diversity, Equity & InclusionDevelops and maintains strategic partnerships withdiverse groups and communities. Partnersstrategically with Talent Acquisition to ensure the best Diversity, Equity& Inclusion practices are utilized in hiring that results in the hiring andretention of a diverse faculty and staff. Helps to ensure the College meets its responsibilities in identifyingproblem areas and systemic concerns while reporting complaints allegingdiscrimination. Takes responsibility forcreating a welcoming, inclusive, and productive work environment whereemployees feel valued and able to contribute to their full potential,regardless of their differences. Assistswith conducting workforce analytics to identify potential inhibitors of aworkplace environment that is diverse, equitable, and inclusive.
Other Duties & ResponsibilitiesAttends all required department meetings and training. Hours may include evenings and Saturdays and a varyingschedule as required based on operation need. Manages multiple assignments of varying complexity and meetstight timelines and deadlines, with the ability to adapt to changing needs ofthe College and business partners. Ensures College name and image is perceived positively byexternal as well as internal audience/stakeholders. Fosters and maintains a safeenvironment of respect and inclusion for faculty, staff, students, and membersof the community.
Usual Physical RequirementsReasonable accommodations may be made to enableindividuals with disabilities to perform the essential job functions describedin this position description. Whileperforming duties of this job, the employee regularly exhibits digitaldexterity when entering data into computer. The employee frequently sits for periods of time, stands, andwalks. Employee converses verbally ormanually with others in person as well as by telephone. Vision demands include close, relativelydetailed vision when focusing on computer screen. Employee occasionally lifts up to 10 pounds.
Working ConditionsTypical officeand classroom environment. Regular exposure to moderate noise typical tobusiness offices.
Knowledge, Skills and Abilities:
Knowledge of: professionaldevelopment and training theories, development, delivery and management oftraining and development services, concepts and practices with the ability toapply in complex, difficult and/or unprecedented situations as it pertains tothe departmental focus; data analysis and reporting; vendor selection throughrequest for proposal processes; federal, state, and other relevant laws andregulations related to training, employment and discrimination; management andleadership practices.
Skill in: interpersonalrelationships and communication; problem solving; attention to detail;maintaining documentation and records; verbal and written communications; presentationsto all levels of employees within the organization; ability to develop andcomplete training needs assessments and develop training curriculum for alllevels of employees; maintaining good public relations; customer service;operating general office equipment; general typing; application of job softwareprograms and applications, and standard office practices and procedures;interpreting and implementing federal, state and common policies andprocedures.
Ability to: effectively communicate and work with persons ofvarying cultures and backgrounds; work independently; navigate complex andmultifaceted institutions/organizations; demonstrating initiative; develop andmaintain effective working relationships with associates, supervisors, jobcontacts and general public; actively listen and provide empathetic support;demonstrate flexibility; exhibit a pleasant telephone manner; answer routineinquires; maintain confidentiality of employee and student files and othersensitive information; maintain accurate and complete work records; planning,scheduling and organization work
Minimum Qualifications: Bachelor's Degree in humanresources management or a related field. Seven (7) years ofexperience in training and development, change management and/or performancemanagement or other related field. Minimum five (5) years must be leading and managing a team in suchfunction. Must have knowledge of allaspects of Human Resources. Technical Trainer (CTT+) certification required. Anappropriate combination of education, training, coursework and experience mayqualify a candidate.