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Associate Director of Human Resources

Rose-Hulman Institute of Technology
Terre Haute, Indiana

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Summary: The Associate Director of Human Resources primary functions are to coordinate HR policies and programs with an emphasis on employee relations and talent management. Management of employee relations portfolio includes Title IX, Title VII, and all compliance-related investigations or questions. This position also helps manage and coach difficult conversations between employees and supervisors and conducts training across campus. The talent acquisition manager reports to the position and the Associate Director will act as a backup to recruitment and onboarding strategies for a diverse faculty and staff workforce. This position reports to the Director of Human Resources. The position works closely with the director in developing, implementing, and evaluating ongoing HR strategies, policies, programs, functions, and activities. The position may also lead or participate in various campus-wide committees.

Essential Duties and Responsibilities: include the following. Other duties may be assigned.

  • Supervision and backup of the Talent Acquisition HR Generalist in planning and directing the talent acquisition activities that result in the hiring and onboarding of a diverse workforce. Help develop and implement strategies and programs that are effective and market competitive in our staffing efforts.
  • Manages all employee relations work and inquires, operates as a subject matter expert regarding employee relations issues such as Title VII, ADA, ADAAA, ADEA, Title IX, and other Rose-Hulman Institute policy violations for all levels of personnel within the organization, and manages and resolves highly confidential and complex employee relations issues
  • Initiate a proactive, strategic approach to employee relations by identifying and analyzing ER data/metrics for themes, trends, and root cause identification. Share findings with key partners in order to develop and deliver an integrated plan that links to the organization and people strategies, helping to advance the deliverables and priorities of the Institution.
  • The position requires managing multiple cases and high-level duties simultaneously while prioritizing the most urgent needs
    Identify, develop, implement, and sustain risk mitigation strategies with appropriate partners and stakeholders.
    Conduct timely, objective, and thorough internal investigations including but not limited to allegations of harassment, discrimination, accommodation, and retaliation, and prepare all required documentation.
  • Maintain detailed and accurate accounts of investigations with timely memorialization of the notes and supporting documents into the case management system.
  • Uses sound judgment to mitigate risk and weighs the importance and validity of information to form fact-based opinions and recommendations.
  • Escalates cases and complaints to the HR Director or Vice President department and/or College leadership as appropriate.
  • Works closely with external legal counsel to review/conduct investigations, ensures compliance with legal requirements and determines appropriate steps.
  • Operates as a subject matter expert regarding employment law and regulations, and Rose-Hulman Institute of policy content.
  • Creates and implements new policies and/or updates current policies as needed to adapt to the changing needs and best practices of the organization.
  • Ensures employees and departments adhere to institute policies as well as state and federal legislation and guidelines.
  • Assesses and addresses potential discrimination policy violation(s).
  • Promote knowledge, understanding, and compliance with regard to Institute policy and relevant employment laws through coaching, presentations, and training.
  • Collaborates with the Student Affairs Title IX Coordinator and the Office of Student Affairs on investigations regarding specific policy violations.
  • Supports the Case Manager in handling ADA/accommodation requests, including guiding employees and departments through the ADA interactive process, assessing the reasonableness and undue financial burden of requests, and providing advice related to the implementation of approved accommodations.
  • Collaborates with department leadership to provide guidance and direction as it relates to:
  •  Providing advice and guidance to department leadership on interpreting and application of policies,     addressing employee performance and interpersonal conflict issues, and managing complex situations
  • Training, guidance, and feedback sessions regarding progressive discipline including misconduct
  • Formal complaints against faculty and staff grievance process
  • ADA interactive process/Fitness for duty evaluations
  • Terminations, resignations, exit interviews, and reductions in force
  • Builds and maintains relationships with department leadership and Employee Relations Committee

Supervisory Responsibilities: Directly supervises the Talent Acquisition HR Generalist. Is responsible for the overall direction, coordination, and evaluation of this position. Carries out supervisory responsibilities in accordance with the Institute's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Required Qualifications

  • Minimum of 5 to 7 years of progressive HR experience. To include experience as a direct supervisor, talent acquisition and recruitment, managing or investigating employee relations or Title IX reports. A combination of supervisory and HR Generalist experience will also be considered.
  • Ability to engage in building strong, inclusive, collaborative, and healthy working relationships to integrate ER work into other scopes.
  • Has heightened self-awareness / emotional intelligence.
  • Ability to remain calm and professional under stress and during emotionally-difficult employee matters.
  • Strong persuasion and conflict resolution skills.
  • Strong written and verbal communication skills with the ability to influence and communicate effectively at all levels of the organization.
  • Ability to work independently and be part of a team environment while developing highly effective and valued professional relationships with peers, colleagues, and cross-functional teams.
  • Ability to handle highly sensitive and confidential situations with objectivity, candor, and confidence.

Preferred Qualifications

  • Strategic thinker, with demonstrated experience translating strategic goals/concepts into action plans and implementing initiatives at an operational level.
  • Ability to analyze data, trends, and insights to identify the root cause of the event.
  • Analytical, reporting, and presentation skills are required; must be able to confidently make recommendations to senior business leaders or HR/DI partners for improved employee relations and business results based on data and findings.
  • Broad knowledge of employee relations, complex workplace investigations, federal and state laws /regulations (including but not limited to Title VII, ADEA, ADA, ADAAA and FMLA).
  • Ability to manage competing, high-priority demands; prioritizing workload, managing projects, and multiple responsibilities against strict deadlines.

Required Education and/or Experience: Bachelor's degree in human resources or related field required; Master’s degree preferred.

Certificates, Licenses, Registrations: PHR, SPHR, SHRM-SCP, or SHRM-CP preferred

Applications: Only online applications/resumes will be accepted at: until the position is filled. Contact Human Resources at 812-877-8176 for questions. EEO/AA 

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