Executive Director of Employee Experience and Success

Classified

Non-Faculty

8

1

Office Of Human Resources

The Executive Director of Employee Experience and Success creates processes and implements programs that span across the employee lifecycle (strategic recruitment initiatives, onboarding, employee relations, performance management, retention, engagement, and off boarding).

Bachelor’s degree and related experience required. Advanced degree preferred. Must have experience with performance management and code of conduct policy administration.

Prefer seven years relevant work experience with progressively complex leadership roles. Experience in a higher education work environment is beneficial but not required.

Knowledge of Federal, state, and local regulations as they pertain to employment practices and compliance.

Must be a strategic thinker who can execute and manage projects across departments and divisions. Demonstrated business acumen with the ability to influence partners at all levels of the organization.

Experience leveraging HR metrics and data to inform initiatives. Ideally candidates will have experience implementing core HR technologies such as Absorb LMS, PeopleAdmin, and Articulate Storyline. Experience with Banner is a plus.

Experience with all levels of employee development and leadership programs from development, administration, planning and evaluation is required.

SHRM or HRCI certification is a plus.

Strong working knowledge of MS Office and related presentation software is required.

Candidates with an equivalent combination of experience and/or education are encouraged to apply.

Strong analytical, interpersonal, organizational, time management, and attention to detail is required. Excellent oral and written communication skills, including the ability to synthesize information into cogent and logical reports.

Must be able to establish and maintain effective working relationships with campus colleagues and external consultants. Must possess strong presentation skills.

Must be creative and have the ability to design and present training and development programs for large and small groups and on a wide range of topics from managerial to technical.

Ability to maintain confidentiality, tact, and diplomacy. Ability to translate robust topics and data into clear and concise recommendations.

Specific knowledge and experience implementing DEI initiatives. Specialized expertise in employee development, talent acquisition and retention, and employee experience programs (e.g., employee relations, performance management, engagement, etc.).

May be asked to occasionally travel off-site, overnight or to make presentations/facilitate retreats in a wide range of venues.

Please submit a cover letter which explains your interest in this leadership role along with how your experience aligns with the position.

Please complete the application to include all current and previous work history and education. A resume will not be accepted nor reviewed to determine if an applicant has met the qualifications for the position.

*Salary is commensurate with education/experience which exceeds the minimum requirements.Offers of employment are contingent upon a successful background check.
All applications must be submitted online https://jobs.cofc.edu.

Initial review of applications will take place on November 30th, but the position will remain open until it is filled.

*$63,708 - $90,000

11/16/2022

Yes

2022215

The College of Charleston is an Affirmative Action/Equal Opportunity employer and does not discriminate against any individual or group on the basis of gender, sexual orientation, gender identity or expression, age, race, color, religion, national origin, veteran status, genetic information, or disability.

https://jobs.cofc.edu/postings/13112

1. Build and implement clear initiatives that enhance the employee experience in furtherance of the College’s Strategic Plan: Pillar Three Employee Experience and Success. Supervises programs related to the employee lifecycle from onboarding to off-boarding, including performance reviews and learning and development. Brings the College’s mission, vision and core values to life throughout the employee life cycle. Plans, develops, and delivers online and in-person employee training and organizational development programs on a wide range of topics, to include but not limited to supervisory and managerial, leadership, compliance, customer service and technical procedures and processes. Collaborates with departmental leadership across campus to identify needs and to develop necessary ad-hoc workshops and comprehensive curriculum. Works closely with the Equal Opportunity Compliance and Employee Success Officer regarding employee relations matters and conducts related training, coaching, and communications, as needed. Leads informal resolution proceedings. Works with departments to develop customized training courses, team building experiences, and retreat agendas. Facilitates and manages all aspects of custom team building and professional development workshops. Determines when subject matter requires a consultant or professional resource from on or off-campus. Identifies experts and coordinates programs to be presented. Supervises consultants, both internal and external, brought in to conduct specialized training.

Essential

35

2. Manages the College’s employee learning management system (CougarED-LMS). Creates, develops, maintains and ensures delivery of e-learning courses on a variety of topics using e-learning development software. Assigns courses, monitors completions, and troubleshoots issues as appropriate. Coordinates with subject matter experts to facilitate the development and implementation of e-learning content for training provided by other departments. Creates and provides LMS training reports and updates on a quarterly basis and as requested. Works closely with IT, vendors and others to maintain the LMS and assigns/removes roles and security permissions within the system as needed. Continually assesses and evaluates program effectiveness and recommends and implements improvements. Researches and recommends new training programs and e-learning content providers for inclusion in the LMS. Orders or develops training materials, brochures, and quick guides. Manages training budget ensuring compliance with all College, State and Federal financial guidelines. Works to ensure that expenditures are cost-effective and within budget.

Essential

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3. Directs the new employee orientation and on-boarding processes and ensures assignment and completion of all tasks and training requirements. Coordinates with supervisors, facilitators, and HR department to maximize the experience and retention of new employees. Surveys new employees to get feedback for enhancements of the program. Creates and provides new employee feedback reports and updates on a quarterly basis and as requested. Assesses, develops, recommends and implements changes to orientation and on-boarding program as needed. Provides one-on-one coaching and mentoring, as needed, to help ensure newly-hired and newly-promoted supervisors are successful in their role.

Conducts research and analysis of organizational trends including metrics from PeopleAdmin, the College’s recruitment and performance management system. Responsible for analyzing recruitment and retention data and making strategic recommendations to attract and retain talent. Responsible for implementing employee engagement processes, reporting on key findings, and creating employee engagement initiatives based on the relevant data.

Maintains strong relationships with campus leaders and the Staff Advisory Committee to the President to implement employee initiatives that foster a climate of inclusion, diversity, and respect.

Essential

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4. Collaborates in various Human Resources initiatives and participates on a wide variety of campus committees. Makes recommendations and assists in the implementation of innovative processes and procedures to enhance the employee experience and success. Participates in HR strategic planning and annual assessment activities. Leads or participates in employee learning and development strategic planning initiatives related to the College’s strategic plan. Leads initiatives and assesses results to ensure goals are established and met for recruitment, retention, engagement, and development of employees.

Essential

10

5. Responsible for the performance review process for employees, including the administration of the employee performance management system (EPMS), performance review communications, reporting, and execution of the performance review process. Responsible for the employee assistance program (EAP) and leveraging the EAP services and data to guide employee experience initiatives. Collaborates with and assists the Associate Vice President of Human Resources and other HR partners on matters related to employee relations. Manages employee experience programs and processes including the Cistern Standard which is an employee recognition program that provides a way for the College to recognize employees who embody behaviors in accordance with our core values.

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6. Oversees the administration of the College’s employee tuition assistance (ETAP) program for permanent employees taking for-credit courses at the College. Ensures program requirements are met; monitors progress and makes recommendations to enhance the effectiveness of the program. Ensures timely coordination with Admissions, Financial Aid, Budget/Treasurer’s Office.

Essential

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