Position Description Cover Sheet

Transcription

1 Position Description Cover Sheet In order to make an objective and accurate evaluation of a position, it is very important that the position description (PD) contain specific data. Therefore, please provide all information requested and forward this form through the division dean to the Human Resources Office for classification. Title: Senior Human Resources Generalist (Director Level) Division/department: HRD Campus: Supports all Campuses Check one: New PD Revised PD: X No changes to PD Please identify any similar positions already established within the department: Is this a Director-Level position? Yes: X No Reports to Date (Signature) Title of Position Reported to Approval (Signature - Second-Level Supervisor) Approval (Signature Vice President or President) Date Date Account code(s) Work schedule: Full-time; Eligible for flexible scheduling and alternate work schedules FOR HUMAN RESOURCES DEPARTMENT USE: Position number: 5124 Statistical group: Grade DIR29_ Exempt / Non-exempt Date: March 2018 Requires Financial Disclosure Statement: YES If the employee s primary position is EXEMPT, there are no limitations for working in a secondary position. If the primary position is NON-EXEMPT, the following rules apply: 1. The employee cannot hold credit or credit-free part-time faculty positions unless a special exception is made by the division VP. 2. The employee must record the total combined hours worked on the system-generated time sheet which is distributed each pay period. The employee is responsible for obtaining the signatures of both supervisors on this time sheet. 3. The employee's total combined hours worked for all positions should not exceed 40 hours in a workweek.

2 POSITION DESCRIPTION FOR: Senior Human Resources Generalist (Director Level) POSITION GRADE: DIR29 FLSA STATUS: EXEMPT Position Summary: The incumbent in this serves as a subject matter expert (SME) on the college s compensation/classification, benefits and retirement programs. This position will provide strategic direction of the compensation and benefits programs to assist the college in its mission of being an Employer of Choice. This role will act as a consultant and partner to employees and senior leadership in assigned business units. Thus, the incumbent must have a thorough understanding of multiple HR roles such as employee relations, compensation, benefits, training, leadership development, and performance management. The Director will be responsible for and have significant autonomy in designing competitive compensation and benefits programs, job analyses and evaluations, employee recognition and wellness programs, benefit educational programs and pre-retirement counseling. The Director will be recognized as the subject matter expert in benefits and compensation practices. The compensation function will provide the college with a solid compensation system to include a thorough understanding and philosophy of salary administration, job analysis and compensation best practices. Work is performed under minimal supervision with extensive latitude for the use of initiative and independent judgment. This position reports to the Associate Vice President, Human Resources. Core Responsibilities: Prioritize tasks and responsibilities and summarize them below. Essential job functions are the basic job duties that must be performed with or without reasonable accommodation and are designated with an (E). 35% Benefits Administration A. (E) Continually conducts strategic analyses of current programs and makes recommendations to Executive Director/Associate VP. B. (E) Develops strategic benefits direction and manages the employee benefits programs (including health, dental and vision insurance, dependent care and medical flexible spending accounts, life and disability insurance, employee assistance program, employee recognition and retirement) using best practices. Develops and prepares RFPs to send out benefits programs for bids. Evaluates the RFP responses and makes recommendations to the Executive Director/Associate VP. Must plan at least one year in advance. C. (E) Responsible for keeping abreast of trends and developments in the area of employee benefits and recommending the nature and timing of benefit plan improvements including non-monetary rewards. D. (E) Develops and implements retirement, financial, and retirement counseling programs for employees. E. (E) Conducts benefits open season for the coming calendar year enrollment. F. (E) Conducts benefits briefings and participates in technical meetings for internal and external representatives concerning specific benefits and compensation operations. G. (E) Administrator of the State Retirement, Optional Retirement and Retiree Health Benefits Program. H. (E) Responsible for managing the HRIS function. I. (E) Supervises the Employee Benefits Coordinator.

3 J. (E) Serves as liaison and provides expertise and guidance to the Fringe Benefits Committee. 35% Compensation and Rewards A. (E) Develops the strategic compensation program and direction utilizing best practices. B. (E) Develops creative programs that are low or no cost to the college, such as non-monetary rewards. C. (E) Conducts continual reviews of the current compensation system and makes recommendations for improvement. D. (E) Regularly benchmarks salaries for different groups of employees (e.g., faculty, adjunct faculty, staff, student assistants) and makes recommendations for adjustments to respond to market forces. Reviews and participates in market salary surveys and utilizes data to make recommendations regarding compensation. E. (E) Develops appropriate salary bands to include compensation ratios and rationales for system. F. (E) Administers the job evaluation and analysis program (Link Evaluate); reviews new and revised position descriptions to determine the need for evaluation and analysis. Determines appropriate exempt/nonexempt status in accordance with Fair Labor Standards Act regulations. G. (E) In conjunction with other members of the HR staff, coordinate updating Position Grade Classification Listing each month and post to the HRD intranet site. H. (E) Identifies the effect that position description changes have on other positions and coordinates appropriate revisions with managers. I. (E) Audit 10% of positions annually for accuracy of grading and correlation to actual duties performed. J. (E) Develop and implement a system for disaster recovery for job analysis files. K. (E) Budgets for consulting expenses and funds for employee benefits where appropriate. 30% Employee Relations (E): A. Manages and administers the employee relations functions within the assigned customer business units, including, grievance/complaint/discipline processing, and the development and implementation of programs to assist managers and supervisors to deal effectively with employee/labor relations, work place violence, performance issues, and risk management. B. Investigates and works to resolve employee performance issues. Provides oversight to leadership and development programs for all employees and manages the annual performance evaluation process. C. Serves on significant campus committees that deal with employee relations issues. In short, the Director addresses complaints and works to resolve problems; provides assistance to managers and supervisors at all levels as it relates to performance; D. Develops, coordinates, and sponsors campus-training programs related to employment, training and employee relations.

4 E. Coaches business unit leader on conflict, disciplinary action and provides advice on policy interpretation. Contacts: Ongoing contact with employees at all levels throughout the college; regular contact with all benefits vendors, including state agencies (Maryland State Retirement System); communicates with peers at all Maryland community colleges and attends regular meetings of the MACC (Maryland Association of Community Colleges) Human Resources group; Miscellaneous: Manages and coordinates customer service and Benefit Plan carriers to renew contracts and resolve administrative problems. Interacts with other colleges to explain our benefits and respond to surveys. Networks with benefit program administrators of local county employers, Maryland community colleges and comparable non-profit institutions to compare and discuss issues relevant to employee benefits and compensation. Paperless Processes: 1. Plans for the systemic conversion of paper-related processes within functional area to paperless processes. 2. Assists HRD staff with converting other HRD paper-related processes to paperless processes. Other duties as assigned. 3. Education/Experience/Key Competencies Required: Specify required degrees, experience, special skills and abilities necessary for satisfactory performance. A. Master s Degree in Psychology, Human Resource Development or a related discipline required and 3 years of experience in a diverse range of HR functions; Supervisory experience required OR Bachelor s Degree in Psychology, Human Resource Development or a related discipline and - 8 years of experience in a diverse range of HR functions; Supervisory experience required OR 12+ years of experience in a diverse range of HR functions to include employee relations, employment and recruiting along with experience managing the appraisal process. Must have served in a leadership role for at least 5 of those years Minimum -5 years of experience in compensation and benefits administration required with certification as Compensation and/or Benefits Professional preferred.

5 Strong track record of effectively coaching and influencing executives. Experience in an educational environment preferred Experience with an HRIS, preferably Colleague preferred. Experience in working in a labor relations environment preferred. Certified Compensation Professional, Certified Benefits Professional or Certified Employee Benefits Specialist or other Human Resources certification preferred Experience in higher education environment preferred. Experience with Maryland State Retirement System preferred. Key Competencies: Executive engagement ability to build relationships, partnerships and credibility with key stakeholders Communication skills ability to communicate articulate messages, with passion and energy Strategic Business Focus ability to identify strategic business priorities and craft them into meaningful, focused people strategies 3. Supervision: In a typical year, this position supervises two to three employees I Coordinator, 1 Temporary Administrative Assistant, 1 Student Assistant 4. Internal & External Contacts: Internal All employees at all levels regarding employee relations, organizational development and employment matters Regular contact with President s Council, Board of Trustees, General Counsel and President. External Vendors, government agencies, such as the Department of Labor, Licensing and Regulation (DLLR), associations such as the Society for Human Resource Management (SHRM), the American Society for Training and Development (ASTD) is expected. Communicates with peers at all Maryland community colleges and attends regular meetings of the MACC (Maryland Association of Community Colleges) Human Resources group; 5. Guidelines, procedures and instructions or regulations and laws within which the position functions. A. Employment laws, civil rights laws, EEO regulations, COBRA, Maryland Public Information Act, applicable IRS regulations, ADA, USCIS laws and regulations, FLSA, and other laws impinging on the employee recruiting and job evaluation programs (federal and state). B. Overall College policies including, administrative policies, Human Resources policies and procedures and HRD internal procedures. C. Budget processes D. Frequent contacts with internal personnel and outside customers and industry peers at various management levels concerning operations or scheduling of specific phases of projects or contracts. 6. Communications: The communication skills required for this position include:

6 A. Oral Expression the ability to communicate information and ideas when speaking so others will understand. B. Speech Clarity the ability to speak clearly so others can understand you. C. Oral Comprehension the ability to listen to and understand information and ideas presented through spoken words and sentences. D. Written Comprehension the ability to read and understand information and ideas presented in writing. E. Written Expression the ability to communicate information and ideas in writing so others will understand. F. Deductive Reasoning the ability to apply general rules to specific problems to produce answers that make sense. G. Fluency of Ideas the ability to come up with a number of ideas about a topic H. Inductive Reasoning the ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). I. Speaking talking to others to convey information effectively. J. Instructing Teaching others how to do something. K. Active listening Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. L. Critical Thinking using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. 7. Role Complexity: Position requires advance planning and coordination on multiple levels. Tasks are many and varied and require the need to switch often based on priorities. Tasks range to the complex, requiring interpretation and in-depth analysis on how to resolve and complete. 8. Creativity & Innovation: Position requires significant creativity and innovation. Position must develop and implement new ideas and changes to existing policies and procedures, always looking for the best practices and methods of achieving department and college-wide goals while supporting the mission, vision and values of the college. 9. Impact: This position has a major impact on the overall success of the organization through recruitment, retention, training, development and employee relations. 10. Fiscal Responsibility: This position holds the overall responsibility for the budgeted expenses associated with employee relations, recruiting and talent management. This includes areas such as: advertising, tuition

7 reimbursement, supplies, consultants, catering, Halogen, Open Hire and amounts to approximately $200, Physical Working Environment: Comfortable office setting in fast-paced environment with multiple demands and recurring deadlines. Ability to regularly work on all campuses required. Local, regional and national travel may occasionally be necessary. Employee Signature: Date: Supervisor Signature: Date: CSM staff has reviewed this job description to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. This document does not represent a contract of employment, and CSM reserves the right to change this job description and/or assign tasks for the employee to perform, as CSM may deem appropriate.