Associate Director of Human Resources

Title: Associate Director of Human Resources

Division: Finance and Administration

Department: Human Resources

FLSA Status: Exempt

Salary Range: Annual Salary

EEO Job Group: 2 E2

Position Summary

As part of Human Resources, the Associate Director serves as an operation leader for the functions within the University’s Human Resources department including employee relations, benefits, payroll, employment, compensation, HRIS, accommodations, and immigration. The Associate Director ensures alignment with organizational goals, fosters a positive workplace environment, and maintains compliance with employment laws and policies. The Associate Director supervises the Manager of Employment, Compensation Specialist, Employee Relations Specialist, and Human Resources Business Partner, works closely with the Institutional Equity office, and collaborates with managers, employees, and other stakeholders to support organizational objectives.

Duties/Responsibilities 

• Provide guidance and counsel to deans, chairs, and faculty on employee relations issues, including performance concerns, conflict resolution, corrective actions, and policy interpretation. Oversee employee relations issues for Administrative and Support Staff. Collaborate with the Institutional Equity Office as needed.
  
  
• Serve as an investigator or adjudicator for assigned harassment or discrimination cases.
  
  
• Review and approve employment actions including but not limited to disciplinary warnings and performance improvement plans. Provide recommendations to the Executive Director of Human Resources for approval on final warnings and employment terminations.
  
  
• Ensure compliance with employment and leave laws, including, but not limited to, Title VII, Equal Employment Opportunity, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, and the Fair Housing Act.
  
  
• Conduct research on federal, state, and local regulations as needed to maintain compliance and provide guidance to Human Resources management on related matters.
  
  
• Maintain the compensation program using established guidelines and procedures in conjunction with the Compensation Specialist. Analyze compensation trends and allocations for consistency and potential adverse impact. Participate in the formulation of salary administration plans, policies, and procedures. In conjunction with the Compensation Specialist, develop recommendations for compensation strategies and in make recommendations for annual salary schedules and increases, including the administration of student worker compensation.
  
  
• Supervise the Employment Staff, providing guidance and direction to enhance recruitment, retention, and workforce planning efforts. Ensure compliance with all federal, state, and county laws.
  
  
• Oversee requests related to ADA accommodations and the Pregnant Workers Fairness Act (PWFA), ensuring compliance through the interactive process and evaluating the reasonableness of accommodation requests. Collaborate with the Benefits Manager and Human Resources Generalist on ADA leaves or workers’ compensation requests and processes.
  
  
• Review, develop, and provide recommended updates on employee relations policies and procedures to the Executive Director of Human Resources.
  
  
• Oversee annual performance evaluations for administrators and support staff.
  
  
• Develop and deliver training programs for supervisors and employees covering leadership, workplace ethics, conflict resolution, and organizational policies to promote a positive workplace culture.
  
  
• Analyze monthly turnover, employee relations, and compensation trends. Provide the Executive Director with actionable recommendations along with monthly data.
  
  
• Development and maintenance of employee engagement and recognition initiatives to enhance motivation and appreciation.
  
  
• Serve as a mediator in disputes between employees or between employees and management to facilitate productive and fair resolutions.
  
  
• Serve as back up financial manager.
  
  
• Provide operational support to other areas within Human Resources, including Benefits, Payroll, and HRIS.
  
  
• Other duties as assigned.

Required Knowledge and Skills

• Bachelor’s degree.
  
  
• Five years Human Resources experience.
  
  
• Demonstrated experience conducting workplace investigations and resolving complex employee relations issues.
  
  
• Proven experience in compensation management and supervising