Director of Human Resources - Niagara University

JOB SUMMARY:

The Director of Human Resources will be responsible for leadership of the Human Resources Department, in alignment with the Mission, strategic initiatives of the University, and in compliance with federal, state, and local laws. The Director of Human Resources will support a culture of engagement, accountability, and diversity. In this leadership role, you will be responsible for providing and ensuring excellent HR customer service and driving implementation and continuous improvement of sound HR practices in the following areas: policy and procedure development and compliance, talent acquisition and management, compensation and benefits, employee training and organizational development, labor relations, performance management, and human resource information systems and data storage and management. The Director of Human Resources will sit on the President's Cabinet and collaborate with managers across the University. This role requires a strategic mindset, strong leadership abilities, and exceptional interpersonal and written communication skills.

ESSENTIAL DUTIES:

Employment and Staffing

• Develop and implement strategies to effectively attract and hire employees consistent with Diversity, Equity and Inclusion, (DEI) initiatives, and ensure position requirements in alignment with the University's culture.
• Lead and collaborate with the Talent Manager to:
  • implement employee branding and recruitment strategy.
  • maintain an effective job evaluation, job posting, interviewing, and hiring process.
• Work with leadership to develop and maintain a Talent Strategy, Staffing Plan, and Succession Plans.
• Ensure effective exit interviews.
• Ensure that the University's Affirmative Action Plan meets all applicable opportunity and affirmative action laws and regulations.

Compensation and Benefit Programs

• Develop and implement fair and effective systems for administering all employee compensation and benefits plans.
• Perform salary surveys on a periodic basis to maintain competitive salary levels and grades utilizing CUPA and 990 reports.
• Collaborate with the Benefits Manager and/or Specialist to:
  • provide innovative solutions to employee benefit needs;
  • research, negotiate, recommend and implement competitive, quality, and cost-effective benefit plans;
  • maintain relationships with carriers to offer a range of services and products;
  • evaluate benefit program options and recommend service providers in accordance with university policy and procedures on contracting and tendering for services;
  • regularly communicate the value of benefits to employees as part of total compensation.

Policy and Procedure Development

• Ensure HR policies and practices align with federal, state, and local regulations, as well as Vincentian values. Develop and recommend human resources policies, practices, and procedures for approval by the University executive team, based on analysis of staff concerns and their causes, feedback and reports on key issues, applicable regulations, industry "best practices," and statistical data concerning all aspects of human resources administration.
• Ensure effective communication of policies and procedures using multiple modes of communication (e.g., presentations, written communications, etc.).
• Ensure consistent and equitable application of human resources policies and government regulations by advising employees and administration about applicable policies and regulations and enforcing rules and regulations.
• Ensure that policies, procedures, and practices are assessed and updated on a regular basis and that they are consistent with current federal, state, and local laws, including provisions that relate to immigration and/or employees in Canada.

Employee Training and Organizational Development

• Provide opportunities for professional development, improving organizational effectiveness and productivity, and work-related training for University
• Offer opportunities for Supervisory and Leadership training.
• Develop and implement effective programs for new employee orientation, mentoring, and regularly recurring staff development consistent with the university's emphasis on strong customer service.
• Ensure that NU employees have appropriate opportunities for providing feedback and input on university policies through surveys, advisory groups, and effective communications.
• Lead the Purple Pat Employee Recognition Program to celebrate employee achievements and contributions.
• Plan and execute the Service Awards Event, developing, improving and/or implementing effective programs of recognition for employee's years of service.
• Plan and execute the Holiday Employee Event in December each year, fostering a positive and engaged workplace culture.

Employee and Labor Relations, Performance Management

• Consider HR "best practices" in providing opportunities for employees' voices to be heard.
• Serve as a member of the university union negotiating team and advisor to university managers on employee and labor relations. Participate actively in the grievance resolution processes under the regulation in the CBA.
• Provide expert guidance to leadership on labor laws, union contracts, and employee relations best practices.
• Ensure that all HR practices are consistent with current contractual agreements.
• Ensure that the university has an effective program of goal setting and performance evaluation for all employees.
• Ensure that employee counseling and disciplinary systems are fair, consistent, and aligned with the university mission.

• Collaborate closely with the Title IX and Discrimination Office to address employee-related issues; discrimination, harassment, and sexual misconduct ensuring compliance with applicable laws and university policies.

HR Team Management

• Develop a competent, productive, and effective human resource staff by supervising, scheduling, monitoring workflow and deadlines, preparing performance reviews, and providing mentoring and professional development.
• Ensure the HR staff is a cohesive, well-functioning team that fosters a collaborative and service-oriented approach.
• Prepare and monitor annual operating plans and budgets for the Department.
• Work with the General Counsel, the VP of Finance and Administration, and the Director of IT to ensure that NU has the best possible human resource information systems.
• Ensure accuracy and confidentiality of employee information.

Collaboration and Communication

• Work closely with the functional officers of the University, as well as with information technology, risk management, business affairs, mission, Title IX and VII office and the general counsel.
• Keep abreast of current trends, practices, and legal requirements relevant to Human Resources through such means as maintaining contact with community and professional organizations (e.g., SHRM, BNHRA, CUPA).
• Represent the university within the broader community as needed.
• Contribute to the overall success of the University by participating in the development of new initiatives and plans, and by aligning HR functions within strategic initiatives of the University by performing all other duties and responsibilities as assigned.
• Evaluate and approve remote work applications, ensuring alignment with operational needs. Identify essential personnel whose on-campus presence is required while establishing plans for remote functionality during campus closures or operational restrictions.

Crisis and Emergency Management

• Serve on the Crisis Management Team (CRT) and Emergency Response Management Team (ERM), contributing to the university's preparedness and response plans.
• Support HR-related crisis response efforts, including communication, staffing, and employee assistance.

Culture of Engagement and Diversity

• Measure the level of Employee Engagement periodically and recommend actions to increase both the level of employee contribution and satisfaction.
• Work with senior leaders to ensure a diverse workforce where each employee contributes to the University, is held accountable, and reaches their full potential.

Tuition Benefits Administration:

• Co-chair the Tuition Exchange and Remission Committee, ensuring equitable and effective administration of tuition benefits.

GENERAL DESCRIPTION:

% of Time

20% HR Policy and procedure development and implementation

20% Organizational Development and Culture

20% Labor relations, employee relations, and performance management

15% Talent Strategy and Employment

15% Compensation and Benefits

10% Department management.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES:

• Strong leader with a strategic mindset who has a demonstrated track record driving change.
• Excellent analytical and problem-solving skills.
• Proven ability to develop and work with teams, including interfacing and maintaining effective relationships with all levels of the university administration, all departments, and employees.
• Demonstrated success in employee relations, increasing employee engagement and retention.
• Excellent written and oral communication and presentation skills, with the ability to communicate with all levels of the University.
• Success across broad and decentralized environments of comparable size and complexity.
• Ability to serve as a mentor to, and advocate for, the staff of Human Resources and to work with the staff to develop a consistent, accurate, and supportive customer-service environment.
• Successful experience with budgets and financial analysis related to human resource programs.
• Extensive knowledge and expertise in federal/state employment law and regulations.
• Ability to quickly analyze, evaluate and prioritize problems and issues and develop workable resolutions.
• Absolute discretion in handling confidential information.
• Ability to handle multiple priorities at the same time, prioritize work and fulfill responsibilities with minimal administrative direction.
• Strong working knowledge google, Gmail and of all Microsoft Office programs including Microsoft Word, Excel, Outlook, and PowerPoint (or similar packages).
• Experience implementing and/or managing an automated HR system, with experience in Applicant Pro and ADP system a plus.
• Flexible availability for University events, occasional travel to Ontario campus, and other related events/activities.

QUALIFICATION STANDARDS

• Master's degree in human resources, Business Administration, or a related field.
• A minimum of five to ten years of progressive human resources experience with a significant amount of time in a leadership capacity required.
• Experience in higher education and/or with a unionized population preferred.
• Strong understanding of Title IX, EEO, ADA, FMLA, and other employment laws and regulations.
• Experience in self-insured plans preferred.
• PHR/SPHR or SHRM-CP certification a plus.

ADDITIONAL REQUIREMENT:

This position has been identified as requiring a cell phone to fulfill job responsibilities and for other business purposes. Compliance with the University's Employee Cell Phone for Business Use Policy is required.

THE UNIVERSITY RESERVES THE RIGHT TO MODIFY, REASSIGN OR COMBINE POSITIONS AT ANY TIME WITHOUT PRIOR NOTICE.