Assistant Director, Human Resources

Job Title

Assistant Director, Human Resources

Agency

Tarleton State University

Department

Employee Services

Proposed Minimum Salary

$5,667.67 monthly

Job Location

Stephenville, Texas

Job Type

Staff

Job Description

Assistant Director, Human Resources

Under the direction of the Assistant Vice President for Employee Services and using a strong equity lens, the Assistant Director provides leadership to the Employment Support Team responsible for recruiting efforts and initiatives to meet talent needs of the university. Plans, manages, and oversees activities, operations and projects in the Employment Support Unit. Develops schedules, priorities, and standards for achieving goals while upholding high standards of service. Assists in developing strategic plans for the designated unit human resources department. Serves as a member of the Assistant Vice President's leadership team, and serves on committees as appropriate. This position may work remotely on a regular basis with expected travel to the various worksites.

Job Description

Strategy Partner

• Provides and implements innovative ideas to build institutional capacity and positive organizational culture.

• Participates in strategic planning and provides leadership and guidance in carrying out plans related to the accomplishment of the strategic plan, institutional goals, objectives, and division-wide strategic objectives.

• Provides administrative leadership and supervision for the recruitment, employee selection and retention, student employment new employee orientation/onboarding, recordkeeping, compliance, affirmative action, diversity/inclusion/equity initiatives, respective Human Resource Information Systems (HRIS), and continuous employee training and development of designated employees 

• Formulates, recommends and ensures consistent implementation of human resources policies and procedures.

• Directs the preparation and maintenance of reports necessary to carry out department functions and prepare periodic reports to senior management, as necessary or requested.

• Provides guidance regarding market and compression studies, merit processes, and other compensation planning and programs.

• Serves as the liaison on HR matters to Texas A&M University System (TAMUS) administration, governance groups, subcommittees, and personnel agencies of the State of Texas.

• Monitors legal and compliance risks related to the human resource function. Consults with appropriate stakeholders to ensure desired and required training programs are implement that address needs across the university.

• Ensures HR compliance with applicable, legal guidelines, employment agreements, TAMUS policies, regulations, rules, and procedures.

• Articulates the mission, objectives, and programs of the office. 

• Represent Tarleton at conferences, seminars, and professional meetings.

• Provides oversight of Tarleton's Employee Services and equal opportunity/affirmative action program.

• Ensures compliance with Protected Health Information in accordance with A&M System policy and is further required to complete HIPAA training as a condition of employment, within a reasonable timeframe after the individual's employment, and on an as-needed basis thereafter.

Talent Management

• Provides collaborative operational and strategic direction to managers and staff to create a vital talent pipeline, and analyze qualitative and quantitative recruiting/people data to inform decisions and efforts.

• Oversees the processes of the team, ensures that talent acquisition processes are efficient and effective, that they meet departmental and organizational goals, and that they meet federal and state guidelines.

• Ensures understanding of job-specific needs and skill gaps to adjust recruiting efforts accordingly.

• Contribute to and execute social media strategy and evolving technologies where potential talent spend their time

• Directs the communication/reporting of information related to recruitment and employment, wage and salary compensation and classification, and special projects.

• Ensures appropriate learning and growth opportunities are identified and acted on for team and campus stakeholders and constituents.

• Works with senior management on talent acquisition strategies.

• Promotes talent management programs and initiatives with senior leaders across the system.

• Assists with developing and implementing structures and protocols that facilitate the movement and development of talent across the organization.

• Develops and maintains positive working relationships with the Account Management team at Recruitment Process Outsourcing (RPO) partner to ensure alignment of goals and objectives, coordination of services, and effective teamwork. May serve as the strategic liaison between RPO partner and senior operational leaders in the organization whose areas are supported by RPO partner recruitment teams.

• Establishes guidelines for individual and team performance to ensure desired outcomes and to meet department and organization goals.

• Maintains responsibility for completion of work within the team and holds team members accountable regarding accomplishing job responsibilities.

• Measures and provides metrics to benchmark and analyze team performance.

• Works cross-functionally with operations, finance and analytics to track progress and cost-effectiveness of ongoing initiatives against staffing model(s) and make strategic and timely changes as necessary

• Develops a strong collaborative relationship with all Employee Services team members.

• Creates excitement and energy around recruiting initiatives and the growth of the organization

• Ensure all recruitment and employment activities are following government regulations and company policies and procedures

Change Management

• Supports the department with facilitating change management to ensure successful execution of key strategic initiatives.

• Builds the department’s capacity and willingness to change through knowledge sharing and communication; help employees see the bigger context.

• Helps employees understand and connect duties and responsibilities strategies and goals.

• Constantly identifies and suggests better ways to organize work and people to deliver on strategies and improve results.

• Delivers efficient HR processes by working across the university and effectively communicating these processes to university employees.

• Continually reviews HRs processes and procedures for efficiency and customer-friendliness.

• Identifies university needs and process improvement opportunities; collaborates with HR colleagues and campus stakeholders to assess and develop solutions to improve results.

• Champions process and program standardization wherever possible by leveraging continuous improvement.

• Manages an efficient, effective, and constantly improving full-cycle operations recruiting process that supports business objectives as well as diversity and inclusion initiatives.

• Support Talent Acquisition projects and initiatives including process improvements, metrics, and campus/community involvement.

• Champion ideas and lead others through change initiatives

• Position supervises others

This document represents the major duties, responsibilities, and authorities of this job, and is not intended to be a complete list of all tasks and functions. Other duties may be assigned

Minimum Qualifications

• Education – Bachelor’s degree in applicable field or equivalent combination of education and experience.

• Experience – Six years of related experience in creating and implementing recruiting and hiring strategies (or other relevant people strategies) and process improvements including at least two years of related supervisory experience. Experience with full-cycle recruiting, using various talent attraction approaches to achieve hiring goals, interviewing techniques and evaluation methods.

Skills and Qualifications:

• Strong business acumen with advanced partnership, strategic, negotiation, and influencing skills and interest in continuous learning.

• Strong operational experience in reporting and data analysis to drive strategy and achieve hiring goals.

• Strong ability to prioritize, multi-task, and work in an evolving environment and proven ability to meet deadlines.

• Proven ability to build trusted partnerships and foster a customer-focused environment: deliver exceptional service, anticipate customer needs, offer fresh perspectives, and be resourceful.

• Ability to work with a sense of urgency while performing at a high level.

• Ability to communicate clearly and effectively to ensure understanding.

• Innovative, problem solver and ability to manage multiple projects

• Self-motivated, self-disciplined, and able to function independently as well as successfully part of a team

• Strategic agility, strong critical and logical thinking with ability to analyze and solve problems

• Proactive and independent with the ability to take initiative.

• Excellent computer proficiency (MS Word, Excel, PowerPoint, Teams)

• A keen understanding of the requirements for each role in the university.

• Familiarity with social media, C.V. databases, and professional networks. 

• Proficient with or the ability to quickly learn applicant-tracking software or other recruitment systems.

• Proficiency in documenting processes and keeping up with industry trends. 

• Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.

• Demonstrated commitment to confidentiality of highly sensitive information.

• Demonstrated experience building a successful and service-oriented human resource team.

Other Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

*Requires the ability to teach and/or work remotely, at the discretion of the University.

All positions are security-sensitive. Applicants are subject to a criminal history investigation, and employment is contingent upon the institution’s verification of credentials and/or other information required by the institution’s procedures, including the completion of the criminal history check.

Equal Opportunity/AffirmativeAction/Veterans/Disability Employer committed to diversity.