Human Resources Director

SUMMARY OF RESPONSIBILITIES

The HR Director is in charge of the management for all of HR’s functions, services, policies, and programs supporting IAIA’s key departments (College, IAIA Museum, and the Center for Lifelong Education (CLE). The HR Director is required to perform at the senior level and to be a subject-matter expert on a wide range of HR and organizational issues and matters, which requires proficiency in the following core HR competencies:

• HR Expertise: In-depth knowledge of principles, practices, and functions of effective HR Management.
• Organizational Acumen: Understand and apply information to contribute to IAIA’s strategic goals.
• Consultation Expertise: Provide high-level guidance to IAIA’s key stakeholders.
• Communications: Effective exchange of information with key IAIA stakeholders.
• Critical Acumen: Interpret a wide range of information to make organizational decisions or recommendations.
• Leadership and Navigation: Direct and contribute to initiatives and processes within IAIA.
• Relationship Management: Manage interactions to provide effective HR support and services to IAIA.
• Ethical Practice: Integrate IAIA’s core values, integrity, and accountability throughout IAIA and IAIA’s practices.
• Cultural Effectiveness: Value and consider the perspectives and backgrounds of all parties at IAIA.

The HR Director serves as a strategic thinker facilitating the strategic objectives of an evidence-based department for a 100+ full-time employee (faculty/staff) population, 40-50 Adjunct faculty members and supporting the employment of 60-70 Work Study students on average per semester, with the support of one (1) full-time HR Specialist and Benefits Analyst. 

The HR Director functions with significant independence, self-sufficiency, and initiative, which requires the incumbent to deliver results from the most basic transactional issues to substantially complex matters, with accuracy and with a sense of urgency.

The HR Director serves as the HR consultant to Senior Leadership and the management team on a diverse range of employment regulations, legal matters, employee relations issues, and compliance requirements, which demands the highest level of diplomacy, discretion, confidentiality, and tact. Additional HR responsibilities include collaboration with the VPO to respond proactively to the changing health insurance environment, competition for talent, application of technology to enhance HR functions, adaptation to changes in the constantly evolving legal landscape, and expertise in management of a multigenerational workforce. Support IAIA’s core values, mission, and vision

ESSENTIAL FUNCTIONS 

• Manage, direct, and oversee the HR Department’s budget, staff, and services.
• Prepare, monitor, and manage the HR budget.
• Hire, train, supervise, coach, and motivate the HR staff.
• Implement HR strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, employee relations and retention, EEO compliance, and labor relations.
• Manage, direct, and lead all of HR’s key functions of security and management of records, onboarding, performance evaluation program, compensation, and benefits administration.
• Recruitment and staffing of talent in collaboration with hiring departments
• Conduct job analysis and create and maintain job descriptions.
• Implementation of IAIA’s onboarding/orientation process.
• Assist and/or collaborate with management in staff development and training.
• Monitor, track, and report on staff compensation issues and internal equity.
• Oversee the administration of IAIA’s benefit programs.
• Monitor, review, formulate, recommend, and implement HR policies, procedures, and programs, in collaboration with the VPO and appropriate policy committees.
• Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Support management by providing human resources advice, counsel, and decisions; analyzing information, relevant legal factors, and historical precedents.
• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and applying IAIA’s core values.
• Ensure IAIA’s compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to regulatory requirements; advising management on needed actions, which include but are not limited to:

1. ADA
2. Background Checks
3. COBRA
4. EEO 
5. FLSA
6. FMLA
7. Federal Workers' Compensation Program
8. NLRB Guidelines
9. Record Retention Guidelines
10. Retaliation
11. State (NM) Unemployment Insurance Guidelines
12. Sexual Harassment
13. Wage and Hour Guidelines (Santa Fe County, NM and Federal)
14. Whistleblower Protection 

• Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Accept ownership for accomplishing new and/or challenging requests and explore opportunities to add value to job accomplishments.
• Provide effective and clear employee communications on relevant HR-related topics.
• Originate and lead Human Resources practices and objectives that will foster an employee-oriented culture that emphasizes quality, best practices, and achieving strategic goals.

REQUIRED EXPERIENCE AND EDUCATION:

Requires a BA in HR or a related field and must have at least ten (10) years of direct experience in HR at the senior-level. Must have HR expertise with a demonstrated management background of an HR Department for a complex organization with 50 + employees. Must have at least a PHR Certification. PREFERRED: Master’s Degree and a SPHR Certification. Experience within a higher education environment or a non-profit organization is desirable. 

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES:

• Extensive and in-depth knowledge of the principles, techniques, and theories of human HR management and public HR administration.
• Extensive and in-depth knowledge and background of all public and legal employment laws, regulations and requirements.
• Adhere to appropriate standards of conduct as to impartiality and ethics, including confidentiality, integrity, and honesty; follow directives; exhibit ability to adapt to changing work environments; cooperate and collaborate respectfully with others; participate in proactive problem solving; attend job duties; and participate in meetings as required. Refrains from engaging in rumors.
• Must be an excellent and effective communicator who uses facilitative and collaborative approaches in leading cohesive and systematic change to interact and work successfully with faculty, students, and staff as related to job responsibilities
• Must be an assertive champion for fair, reasonable, and equitable treatment of both staff and faculty regardless of department, tenure, or position.
• An effective and empathetic coach capable of guiding management on how to improve the performance of employees.
• Ability to work with minimum supervision, to begin projects independently (or as assigned), and to bring projects (or assignments) to conclusion in an accurate and timely manner.

WORKING CONDITIONS:

• Work is performed in an office environment and as a desk job.
• Ability to lift and/or maneuver items weighing up to 20 pounds.
• The job description is not a contract for employment.
• This job description does not list all the duties of the job. 
• Incumbent may be asked by VPO to perform other duties.