Director of Human Resources - Orlando - Barry University

Description

Summary
Under the supervision of the Dean/Professor of Law and AVP Human Resources, the Director of Human Resources is responsible for the day-to-day Human Resources operations at the School of Law. The office will serve as a regional extension of the main campus human resources function. The Director will provide consultation and guidance to all levels of administration, staff, and faculty in the areas of talent acquisition, employee relations, and employee benefits programs. Serve as a business partner by advising and counseling leaders on human resource management solutions, regarding job performance and behavioral issues concerning their employees.
This is an In-person position
Essential Functions
Plans, develops, and implements all talent acquisition and recruitment activities for the Law School by:

• Developing and recommending new approaches and implementing best practices, policies and procedures to effect continual improvements in the efficiency of department and services performed as well as maintain compliance with University policies and employment laws
• Developing and administering an effective recruitment program. Providing advice and guidance to managers concerning a variety of employment-related matters.
• Identifying legal requirements and government reporting regulations affecting employment functions and ensuring all policies, procedures, and reporting are in compliance.
• Participating in the development of department goals, objectives, and systems.
• Responding to inquiries regarding policies procedures and programs.
• Conducting training sessions for managers and employees concerning various employment topics.
• Overseeing the daily administration of selection, promotions, transfers, and job classifications.
• Coordinating recruitment activities for the Law school for faculty, exempt, non-exempt, and students:
• Collaborates with and provides guidance to hiring managers throughout the recruitment cycle, ensuring equitable hiring practices are applied.
• Develops questionnaires for vacant positions in order to use as a filter for applications.
• Reviews applications and resumes daily, determining eligibility based on qualifications, and dispositions qualified candidates to the hiring manager via Workday HR Recruiting.
• Conducts background checks and reference checks for all new/rehires as required. Adjudicates background check results in accordance with policy and the Associate Vice President of Human Resources. Notifies applicants and hiring managers of clearance.
• Ensures compensation for new hires are equitable and fall within the University's Pay and Titling Guidelines in conjunction with the main campus Compensation Partner. Generates offer letters as required.
• Performs various functions in Workday HCM/Recruiting such as reviewing/creating job requisitions, referring applicants, inviting candidates to apply, approving/reviewing various business processes including promotion, job change, transfer, hires, etc.
• Performs other business processes, such as one-time payments, period activity pay, faculty contracts, terminations
• Utilizes Workday Community for learning best practices and keeping up-to-date on relevant Workday information.
• Remain up-to-date with all federal and state regulations (i.e., EEO, FLSA, Wage & Hour, Title VII, etc...)
• Prepare and coordinate annual salary budget sheets.
• Ongoing development of position structure of the law school, including organizational chart, position description development, departmental restructures, and/or new positions.
• Assists with 90-day and annual evaluations process
• Reviews TeamDynamix ticketing system and responds to all open tickets for the law school.
• Participates in talent acquisition strategies that will target a diverse pool of qualified applicants. Works with outside temporary staffing agencies as needed.

Serve as a University business partner by advising and counseling leaders on HR management solutions, regarding job performance and behavioral issues concerning their employees.

• Recommend an appropriate course of action related to progressive discipline on job performance in conjunction with the Director, Talent Management & Employee Relations
• Review disciplinary actions, coordinating with the Director, Talent Management & Employee Relations or Associate VP of Human Resources.
• Participate in all discipline meetings with the Manager. Provide oversight to Performance Development Plans (PDP) and Corrective Action Plans (CAP). Work with managers and supervisors to document performance and/or disciplinary issues.
• Conduct training workshops for supervisors specifically related to progressive discipline and involuntary separations.
• Conduct mediation sessions in order to promote a positive and respectful work environment for University employees.

Internal Investigations:

• Conduct investigations regarding discrimination, harassment, hostile work environment, and other allegations of wrongdoing in conjunction with the Director, Talent Management and Employee Relations, or the Associate Vice President of Human Resources. Under the direction of the Vice President for Human Resources and Associate Vice President for Human Resources, inform General Counsel and/or executive-level administrators on internal investigations.
• Investigate employee grievances and mitigate complaints in order to ensure compliance with University policies, procedures, and legal requirements.

Benefits Administration:

• In conjunction with main campus Benefits Director, facilitate annual open enrollment period during first quarter of each year by arranging for distribution of materials from carriers.
• Facilitate annual Wellness & Benefits Fair during last quarter of each year by coordinating with Main Campus Benefits Director, ICUBA and BCBS for on site health screening, scheduling and promoting on site representation by brand partner providers, inviting outside vendors to participate in the event
• Coordinate as needed with Benefits Coordinator and Director at Main Campus to process all Law School benefits including 401k plans, TAP, FMLA, LOA, Worker's Compensation and Unemployment processing
• Conduct New Faculty and Staff Orientation (NFSO) monthly or as needed for new employees throughout the year.

Qualifications/Requirements

• Bachelor's degree in Human Resources Management or related field is required.
• 5-8 years of relevant experience is required.
• Proficiency in Word, Excel and Power Point; ability to navigate HRIS systems. Knowledge of Workday Human Capital Management software preferred
• Must be a self-starter with ability to set goals and priorities. Proven ability to take initiative and prioritize workload while managing numerous tasks
• Excellent written and verbal communication skills. Ability to present facts and recommendations effectively in oral and written form; Ability to establish and maintain effective relationships with other management staff, employees and the general public.
• Excellent customer service skills. Ability to diffuse irate situations in a calm and solution-focused manner. Displays a positive and welcoming demeanor.
• Ability to handle highly sensitive information with integrity and confidentiality.

Benefits: Barry University offers a comprehensive benefits package to full-time employees that includes health, dental, vision, life insurance, retirement, tuition assistance, paid time off and work/life balance initiatives such as wellness programs, spirituality in the workplace, and training and development.