Deputy Director of Human Resources

Salary $102,676.
00 - $128,345.
00 Annually Location Bremerton Campus, WA Job Type Administrative/Exempt Job Number 23-24-E9 Department Human Resources Opening Date 11/27/2023 Closing Date 12/31/2023 11:59 PM Pacific Description Deputy Director of Human Resources Salary: $102,676 - $128,695 Classification: Administrative/Exempt Reports to: Vice President of Human Resources & Campus Operations Olympic College is seeking an experienced and visionary Deputy Director of Human Resources (DDHR) to assume a pivotal leadership role within the Human Resources department.
Reporting directly to the Vice President for Human Resources & Campus Operations, the DDHR will play an integral part in planning, leading, directing, developing, and coordinating various facets of Olympic College Human Resources, which encompasses a wide array of critical functions, including (the successful candidate will have expertise in at least one): • Talent Acquisition • Training & Professional Development • Organizational Culture • Labor Relations & Negotiations (involving 2 unions, 3 bargaining units, and 2 Collective Bargaining Agreements) • Employee Relations (serving a workforce of approximately 750+ employees) • Benefits Administration • EEO (Equal Employment Opportunity), Title IX, Title VII, and 504 Compliance • Payroll • HRIS (Human Resource Information System) Management • Faculty Workload & Contracts • Public Records • Legal Liaison • Compliance At Olympic College, we place the highest value on fair, transparent, and equitable employment practices.
The Human Resources department is held to uncompromising standards in this regard.
The successful candidate will have the opportunity to contribute significantly to the college's vision of excellence through equity, with particular emphasis on fostering diverse and inclusive working environments.
Furthermore, the current HR team works cohesively, demonstrating a strong commitment to continuous process improvement and the internal professional development and growth of its members.
This collaborative and growth-oriented environment is integral to the department's success and reflects the values and expectations that the DDHR will be entrusted to uphold and further enhance.
Essential Functions The DDHR is a senior level administrator who holds oversight over all Human Resources and Payroll functions.
The DDHR is expected to provide leadership, strategic direction, and hands-on involvement in all areas of HR.
Additionally, the DDHR may be assigned a functional area of HR to directly supervise and provide regular support.
The following duties are not comprehensive and provide an overview of the work of this position: Strategic Human Resources Leadership: Collaborate with the Vice President for Human Resources & Campus Operations to strategically plan, lead, and execute the Human Resources department's mission and activities, aligning them with the college's broader goals and objectives.
Talent Acquisition and Development: Oversee talent acquisition processes, ensuring the recruitment and selection of diverse, skilled, and qualified candidates.
Develop and implement professional development programs to enhance the capabilities and potential of the college's workforce.
Cultivating Organizational Culture: Foster an inclusive and equitable organizational culture that values diversity and promotes employee engagement, professionalism, well-being, and growth.
Labor Relations and Negotiations: Manage labor relations with two unions, three bargaining units, and two Collective Bargaining Agreements, cultivating positive and effective relationships between labor and management.
Actively participate in negotiations, grievance resolution, and contractual compliance.
Employee Relations: Serve as a point of contact for employee relations, providing guidance, support, and resolutions to employment-related issues.
Uphold fair, transparent, and equitable employment practices.
Benefits Administration: Oversee the administration of employee benefits, ensuring employees receive comprehensive and competitive benefits packages.
EEO, Title IX, Title VII, and 504 Compliance: Ensure compliance with federal and state laws related to Equal Employment Opportunity (EEO), Title IX, Title VII, and Section 504.
Support Title IX administration and maintain vigilance regarding legislative changes affecting employment practices.
Payroll and HRIS Management: Supervise the Payroll and HR teams to ensure accurate and timely payroll processing.
Oversee the management of the Human Resource Information System (HRIS) to streamline HR processes.
Faculty Workload & Contracts: Manage faculty workload and contracts, upholding compliance with college policies and contractual obligations.
Public Records and Legal Liaison: Oversee public records disclosure, policy development, and act as the college's legal liaison, ensuring compliance with applicable laws and regulations.
Compliance: Stay informed about emerging trends, best practices, regulatory changes, and new technologies in the field of human resources and employment law.
Apply this knowledge to develop and communicate policy changes and resource enhancements to upper management.
Budget Advocacy & Management: Advocate for budget initiatives that enhance the delivery of human resources and payroll services to all employees.
Budget manager for Human Resources.
Professional Relationships: Develop and maintain professional relationships with employee representative bodies, labor unions, college committees, and the Faculty Senate.
Support the resolution of employee and union concerns related to collective bargaining agreements and working conditions.
Conduct disciplinary processes fairly and reasonably, including investigations when necessary.
Continuous Improvement: Evaluate the HR department's structure and goals to continuously improve its efficiency and effectiveness, while promoting the professional and personal development of its team members.
Equity and Inclusion: Collaborate with the Vice President for Equity and Inclusion and/or other affinity groups on campus to implement workplace diversity, equity, and inclusion education, training, and engagement initiatives.
Qualifications Required Qualifications (Candidates meeting some but not all qualifications are encouraged to apply) Bachelor’s degree in Human Resources, Business Administration, Employment Law, or other closely related field.
A combination of experience, certifications, and education may substitute for the degree requirement.
And/or at least 5 years of progressively higher supervisory and management experience.
Demonstrated experience in public sector human resource management.
Desired Qualifications Master’s degree in Human Resources, Business Administration, Employment Law, or other closely related field.
SHRM S/CP or S/PHR certification.
Experience supervising represented employees and public sector employment preferred.
Education and/or experience in mediation, arbitration, litigation, EEOC, PERC, or similar administrative processes.
Knowledge and/or experience with Washington State Classification and Compensation rules.
Experience working in higher education environments.
Additional Information Terms of Employment This is a full-time exempt position scheduled to work Monday through Friday.
The salary range for this position is $102,676 - $128,345 annually, which includes a generous benefits package that includes the following.
Medical/vision, dental, long-term disability, life insurance, and accidental dismemberment, Flexible Spending Arrangement, Dependent Care Assistance Program, Wellness Programs, SBRP retirement plan administered by TIAA, Deferred Compensation Program (DRS) retirement savings plan; TIAA supplemental retirement savings plan, 11 paid holidays, leave – vacation/sick/personal holiday, Aflac, auto/home insurance, space available tuition waiver, Employee Assistance Program (EAP), fitness center, reduced rate and priority consideration on-site child care on a space available.
For more information regarding benefits, please visit our website here.
Conditions of Employment Prior to a new hire, a background check including criminal record history will be conducted.
Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.
In addition to the background check, candidates will be required to complete the Sexual Misconduct Disclosure Form as required WB HB 2327.
Olympic College seeks candidates for employment who share our commitment to fostering an equitable and inclusive learning environment (read our Equity Statement).
All applicants are required to submit a statement of 500 words or less, describing the value of diversity, equity, and inclusion in the higher education environment and their prior, current, and/or potential contribution(s) to fostering diversity, equity, and inclusion as an employee.
How To Apply To be considered for this position a candidate must apply online through the Olympic College website and submit the following required materials: Olympic College Online Application Resume Cover Letter - in your cover letter describe how your experience sets you apart for this position.
Unofficial college transcripts.
Official transcripts and copies of mandated certifications will be required of the successful candidate.
EEO Statement Olympic College provides equal opportunity in education and employment and does not discriminate on the basis of race, color, national origin, age, disability, genetic information, sex, sexual orientation, marital status, creed, religion, or status as a veteran of war.
Olympic College Provides reasonable accommodations for qualified students, employees, and applicants with disabilities in accordance with the Americans with Disabilities Act and Federal Rehabilitation Act.
The following people have been designated to handle inquiries regarding non-discrimination and accommodation policies: Carroll McWhorter, 360-475-7301.
This recruitment announcement does not reflect the entire job description and can be changed or modified without notice.