Description:
Job Description Summary:
At Samuel Merritt University (SMU), we consider our employees to be our most valuable asset.
SMU strives to provide employees with a safe working environment, open communications, competitive pay and benefits, and a professional environment. In addition, the University seeks to provide a work environment that is vibrant, collegial, and that embraces creativity, innovation, and scholarly inquiry.
SMU is an integral part of patient care in Northern California. We’re one of the most prominent educators of registered nurses in California, and many of the physical and occupational therapists, physician assistants, and podiatric physicians who provide care in the region are graduates of our programs.
At SMU, students receive personalized instruction and gain hands-on clinical experience early in their programs. Early clinical exposure, in our view, is key to training students in the technical skills and sound reasoning needed to provide care and prepare them to transform the experience of care in diverse communities.
SMU is recognized as a premier health sciences institution. Expert faculty and staff shape an inclusive learning environment where students experience best teaching practices and state-of-the-art learning approaches. We see faculty and students as partners in the teaching and learning process. Our programs, curricula, and courses are designed to encourage active, experiential learning as well as collegial, scholarly, and effective communication. We believe that clinical and practical applications, including interprofessional education, provide a critical foundation for learning in the health professions.
Role Description
This position is situated within the Provost's office overseeing Academic Affairs and Student Affairs. The Human Resources Director (HRD) will be responsible for managing day-to-day HR operations, developing and implementing HR policies, employee relations, performance management, compliance, and building relationships & providing support to faculty and staff.
The HRD will be a critical member of the Office of People and Culture (OPC) team and be a strong business partner, working with leadership to enhance culture and employee engagement. The HRD must possess a truly hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement.
This is a highly visible role in a division that has both strategic and tactical components. The successful candidate will have a strong blend of business partnership experience, human resource/labor relations, and change management champion.
This is a full-time hybrid role for a Human Resources Director based in Oakland, CA.
Duties and Responsibilities:
Job Duties and Accountabilities
All items listed below are considered “essential job functions” for ADA purposes
HR Business Partner & Employee Relations
- Act as a coach and trusted business partner to Senior Leadership, Deans, Program Directors, Supervisors, and Managers.
- Conduct investigations based on identified issues, feedback, and/or concerns of the organization. Ensures that prompt corrective action is taken where necessary or alternative courses of action are developed.
- Ensure employee relations cases are appropriately investigated and managed to a successful close.
- Work with management teams on building a collaborative relationship with faculty and staff; understand and interpret complex contract language and past practices, active leadership and involvement with grievance process, and serve as company spokesperson for negotiations and perhaps arbitrations.
Provides assistance in the form of advice and counsel to management regarding the effectiveness of faculty and staff, application of human resource practices, policies and procedures, compliance with employment regulations and laws, and resolution of complaints and grievances. Works with the CHRO, Director of Total Rewards, managers, and other appropriate parties as needed on resolution and tracking of Compliance complaints and closure of compliance corrective action plans, Corrective Action Notices (CANs), and PIPs.
Training and Development
- Maintain up-to-date knowledge and provide communication and training of relevant employment-related legislation for the regions/states covered.
- Educate and coach management on company policies, as well as applicable federal and state regulations, to ensure fair and consistent delivery of human resources services.
- Partner with leaders in identifying top talent and succession candidates.
- Build strong relationships with employees and advocate for job enrichment, engagement, and development.
- Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Participate in the evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
- Identify training needs for departments and individual executive coaching needs, and research/determines a plan for the execution of training.
Compensation Partner
- Partner with CHRO and the Director of Total Rewards on organizational changes, job evaluations, promotions, internal equity reviews, equity adjustments, and offer recommendations in order to set standards for capabilities for levels as well as establish parameters for salary decisions.
Compliance
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with other departments as needed/required, including legal counsel, compliance, etc.
Leadership
- Partner with the OPC team to manage, develop, and foster a culture of inclusion.
- Act as a diversity advocate to ensure the attraction, engagement, and retention of a diverse workforce.
- Incorporate practices and processes that embed diversity, equity, and inclusion into all aspects of the employee life cycle.
- Partner with faculty and staff on special projects and requests.
- May lead a team of HR professionals.
- Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, corrective actions).
Skills and Abilities
- A high degree of organizational skills, the ability to set priorities, manage multiple demands, and the ability to complete tasks under strict timelines are required.
- Ability to balance role as an employee advocate and business partner while maintaining neutrality and credibility with the organization
- Excellent communication skills
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Ability to acquire a thorough understanding of the University’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Proficient with Microsoft Office Suite or related software, Excel, PowerPoint, MS Teams, and Workday.
- Demonstrated ability to be self-directed, and motivated.
- Ability to travel as required
Education and Experience
- Bachelor's degree in Human Resources, Business Administration, or a related field is required. Master's degree is a plus.
- Minimum of 8 years of experience resolving complex employee relations issues.
- Minimum of 3 years of management experience required
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.
- Experience creating and implementing HR policies and procedures
- Knowledge of Human Resources policies and statutory and regulatory requirements including Title VII of the Civil Rights Act, Title IX, California Labor Code, CFRA, California and Federal Wage and Hour Laws, Workers’ Compensation Law, FLSA, FEHA, ADA, FMLA, OSHA, EDD, and other applicable laws and regulations highly desired.
- Higher Education experience is a plus
- PHR and/or SPHR certification preferred
The University has an institution-wide commitment to diversity, equity, and inclusion. We strive to build a welcoming and supportive campus environment and acknowledge that diversity is an educational imperative to achieve excellence.
Employee Status:
Temporary
Exemption Status:
United States of America (Exempt)
Time Type:
Full time
Job Shift:
Pay Range:
Samuel Merritt University currently provides base salary ranges for all positions-on job advertisements-in the United States based on local requirements. Individual compensation will ultimately be determined based on a variety of relevant factors including but-not limited to qualifications, geographic location, and other relevant skills.