Date: July 16, 2021
Position Available: Executive Director of Human Resources
Position Reports to: Vice President of Operations
Department: Human Resources
FLSA Status: Exempt
Schedule: Monday – Friday, 8:30 a.m. - 4:30 p.m., evenings and weekends and occasional travel, is required
Attract, hire, retain, reward, develop, and promote exceptionally competent and mission-dedicated employees and foster an organizational culture which facilitates fulfillment of the University’s mission, vision, and values.
- Take specific steps to ensure the University’s mission, vision, and values are highly visible and integrated into all Human Resource activities, policies, and units.
- Administer an integrated and aligned system of human resource management practices for hiring and selection, reward and retention, professional development and training, as well as performance, succession, and talent management. Identify key performance indicators for the University’s human resources and assess success and market competitiveness based on these metrics.
- In partnership with the President and senior leadership team, create actionable steps to continuously build up an environment that fosters mission fulfillment. Implement communications and programs aimed at promoting engagement of employees, community building, and the further development of a unique organizational culture focused on the University’s core values. Regularly monitor employee engagement and morale (formally and informally) and implement improvements.
- Work closely with leaders and managers to assess organizational needs. Conduct ongoing workforce planning, aligning policies, people, and HR practices with strategic priorities. Provide recommendations on organizational structure. Perform regular audits of the organizational structure and staffing of departments, divisions, and the University as a whole—championing and facilitating changes which make the University more effective and efficient. Regularly analyze, compare, and report on staffing efficiency. Strategically assess opportunities for staffing innovation or changes to how labor is deployed.
- Continually evaluate and implement compensation strategies, policies, and procedures which attract, retain, and reward highly competent and mission dedicated employees. Assess the competitiveness and effectiveness of all programs and practices against relevant and comparable universities, industries, and markets. Coordinate administration of compensation and fringe benefit programs as well as leave policies.
- Champion, develop, implement, and maintain policies and processes which result in the hiring of exceptionally competent and mission dedicated employees. Develop staffing strategies to identify talent within and outside the University for positions of responsibility. Develop and facilitate an effective succession planning and management process.
- Implement and oversee processes aimed at aligning individual employee performance and skills with the University’s strategic objectives in a manner which fosters institutional advancement as well as the development of individual employee capabilities. Foster a staff feedback and evaluation process which reflects employee contribution, promotes ongoing development, ensures accountability, and aligns efforts with departmental and University goals. Train and coach managers on performance review process and appropriate feedback, language, and documentation. Continually evaluate and manage the University’s training and development needs and offerings at all levels.
- Serve as custodian of staff employee handbook policies and several broader institutional policies. Manage disciplinary issues and facilitate the resolution of employment related complaints. Facilitate compliance with Title VII of the Civil Rights Act of 1964, FLSA, FMLA, USERRA, ADEA, ADA, Equal Pay Act, Pregnancy Discrimination Act, IRCA, HIPPA, 26 U.S. Code Section 125, Patient Protection and Affordable Care Act, IRC 403(b), Family Educational Rights and Privacy Act, and Safe and Drug-Free Schools and Communities Act, as well as other federal and state employment laws.
This is not intended to be an all-inclusive list. Additional duties, expectations and responsibilities may be added or changed as needed to meet the University's needs.
Must understand, support and embrace the mission of Franciscan University of Steubenville and possess the following:
- 10+ years of Human Resources Generalist experience, including substantive organizational development experience, and 5+ years of experience managing an HR function and team.
- Must possess an expert experience with and understanding of the impact of culture and people in driving organizational effectiveness and mission sustainability. Must understand the operational and financial implications that drive the University’s business and the higher education industry.
- Mission-based Leadership: Understands, embraces, and lives out the University’s Catholic and Franciscan Mission. Takes specific steps to visibly witness and champion the University’s values/charisms; inspires the expression of these values within the division; inspires and challenges team members (particularly direct reports) to demonstrate these values through their daily lives and work. Builds an environment that reinforces, supports, and advances the University’s mission, vision, and values.
- Change Management and Engagement: Fosters an environment of creativity and openness to the Holy Spirit. Demonstrates the courage and fortitude needed to balance patience and deliberation with persistence and urgency. Authentically engages others – recognizes that authentic transformation comes from buy-in and partnership rather than compliance. Drives renewal, innovation, and continual improvement of processes and practices. Models and encourages challenging the status quo to find more effective and efficient approaches. Facilitates creative thinking, brainstorming and piloting of new ideas and approaches—using both success and failure as learning opportunities.
- Leading and Developing Self and Others: Demonstrates a commitment to ongoing conversion and growth. Uses feedback and self-awareness to continually grow and sharpen one’s own leadership skills. Creates and seizes opportunities to motivate and support the performance and growth of others including training, teaching, and mentoring them, delegating and empowering others to act, and providing ongoing coaching. Appropriately recognizes progress and achievement, provides effective feedback, and deals forthrightly with performance issues.
- Strategic Leadership: Examines relevant trends and projections and seeks the insights of multiple stakeholders to anticipate change and address future implications for the division. Develops an inspiring and realistic, longer term vision of where the division needs to be and why, as well as a strategy for getting there. Ensures division strategies are translated into clear, ambitious but realistic strategic priorities. Facilitates execution by ensuring performance indicators or milestones, ownership accountability, budget and resource decisions are rationalized across the strategic priorities. Understands and communicates how the division strategy and the other divisions’ strategies connect and contribute to the broader institutional strategy and to each other.
- Business Acumen and Drive for Results: Demonstrates understanding and application of key financial indicators and the fiscal management principles needed for sound business decisions. Evaluates and improves on the investment in and return on assets and key expenditures ensuring effective use and stewardship of university resources. Ensures the pursuit and achievement of results by setting and communicating clear, short-term priorities and expectations for both self and one’s leadership team. Tenaciously pursues priorities with passion and energy, holding self and others to the highest standards of achievement and accountability. Establishes and uses effective reporting and feedback processes to monitor progress, anticipate problems, remove obstacles and make course corrections as needed.
- Bachelor’s degree required, preferably in the field of Human Resources, Business, Psychology, Organizational Development, or other program of study directly related to the position responsibilities. Masters/terminal degree in relevant field is preferred.
- Proficiency in standard desktop software applications (email, MS Office, etc.) is required. Experience with Organizational Development/Workforce Planning/Applicant Tracking/Performance Management/Talent Management software is preferred.
- This role is not envisioned as a remote work opportunity.
- Occasional travel as well as evening/weekend work is required.
Franciscan University of Steubenville is committed to principles of equal opportunity and is an equal opportunity employer.
How to Apply:
Candidates must submit a resume and a cover letter that demonstrates their fit for the position: In your cover letter, we ask that you address the each of the following points:
- Please describe how your relevant work history, experiences, skills, and education qualify you for this position. This does not need to be, nor should it be, a listing of your entire work history, but rather your relevant work history which qualifies you for this position.
- Please describe your desire to advance our mission. Our mission as a Franciscan and Catholic university that embraces the call to dynamic orthodoxy is to educate, to evangelize and to send forth joyful disciples. Everything we do here at Franciscan University is informed by our Mission Statement.
- Please provide a salary range which would be acceptable to you for this position. Also, please feel free to describe the role that compensation will play in your decision-making process, as well as the items of compensation such as direct salary, benefits, flexibility, etc., that are most important to you.
Please apply by sending your application materials
to Tawnya Burket, President's Office Secretary: firstname.lastname@example.org