Director of Human Resources

Purpose: 

Under the general guidance of the President and VP of Finance, the Human Resources Director is responsible for providing strategic leadership and direction surrounding all human resources initiatives and priorities for the College. Overall management responsibilities include policy development, recruitment, retention, employee relations, benefits management, compensation and classification, training and development, regulatory compliance, student worker employment, and human resource information systems (HRIS) and records management. The Director manages a staff of one in support of approximately 200 full and part-time employees, plus student employees.

About Chestnut Hill College
Founded by the Sisters of Saint Joseph in 1924, Chestnut Hill College is an independent, Catholic institution rooted in a strong liberal arts tradition that fosters equality through holistic education. Distinguished by its strong mission, collegial environment, and dedication to personalized instruction through a small faculty-to-student ratio, the College promotes the spiritual, academic, social, ethical, and moral development of the whole person. Located in the charming Chestnut Hill neighborhood of Northwest Philadelphia, it serves a culturally diverse student body.

Responsibilities:

• Partners with colleagues and the College’s Administration to ensure business alignment, mutual trust and accountability, positive business results, and organization effectiveness with respect to all Human Resources matters; Participates in various College committees, as appropriate.  

• In close collaboration with the VP/CFO and President, recommends, establishes, and implements HR policies and initiatives that effectively communicate and support the College’s vision, mission, and desired culture.

• Leads and manages human resources operations through effective coordination and supervision of HR staff; mentors and develops staff. 

• Identifies and researches human resources issues, conducting and contributing information analyses, and recommendations to provide direction; establishes human resources objectives in line with organizational objectives. 

• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and EEOC matters; proactively and reactively resolve employee issues.

• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and upholding organization values.

• Oversees and participates in recruiting, selection, orientation, training, coaching, counseling, and disciplining staff in coordination with departmental managers and executives planning, monitoring, appraising, and reviewing staff job contributions, resolving problems and implementing change.

• Develops, implements, and sustains a high-quality employee on-boarding and orientation program and processes; solicits input and measures effectiveness.

• Champions a compensation philosophy that is both market-based and performance-based to ensurethat all employees are appropriately rewarded and equitably treated.     

• Oversees that performance management reviews is an ongoing process. 

• Works with benefits broker(s), directs benefit administration and vendor selection; Assesses benefit needs, trends, and recommend changes. 

• Report worker’s compensation injuries to third party; maintains report of injuries on an annual basis.

• Provides guidance to and answer questions for employees retiring from the College.

• Ensures compliance with federal, state, and local employment laws and provides policy guidance and interpretation; monitors changes in legislation, enforcing adherence to requirements and advises management on necessary actions.

• Manages the budget and other financial measures of the HR department.

• Maintains HR departmental metrics and dashboard for high-level reporting to leadership.

• Accomplishes special projects by identifying and clarifying HR issues and priorities, communicating, and coordinating requirements, implementing recommendations, evaluating milestones and accomplishments, evaluating, and selecting courses of action.

• Prepare and submit annual IPEDs survey; Participate in CUPA-HR surveys and 403(b) Plan and financial audits, as needed.

• Collaborates with Title IX compliance manager, as necessary.

• Other duties and responsibilities as assigned

Education, Experience, Knowledge, Skills, and Abilities Desired:

• BS/BA in Human Resources Management, Business Administration, or related discipline;MBA/MA/PHR or SPHR or SHRM-SCP a plus.

• 10 years’ Human Resources generalist experience with five years at a leadership level. 

• Higher education or related institutional / non-profit experience preferred.

• Broad based knowledge of all areas of HR disciplines, inclusive of recruiting, compensation, employee relations, talent management.

• Ability to function in a fast-paced environment, with competing priorities and deadlines.

• Strong analytical, assessment, and problem-solving capabilities.

• Experience implementing pragmatic and business focused HR related programs and initiatives.

• Strong relationship building and influencing skills; ability to work with leadership to gain consensus 

   around HR strategies and tactics.

• Ability to build credibility for self and the HR function through professional qualifications, experience, leadership, and highest levels of integrity.

• Ability to function in a strategic and heavily tactical capacity.

• Superior interpersonal, communications, and presentation skills.

• Ability to work collaboratively with all members and levels of the organization as a customer-focused and service centric leader.

• Experienced in interpersonal dynamics, conflict management, employee engagement, and change Management.

• Demonstrated knowledge of and ability to interpret federal, state, and local employment laws.

• Knowledge of Title IX regulations preferred.

• Experience in complaint resolution, investigations, and grievances.

• Excellent computer skills including Excel, Power Point and HRIS; experience with ADP Workforce Now strongly preferred; Jenzabar or similar LMS experience a plus.

Interested candidates should submit application materials via ADP Workforce Now HERE.   No phone calls, please.

Chestnut Hill College is an employer committed to a culture of diversity, equity, and inclusion as a core value.  To foster an inclusive community and support our diverse student body, we embrace equal access. We welcome applications from candidates of all backgrounds, experiences, and perspectives, and encourage applications from groups historically underrepresented in higher education.  We are committed to increasing the diversity of the college community and the curriculum.