Assistant Director of Human Resources - Quincy College

POSITION SUMMARY: Under the direction of the Vice President of Human Resources, the Assistant Director of Human Resources plays a critical role in promoting a safe, respectful, and inclusive environment at Quincy College by investigating complaints of sex-based discrimination, harassment, and retaliation under Title IX of the Education Amendments of 1972 as well as general employee complaints. The Assistant Director of Human Resources will also provide support in the areas of talent acquisition leave administration, labor relations, and employee relations. The role supports the Vice President of Human Resources in the day to day operations of the HR department.

The Assistant Director of Human Resources will work closely with staff, students, faculty, administrators and other stakeholders to facilitate a fair process and ensure that individuals are treated with dignity and respect throughout the investigation and resolution process. This position requires a deep understanding of Title IX regulations, Title VI, employment law, investigative procedures, and the ability to handle sensitive matters with professionalism and discretion.

EDUCATIONAL EXPERIENCE: Bachelor's degree is required; Master's degree is preferred. PHR/SHRM -CP or SPHR/SHRM- SCP preferred.

EXPERIENCE REQUIREMENTS:

Minimum of 3-5 years of experience in investigative work, preferably in the context of Human Resources or Title IX, higher education.
Experience in conducting investigations into allegations of sexual harassment, sexual assault, discrimination, or retaliation is highly preferred.
Knowledge of Title IX regulations, related federal and state laws, and the regulatory environment governing sexual harassment and misconduct in higher education.
Experience in conducting Title VI workplace discrimination investigations involving discrimination and harassment complainants regarding protected categories.
Experience conducting workplace investigations involving possible college policy violations.
Ability to work both independently and as a team member.
Ability to manage and prioritize multiple cases simultaneously.
Ability to handle multiple tasks simultaneously
Excellent written and verbal communication skills, with the ability to prepare detailed investigation reports and present findings clearly and concisely.
Ability to conduct thorough and professional investigations in a timely manner.
Attention to detail.
Ability to manage sensitive situations with professionalism, impartiality, and confidentiality.
Excellent interpersonal and communication skills, both verbal and written.
Ability to communicate with tact and diplomacy.
Ability to develop and foster positive working relationships with all levels of employees.
Ability to manage confidential information in a professional manner.
Good time management and organization skills.
Problem analysis and problem resolution skills.
Understanding of Human Resources practices and employment law.
Proficiency with Microsoft Office and other relevant software.
Ability to work flexible hours as needed.
Ability to commit to a full-time on-site work schedule.
Qualified applicants must be able to perform the essential functions of this position with or without reasonable accommodations.

Preferred Qualifications:

Experience in higher education or university settings.
Knowledge of restorative justice practices or alternative dispute resolution methods.
Experience working in a union environment and knowledge of progressive discipline, due process, and just cause.
Experience working in the public sector.

SUPERVISORY RESPONSIBILITIES: None

TRAVEL: Occasional and local travel, including travel to Boston, Quincy and Plymouth Campuses as necessary.

ESSENTIAL FUNCTIONS:

Investigatory Functions

Investigate allegations of misconduct, including harassment, discrimination, retaliation, unethical behavior, and violations of institutional policies or labor laws. This includes complaints from faculty, staff, or students.
Gather and evaluate evidence through interviews with the complainant, respondent, and witnesses, as well as reviewing relevant documents, communications, and other sources of information.
Ensure investigations are completed promptly and efficiently, within the timeframe outlined in the college's policies and procedures.
Prepare detailed, clear, and factual written reports documenting the findings of the investigation, including an analysis of the evidence, the credibility of witnesses, and a determination of whether policies were violated.
Based on the findings, make recommendations for corrective actions, including disciplinary measures, policy changes, training programs, or other appropriate interventions.
Stay up-to-date on federal, state, and local employment laws, including Tilte VI of the Civil Rights Act, the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and other labor regulations that impact workplace behavior.
Interpret and apply college-specific policies and procedures, including employee conduct and anti-discrimination policies to ensure compliance during investigations.
Work closely with the college's HR team, legal counsel, Title IX Coordinators, and other relevant departments to ensure the investigation is consistent with institutional policies and legal requirements.
Provide clear and timely updates to relevant parties (e.g., Vice President of HR, General Counsel, President,) while maintaining confidentiality and privacy standards. Respond to queries from employees, supervisors, or administrators about the investigation process.
Act as a neutral point of contact for both complainants and respondents, offering guidance on the investigation process, their rights, and available support resources (
When appropriate and in accordance with Title IX regulations facilitate informal resolution options such as mediation or conflict resolution between parties involved in the dispute, provided all parties are willing.
If applicable, recommend alternative dispute resolution (ADR) methods to resolve conflicts outside of formal disciplinary proceedings.
Assist in the coordination of training programs related to harassment prevention and discrimination awareness, as well as other relevant training topics.
Support efforts to foster a positive work culture by promoting understanding of college policies and reinforcing expectations for professional conduct.
Ensure confidentiality during all stages of the investigation process. Protect sensitive information to prevent unnecessary disclosure and respect privacy laws, including FERPA and state-specific regulations.
Handle all reports of misconduct and investigative details with sensitivity to the privacy of individuals involved, ensuring that information is only shared on a need-to-know basis.
Make recommendations and provide feedback to senior HR leadership regarding gaps or potential improvements in existing policies, procedures, and practices based on investigation outcomes.
Monitor for and address any instances of retaliation against individuals who file complaints or participate in investigations. Ensure that employees are aware of the protections against retaliation.
Track recurring issues or patterns in misconduct (e.g., types of complaints, departments involved) and make recommendations to prevent future incidents and improve workplace culture.
Promote an environment in which employees feel safe to report concerns without fear of retaliation or bias, reinforcing the institution's commitment to fair treatment for all.

General Human Resources Functions:

Perform duties as the HR lead assigned to interview teams.
Ensure interview teams are adhering to the College's consistent selection process practices.
Work with hiring managers to create interview questions.
Follow-up with hiring managers regarding the status of the resume review process
Review candidates selected for interviews to ensure a diverse representation of candidate pools.
Represent Human Resources on selection teams to ensure compliance with all federal/state laws and College policies.
Train members of the interview teams regarding applicable federal/state laws and interviewing best practices.
Lead the interview team through the consistent candidate evaluation process.
Facilitate interview team group discussions and make recommendations for second round of interviews when applicable.
Work with hiring manager and interview team on making a recommendation for hire.
Check professional references of candidates.
Provide Vacancy Table status updates weekly on each hiring process.
Collect all documentation from the interview teams including notes and evaluation sheets.
Perform other HR duties to support the department as assigned.
Assist with employee accommodation requests based on disabilities and religious beliefs.
Assist with the coordination of FMLA leave requests.
Assist with labor relations functions such as information requests, adherence to grievance procedures, and collective bargaining.
Work flexible hours as needed for the purpose of serving HR customers and department colleagues.
Participate in mandatory training/coursework; including but not limited to:

Title IX and Sexual Misconduct
Sexual Harassment and Non-Discrimination
Security Policy and Notification of Security Reporting
FERPA
Municipal Ethics Law

Assume other duties as assigned.

EEO Statement:
Quincy College is an equal opportunity employer committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy. Quincy College is committed to achieving a diverse workforce and complies with all Federal and Massachusetts State laws, regulations, and executive orders regarding non-discrimination and affirmative action.