BASIC FUNCTION

Reporting to the Dean of People and Culture at the Community College of Vermont (CCV), the Director, Human Resources (HR) Operations is an HR leader who provides strategy and forward-thinking solutions to assess, refine, and implement systems and processes in support of an agile, high-performance workforce. The Director of HR Operations leads a team responsible for the transactional components of Human Resources at the Vermont State College System (VSCS) including: ensuring appropriate hiring and onboarding paperwork is completed and processed; processing of benefits and retirement enrollment and administration; data input, management and data integrity; data reporting and analytics; timely completion of transactions related to the biweekly payroll; the successful transmission and dissemination of HR data to related agency systems and external business partners; and the accurate completion of all HR data transactions.

The Director, HR Operations is responsible for creating and implementing system and processes that build upon industry best practices, leverage technology, increase operational efficiency, and enhance customer service system-wide, with emphasis on timeliness and accuracy. They will independently conduct and direct specialized and complex data collection, auditing, and analysis, and will collaborate with Information Technology and other business partners around long-term planning to meet or advance system wide objectives and goals. They also ensure compliance with and administer applicable laws, policies, procedures, regulations, and collective bargaining agreements, advising senior leadership on employee relations matters as may be needed.

ESSENTIAL DUTIES & RESPONSIBILITIES

HR Workflow, Data, and Change Management

• Analyze and assess workflow to identify and recommend solutions and efficiencies that are in alignment with industry best practices.
• Strategically manage relationships, lead staff, and sustain a commitment to change management approach, process, and strategy; design, lead, implement, and communicate large-scale initiatives.
• Ensure reliability and integrity of HR data through internal controls and collaboration with institutions and departments that comprise the VSCS.
• Develop and provide expertise, technical advice, guidance and training related to VSCS wide HR processes. Formulate and recommend HR operational policies. Create job aids, business process documentation, and workflows for HR activities.
• Develop and implement mechanisms, technological and otherwise to support expedient resolution of management and operational issues affecting faculty, staff, and students.
• Facilitate changes to improve HRIS processing, reporting, prioritization, data management,
  structure, functions to facilitate delivery of HR data as requested by customers.
• Evaluate and advise on the impact of long-range planning of new
  programs/initiatives/software and regulatory action(s) as they may impact the VSCS’
  attraction, motivation, development, and retention of employees.
• Utilize data-driven insights to assess workforce trends, staff engagement, and retention
  rates, and collaborate with leaders to analyze data and develop workforce strategies.
• Develop and implement human resources planning models aligning with the VSCS’ interests
  to identify competencies and skills gaps, anticipate future staffing needs, forecast scenarios,
  and associated programs to fill the gaps.
• Maintain records and compile statistical reports concerning personnel-related data such as
  hires, transfers, performance appraisals, and absenteeism rates.

Operations and Systems Analysis and Oversight

• Provide strategic and operational leadership in the use and development of core HR systems
  including implementation and use of modules which enhance functionality in relation to HR
  processes.
• Research, evaluate, and implement new tools and software for greater efficiencies and
  effectiveness; collaborate with internal (Information Technology) and external (vendors)
  functional and technical staff and the HR team to develop data integration solutions for
  VSCS systems.
• Leverage existing HRIS software/prepare for new Enterprise Resource Planning (ERP)
  software.
• Identify, triage and prioritize HR system issues. Initiate and/or direct corrective action and
  manage programming and system changes to prevent reoccurrences.
• Oversee the day-to-day HR operations to ensure accurate processing of all employee related
  transactions. Plan, organize, and direct related projects and activities to support all
  transactional processes.
• Supervise the HRIS Manager and provide leadership to the HRIS team. Ensure HR operations
  staff are hired and appropriately trained; maintain a work environment that encourages
  professionalism, supports growth and development, and provides appropriate training
  opportunities.
• Independently conduct specialized and complex data collection, auditing, and analysis,
  including long-term planning to meet or advance system-wide objectives and goals. Make
  assessments, recommend and implement changes to applicable policies, procedures, and
  guidelines. Ensure reliability and integrity of data through internal controls and
  collaboration with system business partners.
• Construct and support business cases for systems changes, determine appropriate
  measurements of success and correlate with overall administrative quality measurements
  and strategic objectives.
• Review regulatory compliance and revise processes to comply with federal & state
  regulatory requirements, VSCS policies, procedures and vendor contracts.
• Oversee projects that involve HR systems, processes, data, or benefits and reporting-related
  compliance.
• Working with IT and other business partners, ensure timely and accurate completion, and
  well-tested system delivery of HRIS projects.

Compliance

• Monitor regulatory compliance as it relates to HR systems and processes to comply with
  federal & state regulatory requirements, VSCS policies and procedures, collective bargaining
  agreements, and vendor contracts.
• Manage internal controls processes and work with auditors to identify control weaknesses.
• Respond to audit findings and take or direct corrective actions to implement provisions of
  audit reports.
• Regularly audit benefits plans & deductions to ensure plans remain accurate, legally
  compliant with appropriate internal controls.
• Serve as a resource to VSCS leadership, supervisors and employees concerning relevant HR
  laws, policies and procedures, and collective bargaining provisions.
• Advise senior leadership on general human resources and employee relations matters.
• Perform other related duties as assigned.

SUPERVISION RECEIVED

General supervision and direction are received from CCV Dean of People and Culture.

SUPERVISION EXERCISED
Yes. May directly supervise up to four staff.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE: Bachelor’s degree in human resources, business management, or
other related field plus 6-8 years of progressive human resources experience, or a combination of
education and experience from which comparable knowledge and skills are acquired.

Must have had a minimum of 3 years supervising a human resources team as well as direct
experience with managing HR information systems and leading HR related projects.

Previous experience working in higher education preferred.

KNOWLEDGE, SKILLS, & ABILITIES

• Supervision/Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members. Excellent administrative, organizational, communication and supervisory skills.
• Analyzing Data or Information — Ability to analyze and interpret laws, regulations, policies, and collective bargaining agreements, and use that information to implement and align human resource systems and operations with goals and objectives.
• Effective Communicator – Demonstrated ability to communicate verbally and in writing, individually and with large groups.
• Establishing and Maintaining Interpersonal Relationships — Developing constructive and collaborative working relationships with others, and maintaining them over time.
• Providing Consultation and Advice to Others — Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. Knowledge of higher education HRIS principles, best practices and procedures and the ability to interpret and meet a variety of needs for college and system operations.
• Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
• Expertise with HRIS - Expertise working with HR systems such as payroll, time management, benefits administration.
• Ethics and Confidentiality - Strong ethics and ability to maintain a high level of confidentiality
• Cultural Competency - Success working with a range of culturally and ethnically diverse populations and evidence of commitment of fostering a collaborative multicultural environment.

LOCATION
This position is based in Vermont and is partially remote. The incumbent must report to a CCV center at least two days per week.

Physical Requirements: Duties performed causes light fatigue of eyes, fingers, or other faculties as a result of repetitive motion and/or long periods of standing or sitting. Duties require little physical effort in work with light to moderate (up to 25lbs) easy-to-handle materials.

Working Conditions: Job is generally performed in general office or comparable working area with many and frequent distractions such as noise and interruptions. Frequent visits to spaces within correctional institutions across the state will be necessary. Some remote work from home possible. Work schedule may vary during high volume periods.

This general outline illustrates the type of work which characterizes the job classification. It is not an all encompassing statement of the specific duties, responsibilities and qualifications of individual positions assigned to the classification.

CCV values individual differences that can be engaged in the service of learning. Diverse experiences from people of varied backgrounds inform and enrich our community. CCV strongly encourages applications from historically marginalized and underrepresented populations. CCV is an Equal Opportunity Employer, in compliance with ADA requirements, and will make reasonable accommodations for the known disability of an otherwise qualified applicant. Please contact Bo Finnegan for assistance with accommodations at bo.finnegan@ccv.edu.

All new full-time employees and certain part-time employees will be subject to a fingerprint-supported criminal background check. Any offer of employment is contingent upon the satisfactory results of this check.

Application Instructions: In order to be considered, please submit a complete application package which includes a cover letter, resume/CV, employment application and contact information for three professional references at: http://ccv.edu/learn-about-ccv/employment.