The Catholic University of America

The role of the Human Resource Director involves strategic planning and overseeing of various human resources functions, including talent acquisition, compensation, benefits, training, employee relations, safety, and compliance. This position is responsible for the administration of human resources programs and policies that reflect the University's mission and values, support company goals, achieve objectives, and positively engage the workforce. The Human Resource Director also possesses an extensive and up-to-date understanding of federal and state employment laws to advise leadership with solutions for human resources issues and evolving organizational needs. Additionally, they spearhead the implementation of an HRIS or similar system, to facilitate processes and provide comprehensive data and reports on HR activities.

• Leads a staff of managerial, professional, and clerical employees responsible for providing all HR services to the campus community.
• Continually evaluates the University’s HR programs and services to assess competitiveness for attracting and retaining talent. Develops methods for collecting feedback internally on program satisfaction and modifies programs as needed.
• Utilizes available technology to maximize operational efficiencies, and provide enhanced delivery of HR services to the campus community.
• Collaborates with the General Council Office in investigating all claims of employment discrimination, and ensure that all appropriate steps are taken to resolve such matters in a timely manner.
• Acts as a liaison in assisting employees with workplace accommodations under federal and local disability laws. Manages, tracks, and ensures compliance with all Affirmative Action plans for the University.  Works closely with Compliance Officer on related matters. 
• Develops, implements, and manages all HR policies in a consistent and fair method.
• Designs recruitment strategies with campus administrators to encourage highly qualified individuals to apply for faculty and staff vacancies. Provides guidance to hiring managers and search committees with the interview and selection process.
• Facilitates communications between and among employees and management to include counseling, conflict resolution, meeting facilitation, and teambuilding. Monitors the annual review process to verify that all employees receive performance evaluations.
• Plans new employee orientation programs to foster a positive attitude toward the University’s mission, while introducing new personnel to important institutional policies.
• Serves as the University’s primary contact for all labor relations issues and union negotiations.
• Provides high quality, accessible benefit programs for employees that are affordable, reflect the University’s Catholic identity, and support employees in balancing work and family responsibilities.  Periodically compare the University’s benefit programs to other organizations to ensure that the availability of coverage and the associated costs are competitive.
• Ensures the University’s maintains market competitiveness by offering fair and equitable salaries through the staff compensation program. Periodically conducts wage surveys to determine appropriate salary levels for “benchmark” positions.
• Works with the Public Safety, Environmental Health & Safety, General Counsel, and Risk Management offices to provide employees with a safe and effective work place. Monitors the investigation of any employee related accident, and coordinates any applicable workers compensation coverage.
• Provides on-going training and development programs for University employees that offer professional growth opportunities.  
• Prepares and manages the annual budgets for the HR office, and benefits programs.
• Performs other related duties as assigned by the Sr. AVP for Administration.

Masters degree is required, but material, demonstrated successful experience may be considered in lieu of Masters degree. At least ten (10) years’ experience in HR with five (5) years’ experience managing Human Resources staff in a medium size business/organization.  Experience in both for-profit and not-for-profit environment preferred.  Experience in higher education desirable.

Thorough knowledge of best practices in HR, with a solid understanding of applicable federal, state, and local laws to include Title VII, ADA, FLSA, FMLA, ERISA, IRS, INS, Title IX and employment discrimination regulations. Familiarity with HR management systems and overall technological proficiency.  HR professional certification preferred.