Human Resources Director

INSTITUTE OF AMERICAN INDIAN &•Santa Fe, NM

just now•Onsite

About The Position

The Human Resources (HR) Director is responsible for the management of all HR’s functions, services, policies, and programs supporting the Institute of American Indian Arts (IAIA) as well as the IAIA Museum of Contemporary Native Ars (MoCNA). The HR Director is required to perform at the senior level and to be a subject-matter expert on a wide range of HR and organizational issues and matters, which requires proficiency in the following core HR competencies: · HR Expertise: In-depth knowledge of principles, practices, and functions of effective HR Management. · Organizational Acumen: Understand and apply information to contribute to IAIA’s strategic goals. · Consultation Expertise: Provide high-level guidance to IAIA’s key stakeholders. · Communications: Effective exchange of information with key IAIA stakeholders. · Critical Acumen: Interpret a wide range of information to make organizational decisions or recommendations. · Leadership and Navigation: Direct and contribute to initiatives and processes within IAIA. · Relationship Management: Manage interactions to provide effective HR support and services to IAIA. · Ethical Practice: Integrate IAIA’s core values, integrity, and accountability throughout IAIA and its practices. · Cultural Effectiveness: Value and consider the perspectives, backgrounds, and cultural practices of all parties at IAIA. The HR Director serves as a strategic thinker facilitating the strategic objectives of an evidence-based department for a 100+ full-time employee (faculty and staff) population, 40–50 adjunct faculty members and supporting the employment of 60–70 work study students on average per semester, with the support of one (1) full-time Senior Human Resources Specialist, who also serves as Benefits Specialist. The HR Director functions with significant independence, self-sufficiency, and initiative, which requires the incumbent to deliver results from the most basic transactional issues to substantially complex matters, with accuracy, confidentiality, and with a sense of urgency. The HR Director serves as the HR consultant to Senior Leadership and the management team on a diverse range of employment regulations, legal matters, employee relations issues, and compliance requirements, which demands the highest level of diplomacy, discretion, confidentiality, and tact. Additional HR responsibilities include collaboration with the Vice President of Operations (VPO) to respond proactively to the changing medical insurance environment, competition for talent, application of technology to enhance HR functions, adaptation to changes in the constantly evolving legal landscape, and expertise in management of a multigenerational and multicultural workforce. Support IAIA’s core values, mission, and vision.

Requirements

BA in HR or a related field and must have at least seven (7) years of direct experience in HR at the senior-level.
Must have HR expertise with a demonstrated management background of an HR department for a complex organization with 50+ employees.
Extensive and in-depth knowledge of the principles, techniques, and theories of human HR management and public HR administration.
Extensive and in-depth knowledge and background of all public and legal employment laws, regulations, and requirements.
Adhere to appropriate standards of conduct as to impartiality and ethics, including confidentiality, integrity, and honesty; follow directives; exhibit ability to adapt to changing work environments; cooperate and collaborate respectfully with others; participate in proactive problem solving; attend job duties; and participate in meetings as required. Exercises confidentiality at all times.
Must be an excellent and effective communicator who uses facilitative and collaborative approaches in leading cohesive and systematic change to interact and work successfully with faculty, students, and staff as related to job responsibilities.
Must be an assertive champion for fair, reasonable, and equitable treatment of faculty, staff, and students regardless of department, tenure, or position.
An effective and empathetic coach capable of guiding management on how to improve the performance of employees as well as internal work processes.
Ability to work with minimum supervision, to begin projects independently (or as assigned), and to bring projects (or assignments) to conclusion in an accurate and timely manner.

Nice To Haves

Senior Professional in Human Resources (SPHR–CP) Certified Professional, or equivalent. Experience within a higher education environment or a non-profit organization is desirable.
Master’s Degree in HR or a related field; SPHR-SCP Certification, or equivalent.

Responsibilities

Manage, direct, and oversee the HR department’s budget, staff, and services.
Prepare, monitor, and manage the HR budget.
Hire, train, supervise, coach, and motivate the HR staff and IAIA staff as needed.
Implement HR strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, employee relations and retention, and Equal Employment Opportunity (EEO) compliance.
Manage, direct, and lead all of HR’s key functions of security and management of records, onboarding, creation of a standardized performance management program, compensation, and benefits administration.
Recruitment and staffing of talent in collaboration with hiring departments.
Works closely with supervisors to create and update job descriptions. Performs job analysis as required.
Implement IAIA’s onboarding and orientation process.
Assist and/or collaborate with management in staff development and training.
Monitor, track, and report on staff compensation issues and internal equity.
Oversee the administration of IAIA’s benefit programs. Conducts negotiations with medical benefits carrier(s) as required.
Monitor, review, formulate, recommend, and implement HR policies, procedures, and programs, in collaboration with the VPO and appropriate policy committees.
Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
Support management by providing HR advice, counsel, and decisions; analyzing information, relevant legal factors, and historical precedents.
Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and applying IAIA’s core values.
Participate in Strategic Workforce Planning (including succession planning and organizational management).
Manage Human Resources Information Systems (HRIS) to ensure data integrity and work collaboratively with Information Technology (IT) on system upgrades.
Supports IAIA’s mission and commitment to Native preference in hiring.
Develop, deliver, or identify supervisory leadership training which may include performance management, corrective action, and compliance.
Develop, maintain, and analyze compensation structures and market comparisons to ensure internal equity and competitiveness.
Develop and track relevant HR metrics (turnover, time to hire, and vacancy rates). Conducts exit interviews as required. Communicate all findings to the VPO and the President’s Cabinet.
Serves as HR lead for emergency preparedness and crisis response.
Ensure IAIA’s compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to regulatory requirements; advising management on needed actions, which include but are not limited to: · Americans with Disabilities Act of 1990 (ADA) · Background Checks · Consolidated Omnibus Budget Reconciliation Act (COBRA) · Equal Employment Opportunity (EEO) · Fair Labor Standards Act (FLSA) · Family and Medical Leave Act (FMLA) · Federal Employees’ Compensation Act (FECA) · Record Retention Guidelines · New Mexico State Unemployment Insurance Guidelines · Sexual Harassment · Wage and Hour Guidelines (Santa Fe County, New Mexico, and Federal) · Whistleblower and Retaliation Protection
Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Accept ownership for accomplishing new and/or challenging requests and explore opportunities to add value to job accomplishments.
Provide effective, clear and concise employee communications on relevant HR-related topics.
Originate and lead HR practices and objectives that will foster an employee-oriented culture that emphasizes quality, best practices, approachability, and achieving strategic goals.