Senior Director, Human Resources Center of Excellence (COE)

Austin Community College•Austin, TX

1d•$116,862 - $154,877•Hybrid

About The Position

Works closely with the Vice Chancellor of Human Resources to lead the Human Resources Center of Excellence and advance operational excellence, compensation and classification, workforce analytics, position management, organizational effectiveness, workforce planning, HR governance, service delivery, and continuous improvement. Serves as a senior Human Resources leader responsible for building sustainable systems, processes, insights, and organizational capability that strengthen HR effectiveness, employee and manager experience, leadership decision-making, and Austin Community College's mission, Theory of Change, and strategic priorities.

Requirements

Broad knowledge of Human Resources operations, workforce planning, organizational effectiveness, governance, continuous improvement, and service delivery.
Strong knowledge of compensation and classification principles and practices.
Strong business, workforce, analytical, and systems-thinking capability.
Ability to connect compensation, Position Management, workforce planning, organizational design, systems, data, and operational practices.
Strong executive communication, consultation, facilitation, coaching, training, and influence skills.
Knowledge of Workday HCM, workforce analytics, process improvement, automation, and related Human Resources technologies.
Principles of college-level administration.
Ability to translate complex or technical information for varied audiences.
Ability to build trust, exercise sound judgment, navigate competing perspectives, and balance compassion with accountability.
Ability to develop people and build sustainable organizational capability.
Bachelor's degree or higher.
Five (5) years of progressively responsible Human Resources or closely related experience, including at least one year of supervisory or people-leadership experience.
Experience leading or significantly contributing to complex Human Resources, workforce, organizational, operational, or cross-functional initiatives.

Nice To Haves

CCP, SHRM-SCP, SPHR, Prosci, Lean Six Sigma, PMP, or similar relevant certification preferred.
Master's degree in Human Resources, Business Administration, Public Administration, Organizational Development, Organizational Leadership, Higher Education Administration, Industrial/Organizational Psychology, or a related field.
Seven (7) or more years of progressively responsible Human Resources experience across multiple Human Resources disciplines.
Three (3) or more years of supervisory or leadership experience.
Strong compensation experience is highly preferred, including experience with job architecture, job evaluation, salary structures, market analysis, internal, compensation governance, reclassification, or executive compensation consultation.
Experience with Workday HCM, particularly Position Management, compensation, organizational structures, reporting, and workforce analytics.
Experience in higher education, the public sector, or another complex, decentralized organization.
Experience across additional Human Resources areas such as HR operations, HRIS/HCM, workforce planning, organizational effectiveness, talent, learning and development, employee relations, benefits, or Human Resources business partnership.
Experience advising senior leaders and leading complex cross-functional, organizational change, or continuous improvement initiatives.
Experience developing or facilitating training and building staff or leadership capability.

Responsibilities

Leads the Human Resources Center of Excellence and establishes clear ownership, governance, operating practices, service expectations, controls, and measures of effectiveness.
Leads continuous improvement of HR operations, workflows, policies, procedures, service delivery, and employee and manager experience.
Provides leadership for compensation and classification governance, including job architecture, job evaluation and classification, pay structures, market analysis, placement practices, reclassification, and related policies and processes.
Advises the Vice Chancellor and College leaders on complex compensation, classification, staffing, organizational structure, and workforce matters.
Leads Position Management and related workforce governance, including position creation and modification, organizational changes, position alignment, FTE considerations, supervisory organizations, and related Workday processes.
Connects compensation, classification, Position Management, workforce planning, organizational design, and staffing strategy to support consistent and sustainable workforce decisions.
Partners with Human Resources Business Partners, Finance and Budget, HR systems staff, and other stakeholders to strengthen process clarity, decision rights, data integrity, and organizational accountability.
Identifies recurring issues, operational friction, and unnecessary complexity and leads improvements that address root causes rather than repeated workarounds.
Establishes and monitors Human Resources KPIs, service measures, dashboards, workforce analytics, compensation analytics, and operational reporting.
Leads development and optimization of Workday reporting and workforce insights that support Human Resources and executive decision-making.
Translates workforce, compensation, organizational, and operational data into meaningful trends, risks, options, and recommendations.
Uses data and organizational insight to support workforce planning, organizational design, workload and capacity analysis, staffing decisions, and resource allocation.
Partners with appropriate system and data owners to strengthen data definitions, reconciliation, quality, and confidence in Human Resources reporting.
Leads assigned Human Resources modernization efforts, audit recommendations, organizational change, enterprise workforce initiatives, and continuous improvement projects.
Partners with Information Technology, Finance, Institutional Effectiveness, and other functions to improve systems, automation, business processes, reporting, controls, and employee experience.
Identifies opportunities to leverage technology, artificial intelligence, automation, and improved systems design to strengthen HR effectiveness and scalability.
Provides change leadership for significant HR initiatives, including stakeholder engagement, communication, training, adoption, and sustainable implementation.
Develops managers, staff, and subject matter experts through coaching, mentoring, training, cross-functional learning, clear expectations, and accountability.
Builds sustainable HR capability through documentation, knowledge sharing, succession readiness, and development of scalable practices.
Develops or facilitates training and guidance related to compensation and classification, Position Management, workforce governance, systems, operational practices, and other assigned areas.
Works across Human Resources functions to identify interdependencies, strengthen collaboration, and improve the overall effectiveness of Human Resources.
Models leadership that combines high standards and sound judgment with compassion, curiosity, courage, transparency, and respect.
Serves as a trusted senior advisor to the Vice Chancellor and Human Resources leadership team on complex workforce, organizational, compensation, and operational matters.
Translates complex information into clear options, risks, tradeoffs, recommendations, and executive-level decision support.
Builds trusted relationships and influences outcomes across organizational boundaries without relying solely on positional authority.
Works with the Vice Chancellor to plan and oversee assigned budgets and resources.
Represents ACC at institutional, professional, and community meetings as appropriate.
Performs other related duties consistent with the responsibilities and level of the position.