ESSENTIAL RESPONSIBILITIES
People and Culture Strategy and Leadership
- Develop and advance a comprehensive People and Culture strategy aligned with the College’s mission, strategic plan, workforce needs, and institutional priorities.
- Serve as a strategic advisor to College leadership regarding workforce planning, organizational structure, staffing, compensation, employee engagement, workplace culture, and organizational effectiveness.
- Translate institutional priorities, workforce trends, and data into effective People and Culture strategies, recommendations, and initiatives.
- Provide leadership and direction for People and Culture policies, programs, practices, systems, and services across the institution.
- Identify opportunities to strengthen organizational effectiveness, consistency, transparency, employee experience, and institutional sustainability.
- Advance institutional priorities related to belonging and connection, collective equity, employee engagement, recognition, professional growth, and organizational well-being.
- Maintain a visible and accessible presence across campus and develop strong relationships with faculty, staff, students, and College leadership.
People and Culture Operations, Systems and Digital Transformation
- Provide strategic leadership for the College’s human resources information systems, technology platforms, data infrastructure, and People and Culture operations.
- Lead the continued implementation, optimization, and integration of ADP and related HR technologies and workflows.
- Leverage technology to streamline processes, enhance the employee and manager experience, improve data integrity, and strengthen transparency and consistency.
- Establish and advance effective processes, policies, procedures, controls, and service standards for People and Culture operations.
- Develop and utilize workforce metrics, analytics, and reporting to inform institutional decisions related to staffing, compensation, retention, employee development, and workforce planning.
- Lead continuous improvement and change-management efforts related to People and Culture systems, programs, services, and processes.
- Ensure technology investments and operational practices effectively support institutional and workforce priorities.
Compensation, Classification and Workforce Planning
- Provide strategic leadership for the College’s compensation, classification, and workforce planning programs.
- Develop and maintain compensation and classification practices that support market competitiveness, internal equity, transparency, consistency, and responsible stewardship of institutional resources.
- Guide institutional approaches to market analysis, position classification, salary structures, advancement opportunities, promotions, and compensation decisions.
- Partner with College leadership to evaluate organizational structures, staffing models, workforce capacity, and emerging workforce needs.
- Advance clear and consistent approaches to career development, advancement pathways, and promotion criteria.
- Ensure compensation, staffing, and workload discussions are informed by relevant market data, internal equity, workforce information, institutional priorities, and available resources.
- Develop clear, data-informed recommendations regarding workforce investments and institutional People and Culture priorities.
Employee and Labor Relations
- Provide strategic leadership and counsel regarding complex employee relations matters, workplace concerns, performance issues, conflict resolution, and organizational change.
- Advise College leadership, managers, and supervisors on employee relations, performance management, workplace expectations, accountability, and employee development.
- Provide strategic leadership for labor relations and the College’s relationships with represented employee groups.
- Partner with institutional leaders and legal counsel, as appropriate, regarding collective bargaining, contract administration, grievances, employment matters, and labor strategy.
- Promote constructive labor-management relationships and effective communication among employees, supervisors, College leadership, and represented groups.
- Ensure employee and labor relations matters are addressed with consistency, sound judgment, discretion, fairness, and appropriate documentation.
Performance, Learning and Employee Engagement
- Provide strategic leadership for performance management, employee development, learning, coaching, recognition, and engagement initiatives.
- Advance and continuously improve the College’s performance assessment process and related resources for employees, managers, and supervisors.
- Provide leadership for new-employee orientation, learning and development programming, supervisory development, and other professional growth initiatives.
- Utilize employee engagement surveys, campus listening strategies, workforce trends, and institutional data to identify opportunities and develop responsive strategies.
- Strengthen institutional capacity for effective supervision, coaching, feedback, accountability, employee development, and change management.
- Advance strategies that support employee engagement, retention, recognition, professional growth, and sustainable workloads.
- Foster a culture that encourages continuous learning, accountability, collaboration, and professional development.
Benefits, Wellness and Employee Programs
- Provide strategic leadership for employee benefits, retirement, wellness, leave, and related programs.
- Evaluate programs for competitiveness, effectiveness, compliance, utilization, employee needs, and financial sustainability.
- Partner with People and Culture staff, consultants, vendors, and College leadership to develop and administer competitive and responsible benefit programs.
- Ensure employees have clear, accessible, and timely information regarding benefits and other People and Culture programs.
- Monitor emerging benefit and workforce trends and recommend strategies that support employee well-being, recruitment, retention, and institutional sustainability.
Equity, Civil Rights and Employment Compliance
- Partner closely with the Office of Diversity, Equity, and Inclusion and other institutional stakeholders to integrate equity into employment policies, practices, programs, systems, and decision-making.
- Provide leadership and support for assigned civil rights-related responsibilities and employment compliance matters.
- Promote equitable, consistent, accessible, and transparent People and Culture practices across the institution.
- Ensure employment policies and practices are administered consistently and in accordance with applicable federal and state laws, regulations, College policies, and collective bargaining agreements.
- Monitor changes in employment law, regulatory requirements, and emerging People and Culture practices and recommend appropriate institutional responses.
- Identify and address systemic barriers within employment practices and processes and advance strategies that support equitable access, opportunity, development, and advancement.
Institutional Partnership and Governance
- Build and maintain collaborative relationships with faculty, staff, students, senior leadership, governance groups, and other institutional stakeholders.
- Navigate effectively within the College’s shared-governance environment and recognize the distinct roles, responsibilities, and perspectives of faculty, staff, students, and represented employees.
- Communicate complex workforce and People and Culture matters clearly and effectively to varied audiences.
- Participate in institutional committees, working groups, planning efforts, and strategic initiatives as assigned.
- Represent People and Culture in institutional discussions and decision-making.
- Develop clear, fact-based recommendations and effectively communicate the rationale for People and Culture strategies, policies, practices, and decisions.
- Balance institutional consistency and accountability with the collaborative and relational culture of a residential liberal arts college.
