|
Position Summary
Reporting to the Vice President for Learning Resources Management, the Executive Director of Human Resources provides strategic leadership and vision for the College’s human resources function in alignment with its mission, values, and goals. This role oversees all aspects of human resources, including employee policy development, faculty/staff recruitment and retention, classification and compensation, benefits administration, performance management, employee and labor relations, workplace culture, engagement initiatives, and HR technology. The Executive Director serves as the college’s chief human resources advisor, ensuring that HR strategies and practices align with institutional priorities and comply with legal and regulatory requirements, and leads a staff of 14. The Executive Director collaborates with the Chief Diversity, Equity & Inclusion Officer and college leaders to create and nurture a diverse and inclusive college community by advocating for measurable improvements in organizational climate and the recruitment/retention of a diverse workforce and student body by engaging students, faculty, and staff in behaviors, attitudes, and policies that support diversity, equity, anti-racism, and accessibility. AACC currently has two bargaining units: full- and part-time faculty.
|
|
Job Duties and Responsibilities
Strategic Leadership & Vision: Serve as a thought leader to the President, Vice Presidents, and other senior leaders on employee and labor relations issues, human resource best practices, and inclusive policies that advance equity and belonging. Foster and champion a campus-wide culture rooted in the values of diversity, equity, inclusion, accessibility, and respect, aligned with AACC’s mission. Provide strategic leadership that supports the development and implementation of inclusive initiatives. Actively contribute to institutional governance through participation in college-wide committees, including the Academic Forum, Strategic Planning Council, and President’s Cabinet. Attend and present at Board of Trustees and Budget Committee meetings, ensuring that equity and inclusion remain central to institutional planning and decision-making.
Team Leadership & Administration: Provide leadership to the staff and manage the operations of the Office of Human Resources, ensuring services support the college’s mission and strategic goals with a commitment to diversity, equity, inclusion, and accessibility. Drawing from the college’s strategic plan, implement actions to meet departmental objectives. Plan, organize, delegate, and evaluate short- and long-term human resource work and projects. Manage the HR department budget and resource allocation.
Policy & Compliance: Ensure adherence to employment laws (EEO, FMLA, ADA, ACA, etc.) and internal policies. Serve as the primary liaison to the General Counsel and any outside college counsel on the interpretation, administration, and application of college policies pertaining to employment, labor, and employee relations issues. Regularly communicate and advise the President and Vice Presidents on policy issues and major decisions affecting the human resources area of the college. Work collaboratively with other executives, constituency group leaders, and labor management leadership to advance the mission of the college.
Program Development & Implementation: Lead and deliver an overall comprehensive program of human resources services to faculty and staff, including policy development and interpretation, faculty and staff recruitment and retention, classification and compensation, benefits administration, performance management, employee and labor relations, and workplace culture initiatives. Leverage technology to streamline processes and improve efficiencies.
Labor Relations: Provide strategic leadership for labor relations and collective bargaining. Working closely with the General Counsel and Associate General Counsel, ensure compliance with federal, state, and local employment laws, as well as collective bargaining agreements.
Operational Leadership: Directly manage, motivate, and coach the Director of Human Resources Operations and the Director of Employee Relations and Engagement. Provide second-level leadership to the 12 other human resources staff. Recommend personnel actions, including, but not limited to, hiring, performance evaluations, progressive discipline actions, and work schedule.
|
|
Preferred Qualifications:
Experience in higher education is preferred.
Experience working with unions and collective bargaining in a higher education environment.
Familiarity with faculty personnel processes such as tenure, sabbaticals, and part-time pay structures.
Human Resources Certification, such as SHRM-SCP/CP or SPHR/PHR
Juris Doctorate
Anne Arundel Community College (AACC) is committed to enriching the educational experience it offers through the diversity of its faculty, administrators, and staff members. The college seeks to recruit and support a broadly diverse team who will contribute to the college's excellence, diversity of viewpoints and experiences, embrace concepts of equity and inclusiveness, and support the equal rights of all people by advancing the understanding and appreciation of differences including age, race, gender, ability, religious convictions, socio-economic status, ethnic heritage, or sexual orientation.
While we appreciate your interest in employment with Anne Arundel Community College, applicants must be currently authorized to work in the U.S. on a full-time basis. Employment-based visa sponsorship (including H-1B sponsorship) is not available for any position.
Pay dates occur on the 7th and 22nd of each month. If those dates fall on a weekend, the pay date occurs on the Friday prior to the 7th and 22nd. As an employee of the college, you are eligible for a comprehensive benefits package.
In the best interest of the College, only individuals who are residents of Maryland or one of the following states will be eligible for employment at the college: Delaware, Pennsylvania, Virginia, West Virginia or the District of Columbia. The college will annually review this restriction and, if appropriate, expand the list of states of employment eligibility
|